Senior Human Resources Business Partner - REMOTE - up to 35% travel

We need to output HTML fragment with sections: About the role? Actually we have "Who We Are", "What We Do", "What You'll Do", "What You'll Bring", "Pay Range", "What We Offer". According to rules: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should map content to appropriate headings. The posting includes: Who We Are (company overview) maybe not needed? It's not a standard heading but we could treat as About the role? Actually "Who We Are" is about company, not role. The instruction: do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. We need to include sections only when posting has real, specific content for it. So we can have sections: About the role? Not exactly. Maybe "About the company" not in list. But we can still use headings from list that match content: Responsibilities (What You'll Do), Requirements/Qualifications (What You'll Bring), Skills (KSAs), Benefits (What We Offer), Pay (Pay Range). Also maybe "About the role" could be "What We Do" (role description). That could be considered "About the role". So we can have sections: About the role (What We Do), Responsibilities (What You'll Do), Requirements (What You'll Bring), Skills (KSAs), Benefits (What We Offer), Pay (Pay Range). We should not include Schedule (none). Also we should not include empty sections. We need to preserve all substantive information, not invent or summarize away detail. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The posting includes "First American is an equal opportunity employer..." that's EEO boilerplate; we should remove it. Also "Based on eligibility, First American offers a comprehensive benefits package..." we keep benefits details but remove EEO line. Also "For more information, please visit www.careers.firstam.com." maybe minor metadata; could be dropped or put in short p. Probably drop. We need to preserve all substantive information: company overview, role description, responsibilities, qualifications, KSAs, pay range, benefits. Let's extract content. Who We Are: paragraph about First American, history, accolades. That's company overview; could be placed under About the role? Might be better as a brief intro but not required heading. Since we have to output only sections with headings, we could include a

  before first heading? The instruction: Output ONLY the HTML fragment — no /, no markdown code fences. It didn't forbid having stray

  before headings. But better to include it as part of a section maybe "About the role" includes company overview? However "About the role" is supposed to be role description, not company. But we could still include company overview as a

  under About the role heading. That would be okay. What We Do: description of HRBP role. That's role description. What You'll Do: responsibilities list (many bullet-like sentences). We'll turn into

  • . What You'll Bring: required education, experience, certification/licensure, plus KSAs? Actually KSAs separate section. So we split: Requirements (education, experience, certifications) and Skills (KSAs). We'll make Requirements heading with list. KSAs: list of knowledge, skills, abilities. We'll make Skills heading with list. Pay Range: we have Pay Range: $97,700.00 - $130,300.00 Annually plus note. We'll make Pay heading with

    containing that sentence (maybe also note). We should not include filler like "This hiring range is a reasonable estimate..." that's substantive? It's explanatory but still part of pay info. We'll keep. What We Offer: benefits description. We'll make Benefits heading with

    containing that paragraph (excluding EEO line). Also note "By choice, we don’t simply accept individuality – we embrace it, we support it, and we thrive on it! Our People First culture is inclusive for all employees - not just because it's the right thing to do, but because it's the key to our success. We are proud to foster an authentic and inclusive workplace For All. You are free and encouraged to bring your entire, unique self to work." That's also part of benefits/culture. We'll keep. We need to remove duplicated lines: there may be duplicates like "Partners with other HR specialty functions (Compensation, Talent Acquisition, Learning & Development) acting as a point of contact and liaison with clients to deliver full HR services." appears twice? Actually appears in What You'll Do and also earlier in What We Do? Let's check: In What We Do: "Partners with other HR specialty functions to act as a first point of contact and liaison with clients to deliver full HR services." In What You'll Do: "Partners with other HR specialty functions (Compensation, Talent Acquisition, Learning & Development) acting as a point of contact and liaison with clients to deliver full HR services." Slightly different but similar. We'll keep both as they are not exact duplicates but similar; we should not remove unless exact duplicate. We'll keep. Now construct HTML. We'll start with maybe a

    for company overview under About the role heading. Structure:

    About the role

    [Who We Are + What We Do combined?] Actually we could split: About the role could include Who We Are and What We Do. But maybe better to have separate headings: About the role (company overview) and Responsibilities (What You'll Do). However the instruction list includes About the role as a possible heading. It didn't forbid having multiple sections like What We Do. But we should prefer few substantive sections over many thin ones. So we can combine Who We Are and What We Do under About the role. Thus:

    About the role

    Who We Are: Join a team that puts its People First! Since 1889, First American (NYSE: FAF) has held an unwavering belief in its people. They are passionate about what they do, and we are equally passionate about fostering an environment where all feel welcome, supported, and empowered to be innovative and reach their full potential. Our inclusive, people-first culture has earned our company numerous accolades, including being named to the Fortune 100 Best Companies to Work For® list for eleven consecutive years. We have also earned awards as a best place to work for women, diversity and LGBTQ+ employees, and have been included on more than 50 regional best places to work lists. First American will always strive to be a great place to work, for all. For more information, please visit www.careers.firstam.com.

