Overview
When you join Hines, you will work alongside innovative leaders who set the standards responsible for our reputation as an industry leader today, and you’ll be a part of shaping our future in the years to come.
Responsibilities
As the Director, West Region HR Business Partner with Hines, you will be the most senior HR Leader responsible for partnering with and supporting the West Region local employee group(s).
The HRBP will act as the primary point of entry to HR, liaising often with other HR groups as needed.
You will work with business leaders to drive the end-to-end HR and talent agenda in support of growing and scaling the business and will be a champion of Hines’ culture and values.
You will be a true business partner to the West Region leadership team, helping to determine the most impactful HR-related initiatives to drive the business forward as well as monitoring the effect of business decisions on talent and advising appropriately.
The role has dual reporting: solid line to the West Region CEO and a dotted line to the Hines Chief People Officer, and is based in Los Angeles (preferred) or San Francisco.
Responsibilities include, but are not limited to:
Organization Builder: Advise the business on how to evolve (org structure, role design, team norms) to achieve strategic goals
Adjust HR strategies to respond to changing business needs; assess the HR implications of strategic options
Identify and monitor critical HR metrics for business; analyze trends and predict future dynamics
Org design: Own the process of organization design and role creation/changes, liaise with Employee Relations for approval and documentation for making role or talent changes
Manage the creation and updating of job descriptions; work with the Compensation team to set compensation and ensure band consistency
Work with teams to enhance their effectiveness, facilitating team-level interventions when needed
Talent Strategist: Ensure we have top talent in the most critical roles; Coach employees to grow and expand their personal impact
Determine the most critical value-creating roles, and ensure succession and development plans are in place for them
Help business create plans to develop the next generation of leaders; execute talent reviews
Identify talent issues before they impact the business
Own quality of talent coming into the organization, play active part in interview assessments and hiring decisions for key roles
Deliver appropriate coaching and development feedback to managers and employees
Represent the West Region’s talent interests within the broader firm
Connector and Executor: Execute on HR projects and processes, connecting employees/leaders to appropriate experts within firm
Ensure managers successfully onboard new employees; liaise with Talent Acquisition, HRIS/payroll and Learning & Development to ensure technical and training elements of onboarding are complete.
Personally lean in to support onboarding for senior, critical, and/or brand new roles.
Serve as first point of contact for employee issues, involving Employee Relations at earliest point when needed
Work with managers to conduct performance management reviews, given guidelines from Talent team
Support rollout of HR programs to local constituents
Serve as primary HR point of contact for the business on emergency preparedness and executing on the plan
Liaise between the business, HR, and other parts of the organization (e.g., Communications, Legal)
Risk manager: Help the business manage and mitigate risks; Ensure managers understand the intent of policies and model the principles
Ensure business understands the intent and adheres to HR policies and procedures
Manage conflict resolution between employees and managers
Analyze Employee Relations and exit interview feedback to predict and mitigate future issues
Navigate political challenges in the execution of business plans
Qualifications
Minimum Requirements include:
Bachelors Degree in Human Resources or equivalent from an accredited institution
Ten or more years of relevant Human Resources experience, primarily as a strategic HR Business Partner and/or Generalist
Prior experience with a distributed workforce and exposure to best-in-class HR, from other organizations of similar size and stage of transformation
Strategic thinker with experience in execution of complex, multi-functional projects and programs
Strong business acumen and commercial focus, capable of connecting business goals to people management practices in order to drive the most impactful people-related investments
Ability to influence at all levels through clear, informed and logical business justification and discussion
Strongly analytical, process-oriented, visionary HR professional with expertise across the full spectrum of HR and the humility and ability to regularly pivot from strategic to operational
Strong people management and people development skills
Hines is a privately owned global real estate investment firm founded in 1957 with a presence in 240 cities in 27 countries.
Hines oversees a portfolio of assets under management valued at approximately $160.9 billion¹, including $81.7 billion in assets under management for which Hines serves as investment manager, and $79.2 billion representing more than 172.9 million square feet of assets for which Hines provides third-party property level services.
Historically, Hines has developed, redeveloped or acquired approximately 1,450 properties, totaling over 485 million square feet.
The firm has more than 180 developments currently underway around the world.
With extensive experience in investments across the risk spectrum and all property types, and a pioneering commitment to ESG, Hines is one of the largest and most-respected real estate organizations in the world.
Visit www.hines.com for more information.
¹Includes both the global Hines organization as well as RIA AUM as of December 31, 2020.
We are an equal opportunity employer and support workforce diversity.
No calls or emails from third parties at this time please.
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