Human Resources Business Partner - VMF

At Vanderbilt Mortgage, we believe homeownership makes lives better. For over 50 years, we’ve been committed to making homeownership more attainable for families across the country by providing mortgage solutions that unlock the freedom of home. As a national housing lender, we specialize in financing new and pre-owned manufactured and modular homes. With a diverse range of loan products, a reputation for world-class customer service and a coast-to-coast presence, Vanderbilt continues to be a leader in the industry. Our strength is our people—which is why we prioritize investing in our Team Members through opportunities for growth, a healthy work-life balance, and meaningful recognition of their contributions. Whether just starting out or bringing years of experience, Vanderbilt empowers our Team Members with the tools and training to build a successful career and reach their full potential.

POSITION TITLE: Human Resources Business Partner 

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)

Pay: The expected hiring range for this position is from $87,935 to $109,920 plus additional bonus opportunity. The stated hiring range is based on experience, qualifications, and other relevant factors. Final compensation decisions will take into account a variety of considerations, including individual skills, internal equity, and organizational needs.

The Human Resources Business Partner provides hands-on partnership to business leaders by driving performance, behavioral alignment, team effectiveness, and data-based talent decisions. The HRBP manages HR Generalists, ensures consistent execution of people processes across teams, and serves as a voice of their assigned business when designing and rolling out HR initiatives and compliance requirements. The role facilitates critical HR process cycles, translates HR programs into business-specific action, and tracks impact to ensure results.

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.

Management of HR Generalists

• Provide day-to-day direction, coaching, and workflow oversight for HR Generalists.
• Review casework, decisions, and process execution to ensure consistency across teams.
• 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.
• Manage HR Generalist execution of restructuring activities.
  • Review impact analyses, risk considerations, and communication plans.
  • Coordinate cross‑functionally with HR COEs, Communications, and Finance to ensure seamless change execution.

Facilitation of Critical People & Business Cycles

• ENTER Investigations, DA or Termination Review for Director and Above
• Facilitate quarterly performance evaluations and annual goal setting processes; provide tools, templates, and training to leaders.
• Review annual performance ratings for consistency and behavioral alignment; coach leaders on difficult conversations.
• 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 leadersto address operational needs, and ensure timely and accurate execution.
• Partner with assigned leaders to interpret employee survey results and conduct root-cause analysis of team specific themes, 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, talent grids, and succession plans; 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.

Change Management for New HR Initiatives & Compliance

• Serve as the voice of assigned business teams during design, rollout, and refinement of HR programs and compliance requirements.
• Act as the primary problem-solving partner with HR COEs when programs impact the business; surface risks, operational impacts, and business requirements.
  • Anticipate downstream impacts and identify barriers leaders or team members may face before implementation and communicate operational feasibility.
• Develop tailored change readiness plans, including partnering with Communications to develop tailored messaging for leaders and team members.
• Monitor post launch adoption, gather feedback, and serve as the stabilization feedback loop to COEs.

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:
  • 5+ 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.

• 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.

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.

BENEFITS:

• Medical and Dental Plan with Prescription Coverage and Vision.

• Competitive benefits including 401(K) includes 100% company match of the first 4%.

• Paid time off days (PTO), maternity/paternity leave, and holidays.

• Community involvement including Volunteer Paid Time Off (VTO).

• Tuition Assistance for your first degree

• Enjoy coming “home” to our brand new, state-of-the-art Home Office equipped with onsite fitness facility with full gym, workout classes, volleyball and basketball courts, ping-pong, disc golf course, and onsite restaurant.

• Wellness programs that focus on emotional, social, spiritual, intellectual, environmental, physical, and financial well-being.

• Collaborative and energetic work environment.

• Professional development and promotional opportunities.

• Competitive bonus programs.

Vanderbilt Mortgage and Finance, Inc. 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 -