Senior Human Resources Business Partner - Silverton Mortgage

POSITION TITLE:  HRBP IV

JOB STATUS: Full Time/Salary

DEPARTMENT: HR

REPORTS TO: Director of Talent Management

TRAVEL REQUIRED: As Needed

WORK SCHEDULE:   Hybrid (4 days in office, 1 day remote)

The Senior Human Resources Business Partner (HRBP) provides hands-on partnership to business leaders by driving performance, behavioral alignment, team effectiveness, and data-based talent decisions. This role operates as a Senior Strategic HR Business Partner, sitting at a highly influential level within the HR function.

The HRBP leads the HR function for the Silverton Mortgage office, advises senior leadership on talent and team member decisions, manages HR staff to ensure consistent execution of people processes across teams, and serves as a voice for the business when designing and rolling out HR initiatives and compliance requirements.

This role is accountable for shaping business outcomes through people strategy, acting as a direct advisor to senior leaders on decisions impacting growth, organizational structure, and long-term workforce planning.

The role facilitates critical HR process cycles, translates HR programs into business-specific action, and tracks impact to ensure results. The HRBP serves as the critical bridge between business strategy and people strategy, ensuring alignment between organizational goals and talent outcomes.

JOB FUNCTIONS
Lead HR function for Silverton Mortgage

• Serve as the HR representative and advisor of the Silverton executive leadership team. Translate Financial Services HR strategies, initiatives and policies to the Silverton culture and environment.
• Operate as a strategic advisor to senior business leaders (VP/C-Level), influencing decisions tied to organizational design, workforce planning, and business performance.
• Lead the HR function for Silverton in alignment with the broader Financial Services (FS) HR function. Build capability, establish processes, and maintain performance of employee relations investigations, disciplinary programs, performance improvement plans, leave of absence systems, ADA processes, and policy application.
• Provide day-to-day direction, coaching, and workflow oversight for HR staff. Review casework, decisions, and process execution to ensure consistency across teams. Oversee local payroll processes including timekeeping, commission payments, and manual adjustments.
• While leading the HR function locally, this role does not simply execute HR processes—it defines how people strategy enables business strategy within the Silverton organization.
• Partner with Talent Acquisition to translate workforce priorities into workforce and talent development forecasts and plans. Participate in interviews and onboarding activities as necessary. Be a voice for the Silverton employer brand and partner with FS HR on employer brand strategy.
• Conduct recurring business reviews with assigned business leaders to discuss talent performance, team risks, and capability needs.
• Bring forward relevant data, patterns, and cases impacting leader goals and strategic outcomes.
• Prepare and deliver data summaries with clear implications and recommended actions during annual business reviews.
• Build people strategies with leaders based on turnover, performance, behavior trends, and skill gaps.
• Identify organizational structure changes to address talent or performance gaps.
• Coach leaders on identifying and correcting behavioral misalignment; develop corrective action plans tied to expected values and behaviors.
• Ensure awareness and completion of policy updates and compliance actions.
• Document outcomes and annually share insights with HR leadership for broader strategy alignment.
• Escalate pay compression, inequities, or misalignment with performance to Compensation.
• Leverage data, organizational insight, and business acumen to influence decisions that directly impact revenue, efficiency, and long-term growth.

