Director of HR

Anza is building a mortgage insurance company from first principles. Most mortgage insurers operate on decades-old technology, manual workflows, organizational structures, and operating assumptions that have evolved incrementally over time. We believe there is a fundamentally better way. Our vision is to build the industry's most technology-enabled mortgage insurer, one where software, automation, AI, analytics, and thoughtful operating design create better experiences for customers while allowing the business to scale efficiently without simply adding people. We are not interested in making legacy processes slightly better. We are interested in building the operating model that mortgage insurance should have had all along.

About the role

We are hiring a Director of HR to lead a lean, hands-on HR function for Anza. This is a hands-on role for someone who can translate company priorities into practical HR execution, support managers and employees, and personally handle the work required to keep the function running well. This role reports to the COO. The function will remain deliberately small, so this role is best suited to someone who enjoys staying close to the work rather than building layers of management. The right person may be a strong HR business partner or broad-based HR leader ready for the next step, with strong technical HR skills, sound judgment, and comfort with HR systems. They should also be comfortable managing limited internal HR support and effectively leverage outsourced resources as the function evolves. Anza will make active use of its PEO's outsourced HR services, so this leader will direct that support while keeping ownership of the decisions that matter most.

Responsibilities

• Translate company and executive priorities into practical HR actions, processes, and support for managers and employees.
• Provide sound, candid HR guidance to leaders and managers, and raise significant legal and employee-relations risks promptly, including to senior leadership.
• Manage limited internal HR support and outsourced resources while continuing to personally own a meaningful share of the day-to-day work.
• Use HR data and reporting to support decisions, identify issues, and improve execution.
• Own and actively participate in recruiting, onboarding, employee relations, performance management, compensation support, benefits, leave administration, and offboarding.
• Ensure compliance with applicable employment laws and maintain appropriate employee records, documentation, policies, and controls.
• Partner with IT and Information Security on HR-related controls, including background checks