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AVP, HR Business Partner (April Housing)

Los Angeles, CA | Other
Just Posted

Job Description

WHO WE ARE

Revantage is a Blackstone Company that provides a highly skilled employee base, best-in-class processes, and state-of-the-art technology to multiple Blackstone real estate portfolio companies. Sectors include Hospitality, Industrial, Multi-Family, Office, Retail, Senior Housing, Affordable Housing, and Manufactured Homes.

 

Revantage, headquartered in Chicago, is one of three global offices that includes Revantage Asia and Revantage Europe.

 

WHAT WE VALUE: OUR CULTURE

Creating a culture that inspires change and momentum require the right team. We know what it takes to lead an industry, and are looking for leaders who seek constant growth, want to excel, and continuously improve upon themselves and the industry. The culture at Revantage is built on our shared core values and commitment to be:

  • Achievers – We expect high standards for ourselves and enable the success of our teams
  • Enthusiasts – We face challenges with optimism and believe anything is possible
  • Leaders – We commit to continuously improve our performance
  • Learners – We learn from our challenges and successes
  • Partners – We deliver value and positive impact to our partners

WHY THIS ROLE IS VALUABLE

The P&C Business Partner acts as a trusted advisor for the designated business groups across all aspects of HR including Employee Relations, Talent Acquisition, Compensation, Talent Management, Performance Management, Organizational Design, and Learning and Development. The HRBP works with management on HR programs, practices, and policies. The HRBP acts as an employee champion and change agent. The person in this role assesses and anticipates people related needs and formulates partnerships across the People & Culture function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business’ financial position, its midrange plans, its culture, and its competition.

HOW YOU ADD VALUE

  • Serve as a trusted advisor to executive leadership team, front line managers and employees on a wide variety of issues
  • Provide input and influence on the strategic direction of the assigned organizations
  • Manage and resolve complex employee relations issues
  • Conduct effective, thorough and objective investigations
  • Drive programs and initiatives to cultivate the desired culture throughout the organization
  • Consult with management and provide HR guidance when appropriate
  • Manage and implement compensation strategies, plans and analytics
  • Analyze trends and metrics in partnership with the People and Culture team to develop solutions, programs and policies
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required
  • Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions)
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
  • Promote diversity & inclusion, collaboration, fairness, high-performance, innovation and integrity
  • Provide HR policy guidance and interpretation
  • Assist with management level recruiting and handles overflow for other positions as needed. Manage search firm relationships and handle the full life cycle of recruiting for high profile positions
  • Provide guidance and input on restructures, workforce planning and succession planning
  • Identify training needs for employees and individual executive coaching needs
  • Collaborate with Portfolio Company and CSO to support employee communications initiatives

WHAT YOU BRING TO THE ROLE

Required:

  • Bachelor’s degree in business or related area
  • Minimum 7 years of generalist experience in Human Resources including employee relations, recruitment, training and development, compensation, and benefits programs, as well as application of legal and government compliance guidelines
  • Minimum 3 years’ experience in direct compensation planning with a business unit
  • Strong leadership and people management skills
  • Exceptional communication skills required to present, discuss, and explain complex information to employees
  • Excellent client service skills and ability to partner with multiple, diverse stakeholders
  • Strong change management skills with the ability to drive organization, process and technology change
  • Strong team player with ability to multi-task and meet deadlines, while thriving in a fast-paced work environment
  • Superb analytical and problem-solving skills
  • Outstanding verbal and written communication skills
  • Strong proficiency in all MS Office products, including knowledge of HRIS related software

Preferred:

  • Master’s in Industrial Organizational Psychology, HR Management or Labor Relations
  • HR Certification such as PHR, SPHR, SHRM-CP or SHRM-SCP
  • Experience supervising people

PERKS FOR YOU

  • Competitive salary, overall compensation and 401(k)
  • Work-life balance offerings include:
    • Remote work policy
    • Productivity Hours – weekly meeting-free work time
    • Summer Fridays
  • In-house and external learning & development opportunities
  • Generous health insurance and wellness benefits

 

EEO Statement

Our company is proud to be an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. Our employment decisions are based on individual qualifications, job requirements and business needs without regard to race, color, marital status, sex, sexual orientation, gender identity and/or expression, age, religion, disability, citizenship status, national origin, pregnancy, veteran status and/or any other legally protected characteristics. We are committed to providing reasonable accommodations, if you need an accommodation to complete the application process, please email talent@revantage.com.

 

#LI-NM1 #LI-Hybrid

Company Overview

  • Website revantage.com
  • Headquarters CHICAGO, IL
  • Size 200 - 500
  • Founded 2017
  • Type Private
  • CEO ALEXANDRA LEONE
  • Revenue <$5M
  • Industry Business Services
  • About revantage

Skills for AVP, HR Business Partner (April Housing)

The job skills required for AVP, HR Business Partner (April Housing) include Employee Relations, Leadership, Talent Acquisition, Initiative, Coaching,and Problem Solving etc. Having related job skills and expertise will give you an advantage when applying to be an AVP, HR Business Partner (April Housing). That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by AVP, HR Business Partner (April Housing). Select any job title you are interested in and start to search job requirements.

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Career Path for AVP, HR Business Partner (April Housing)

The following is the career advancement route for AVP, HR Business Partner (April Housing) positions, which can be used as a reference in future career path planning. As an AVP, HR Business Partner (April Housing), it can be promoted into senior positions as a HR Business Partner IV that are expected to handle more key tasks, people in this role will get a higher salary paid than an ordinary AVP, HR Business Partner (April Housing). You can explore the career advancement for an AVP, HR Business Partner (April Housing) below and select your interested title to get hiring information.

How to Become a Business Partner

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