Regional HR Director

About Dream Finders Homes 

Dream Finders Homes (NYSE: DFH) is headquartered in Jacksonville, Florida, and was named the 2025 National Builder of the Year by Builder magazine. In October 2026 Dream Finders completed its acquisition of Beazer Homes and became the sixth-largest U.S.-based homebuilder by 2025 revenue, with homes in 26 of the top 50 U.S. metro markets. Through its own subsidiaries it also provides mortgage financing and title services to homebuyers. 

The purpose behind the work is to turn the dream of homeownership into a reality for as many Americans as possible. 

The Opportunity 

Dream Finders is building an HR team to match its size, and the West carries some of the most complex HR work in the company.  The Regional HR Director owns the people strategy and results for the west region.  This leader is the named HR partner for the Region President and the Division Presidents in the region, and plans the workforce they need to deliver the region’s annual home closing and revenue targets. The Regional HR Director finds talent risk early, builds retention and succession plans so the right leaders are ready for the right seats. 

The Regional HR Director leads one to two HR Business Partners and is accountable for their growth and performance. The role owns employee relations for the region in partnership with legal, and it is how the company’s specialist HR teams, such as Talent and Total Rewards, reach the field. The Regional HR Director is expected to frame the problem and bring the plan, not wait for direction. 

What a Strategic HR Partner Changes 

At the regional level, a strategic HR leader changes how the business plans for and protects its people. A few examples from this role: 

• Staffing tied to closings. The region’s workforce plan is built with the budget, from headcount trends, turnover and closings per employee, so the region is staffed for the homes it has committed to close. 

• People reviews on the same rhythm as the numbers. Each quarter the Region President sees turnover, open roles, retention risk and closings per employee in one review, and decides with the full picture. 

• Retention through change. When land activity or capital plans shift, you see which leaders are at risk and act early. Critical talent gets structured check-ins and retention reviews through the integration. 

• A bench, not a vacancy. A succession view of region and division leadership means that when a seat opens, there is a candidate ready to step in. 

• Compliance in new markets. California and Nevada employment requirements are handled with legal from day one, which protects the business in markets that are new to Dream Finders. 

What You Will Do 

• Set the West region’s HR priorities each year in line with the company’s business plan, growth targets and budget. 

• Serve as the named HR leader for the Region President, with regular people reviews covering turnover, open roles, retention risk and closings per employee. 

• Advise Region and Division Presidents on organization structure, leadership succession and talent risk. 

• Lead talent analysis for every division in the region, and turn the results into individual development plans and a succession view of region and division leadership. 

• Build the region’s annual workforce plan with the budget, and partner with the Talent team to hire against it. 

• Lead, develop and hold accountable the region’s HR Business Partner. 

• Own employee relations for the region on one company process, with a clear path to legal for investigations, litigation and agency charges. 

• Keep HR practices in line with federal and state law, SOX internal controls and audit requirements, including the California, Colorado and Nevada requirements that make the West unique. 

• Partner with Total Rewards on pay decisions for the region, including incentive and commission plans and equity award recommendations. 

• Guide culture, engagement and retention strategy for the region, using survey data and turnover analysis to set action plans. 

• Lead the people side of integration, reorganizations and crisis response in the region. 

What You Bring 

• Bachelor’s degree in Human Resources, Business, Psychology or a related field required. 

• Eight or more years of progressive HR experience, including at least five years leading HR team members. 

• Experience as a strategic HR leader for a multi-site or multi-state organization with 500 or more employees. 

• Experience with California and Nevada employment requirements. 

• Strong background in organization design, succession planning, compensation and large-scale change. 

• Working knowledge of homebuilding operations, including how a division’s budget, starts and closings drive its people needs. 

• Ability to present clearly to executive leadership and influence decisions at that level. 

• SHRM-SCP or SPHR certification strongly preferred. 

• Experience in a publicly traded company, including executive compensation, SOX controls and acquisition integration, strongly preferred. 

What We Offer 

Dream Finders gives its people the ability to earn above-market compensation by producing above-market results, and it expects personal accountability and an owner’s mindset in return. Each department values internal training and builds designated career paths. 

• Medical coverage with FSA and HSA options 

• Dental and vision coverage 

• Short- and long-term disability 

• Life insurance 

• 401(k) with company match 

• Paid time off and paid holidays 

• Cigna Wellness Program and Employee Assistance Program 

• Nationwide Pet Insurance 

• Home purchase discount for associates 

Work Environment 

• The work environment is representative of an office setting. 

• Regular travel across the West region’s divisions, including time with field teams on active job sites. 

• The noise level in the work environment is usually quiet to moderate. 

• Reasonable accommodations can be made to enable employees with disabilities to perform the described essential functions of the job. 

Physical Demands 

While performing the responsibilities of the job, the employee is required to talk and hear. Vision abilities required by the job are close vision. The employee is often required to sit and use their hands and fingers to handle, feel, and operate office equipment such as a computer, copier, and office supplies. 

In addition, the employee is occasionally required to stand, walk, reach with their arms and hands, and to stoop, kneel or crouch. Reasonable accommodations can be made to enable employees with disabilities to perform the described essential functions of the job. 

Note: This document describes the minimum, essential duties, responsibilities, skills, abilities, effort, and working conditions of the position. It in no way implies that these are the only functions to be performed by the incumbent. Workers are required to follow any other job-related instructions and to perform any job-related functions requested by a supervisor or manager. Successful performance requires that the incumbent possess and utilize the abilities and skills described. All functions are subject to reasonable modification to accommodate individuals with disabilities. Some functions may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or others. 

Equal Opportunity Employer 

$160 - $175