Facilitation of Critical People & Business Cycles

• Lead investigations, disciplinary action and termination reviews for directors and above; oversee routine investigations and disciplinary actions handled by Silverton HR team. Serve as key advisor to senior leadership on high-impact employee relations decisions.
• Lead quarterly performance evaluations and annual goal setting processes for Silverton; develop and refine tools, templates, and training to leaders influencing business standards and elevating leader capability.
• Review annual performance ratings for consistency and behavioral alignment; coach leaders on difficult conversations and making defensible performance decisions.
• Analyze turnover and exit themes for assigned teams, coach leaders on creation of targeted action plans based on identified patterns, and ensure leaders complete and sustain those actions.
• Partner annually with assigned leaders to forecast workforce needs, using data and performance trends to project staffing needs; coordinate outcomes with Talent Acquisition.
• Partner with Compensation to understand enterprise merit guidelines, prepare leaders to address operational needs, and ensure timely and accurate execution.
• Partner with senior leaders to interpret employee survey results and conduct root-cause analysis of team specific themes to help shape leader action planning while aligning with TMX guidance and tools.
• Support leaders in building practical, targeted action plans based on survey insights, ensuring actions address identified behaviors, team dynamics, or process concerns.
• Track progress on survey-driven action plans throughout the year, escalating barriers and ensuring leaders complete and sustain improvements.
• Facilitate Talent Review meetings; prepare calibration materials and talent grids; partner with leadership on succession planning; follow up on readiness, risk mitigation, and development actions.
• Review IDPs created during Talent Reviews to ensure actionability and alignment to capability gaps; conduct quarterly follow-ups.
• Drive long-term talent strategy through these cycles, ensuring each process contributes to organizational capability building, leadership pipeline strength, and sustained business performance.

Change Management for New HR Initiatives & Compliance

• Shape business processes and influence solutions for Silverton during design, rollout, and refinement of HR programs and compliance practices.
• Lead problem-solving with HR COEs when programs impact the business; surface risks, operational impacts, and business requirements.
• Act as primary integrator between business needs and COE design.
• Anticipate competing priorities, downstream impacts, and identify barriers leaders or team members may face before implementation; propose solutions and communicate operational feasibility.
• Develop tailored change readiness plans, including partnering with Communications to develop tailored messaging for leaders and team members.
• Own post-launch adoption for Silverton, gather feedback, and serve as the stabilization feedback loop to COEs.
• Lead change management as a strategic capability, ensuring adoption, minimizing disruption, and aligning transformation efforts to business outcomes rather than just program execution.

REQUIREMENTS AND QUALIFICATIONS:

• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required. Master’s degree preferred (MBA, MS-HR, or related).
• Experience:
• 7+ years of progressive HR experience, including direct experience supporting leaders as an HR Business Partner or Senior HR position.
• Experience managing or coaching HR Generalists or HR support roles required.
• Demonstrated experience in performance management, employee relations, organizational effectiveness, and talent development.
• Experience partnering with business leaders to interpret data, identify root causes, and develop action plans.
• Demonstrated experience partnering directly with senior leaders (VP-level or equivalent) to influence business decisions, organizational design, and workforce strategy.
• Proven ability to operate in a highly strategic HR capacity, with impact extending beyond HR programs into core business outcomes.

Knowledge, Skills & Abilities:

• Ability to influence, coach, and build trust with leaders at all levels.
• Strong business acumen with the ability to understand operational drivers, team dynamics, and organizational constraints.
• Demonstrated capability in root-cause analysis, workforce data interpretation, and action-planning.
• Solid understanding of employment law, compliance requirements, and HR best practices.
• Strong communication skills, both written and verbal, including ability to tailor communication to business needs.
• Experience facilitating talent reviews, calibration sessions, team discussions, and leader working sessions.
• Ability to lead change management activities, including readiness planning and communication development.
• High level of proficiency with HR systems (Workday preferred) and Microsoft Excel / data tools.
• Ability to manage multiple priorities, meet deadlines, and operate with a high degree of autonomy.
• Ability to translate business strategy into actionable people strategies and influence outcomes without direct authority.
• Executive presence with the ability to challenge, coach, and guide senior leaders through complex organizational decisions.

PHYSICAL DEMANDS:

• Must be able to remain in a stationary position 75% of the time.
• Constantly operate a computer and other office productivity machinery, such as a telephone, calculator, copy machine, and computer printer.
• 30% communication methods completed over the phone.
• Must be able to exchange accurate information at all times.
• Constantly works in an indoor temperature controlled, sealed window office environment.

Silverton Mortgage is committed to creating an inclusive workplace. Silverton Mortgage is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

Business Unit -