    What We Do: The Human Resources Business Partner (HRBP) is the primary resource to create alignment between talent and organizational development strategy and short and long term business strategy. The HRBP is aligned to business units, business leaders, and corporate functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives through the development of proactive Human Resources strategy and practices. Partners with other HR specialty functions to act as a first point of contact and liaison with clients to deliver full HR services. Identifies business needs, gaps and readiness and collaborates with functional HR on talent development, program consultation and design. Drives and influences key workforce planning initiatives with the business and provides advice, counsel and executes key human capital and restructuring initiatives. Builds and maintains effective working relationships with managers and employees to provide advice and counsel on a variety of HR and business related issues on both strategic and tactical levels.

    But we have two

    under same heading; that's okay. Then Responsibilities:

    Responsibilities

    • Up to 35% USA travel*
    • Provide influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned client populations.
    • Proactively assess risks to business, provides guidance to clients and uses sound judgment to promptly escalate potential concerns.
    • Partners with other HR specialty functions (Compensation, Talent Acquisition, Learning & Development) acting as a point of contact and liaison with clients to deliver full HR services.
    • Implement HR best practices to include performance management, compensation planning, workforce/succession planning, and talent management.
    • Provides consultation to managers on performance, talent development, and employee relations.
    • Oversee all employee relation issue resolution including conducting investigations, external communications, maintain accurate and complete documentation of employee counseling/investigations.
    • Oversees and directs the rollout/ implementation of business and company-wide initiatives, including communication, learning materials and training; facilitates workshop and training.
    • Provide HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for business groups.
    • Participation in assigned business group’s operational meetings, business reviews, and team building.
    • Act as an advisor on HR issues to management of assigned business group.
    • Provides project management expertise to clients through the initiation, management and driving of large-scale strategic projects and initiatives, including M&A activities.
    • Handle implementation of restructuring events including associated change management.
    • Access talent opportunities and performance gaps; oversee talent planning, talent reviews, talent development, and succession planning for assigned business groups.
    • Effectively manage and resolve complex employee relations issues, resolution and investigations, performance management, talent/succession planning, 360 feedback with a focus on leadership development, training/ facilitating, developing and implementing strategic and tactical initiatives that drive and support desired short and long-term business goals and objectives.
    • Execute large scale projects and initiatives, M&A activities, and mentoring HRBPs.
    Note: Some sentences have minor grammar issues but we keep as is. Then Requirements:

    Requirements

    • Bachelor's Degree or equivalent required
    • Master's Degree preferred
    • 7-10+ years progressive HRBP experience providing advice, counsel and coaching to senior leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support achievement of business objectives within assigned business groups.
    • Additional functional expertise gained through experience in a Center of Excellence role (i.e., L&D, Talent Acquisition, Compensation) is desired.
    • PHR or other professional designation preferred
    Then Skills:

    Skills

    • Outstanding verbal and communication skills, with poise and confidence to interact with all levels of management.
    • Motivated self-starter, confident, and able to navigate through change.
    • Ability to management high volumes of work, execute flawlessly, and understand HR processes.
    • Strong team player, internally with HR team and with the business.
    • Organizational Effectiveness – able to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business. Provide options and ability to influence organizational direction.
    • Develops, Plans and Initiates – involves the right people to develop plans, establish clear project goals and accountabilities; develops realistic action steps, identifies potential problems and solutions.
    • Continually Open, Flexible and Adaptive – ability to effectively work within a diverse and often ambiguous work environment while exhibiting adaptability and flexibility in response to business decisions and initiatives; applying good judgment; ability to shift priorities and rapid change; recovers quickly from setbacks.
    • Works Collaboratively – willingly shares information; facilitates the discussion and resolution of different viewpoints, promotes teamwork, works for best solution rather