Director of HR

Anza Mortgage Insurance Corporation is empowering homeownership through credit risk protection.Our MissionOur mission is to empower homeownership by mitigating credit risk through mortgage insurance. We strive to leverage technology and operational excellence to deliver exceptional service to our lender and servicer partners, offer reliable and secure capital support for our insureds, generate leading returns for our shareholders, and foster a fulfilling, rewarding environment for our team members.Technology ForwardWe differentiate ourselves by designing, architecting, and developing our operating systems in-house. This unique approach creates a platform tailored to the needs of today's housing market. It positions us to achieve unparalleled processing efficiency and adaptability to changing industry standards and customer demands. Fundamentally, we are a process optimization company that harnesses technology to revolutionize the mortgage insurance experience and fulfill our mission.Customer CentricWe dedicate ourselves to provide competitive pricing tailored to risk profiles. Our commitment to our partners goes beyond pricing and product offerings. We prioritize a customer-centric approach focused on meeting customer needs and enhancing their experience. This approach is underpinned by transparency throughout the process and prompt issue resolution.Risk Management ExcellenceRisk Management is our foundation. Our risk management framework uses advanced technology, innovative strategies, and modern modeling techniques to manage risks ranging from credit risk to information security risk. Our customers and partners can rely on us to handle their information with the utmost care and responsibility. Our dedication to risk management is designed to reassure our partners about our stability and reliability.About The RoleWe are hiring a Director of HR to build and run the people function from the ground up. This is a true player-coach role—owning both the design of our HR strategy and the day-to-day execution required to support a company at launch.This role is not about building and accelerating our existing programs. It is about enhancing the core infrastructure (hiring, policies, performance management, compliance) while supporting immediate business needs in a fast-moving, regulated environment. The right person will be comfortable operating without a large team, making decisions with incomplete information, and partnering with leadership to drive performance, consistency, and organizational accountability.What Success Looks Like (First 6–12 Months)Hiring is aligned to business priorities, and roles critical to launch are filled on timeCore HR infrastructure is in place (policies, onboarding, performance framework) and usedThe company is operating in compliance without unnecessary frictionManagers understand their role in hiring and performance—and act like itLeadership has a clear, honest view of organizational health and risks ResponsibilitiesStrategic LeadershipPartner with executive leadership to develop and execute HR strategies aligned with business goalsLead workforce planning, organizational design, and succession planning effortsDrive initiatives related to culture, employee engagement, and retentionAnalyze HR metrics and trends to inform decision-making and improve performanceOperational ExecutionOversee and actively participate in core HR functions including recruiting, onboarding, employee relations, performance management, and offboardingEnsure compliance with all federal, state, and local employment laws and regulationsDevelop, implement, and maintain HR policies and proceduresManage benefits administration, compensation structures, and payroll coordinationTalent ManagementLead full-cycle recruiting efforts for key roles as neededDesign and implement performance management and professional development programsCoach managers on employee issues, performance improvement, and team developmentCulture & EngagementFoster a positive, inclusive, and accountable workplace cultureServe as a trusted advisor to employees at all levelsAddress employee concerns with professionalism, discretion, and fairnessProcess ImprovementBuild and refine HR systems, tools, and workflows for efficiency and scalabilityIdentify gaps and proactively implement solutionsBalance long-term strategic initiatives with immediate operational demandsQualificationsExperience building/growing HR in a startup or high-growth environmentExperience in insurance, financial services, or other regulated industry strongly preferredDemonstrated ability to operate as a senior advisor to executive leadershipBachelor’s degree in Human Resources, Business Administration, or related field preferred8+ years of progressive HR experience, including leadership rolesDemonstrated ability to operate at both strategic and tactical levelsStrong knowledge of employment law and HR best practicesSHRM-certified preferredSkills & CompetenciesStrategic thinker with strong execution skillsProven ability to establish and enforce rigorous HR processes, governance, and documentationWillingness to “roll up sleeves” and handle day-to-day tasksExcellent interpersonal and communication skillsHigh level of integrity and discretionStrong problem-solving and decision-making abilitiesAbility to thrive in a fast-paced, evolving environmentHow You WorkYou are comfortable operating without a playbook and demonstrating sound judgment in dynamic and rapidly changing situations You can move between strategy and execution without losing momentum on eitherYou are direct, pragmatic, and focused on outcomes—not process for the sake of processYou hold yourself and others accountable, including senior leadersYou know when to build structure—and when not to