Manager – HR Business Partner

Manager – HR Business Partner

Requirements

• Minimum 5 years of progressively responsible experience as an HR Business Partner in a dynamic environment or equivalent role, with specific experience in strategy development, organization design, talent management, and change management preferred.
• Demonstrated success in synthesizing complex business data/information and developing innovative and holistic solutions.
• Experience working with senior executives in an ‘influence-without-authority’ role.
• Ability to maintain a broad view of the business and deliver solutions that balance individual client and overall company needs.
• Strong consulting and influencing skills, ability to adapt communications appropriately to the audience, and work with leaders at all levels.
• Strong diagnostic, problem-solving, and analytical skills.
• Ability to focus on critical issues to balance and respond to competing priorities.
• Demonstrated ability to work in and manage ambiguity – dealing with issues that do not always have a process or a system in place with the capability to help define the process.
• Ability to position self as credible (garners respect, acts with integrity, keeps commitments); proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought-partner (builds relationships, delivers results).
• High sense of discretion with confidential and sensitive information.
• Establishes and manages relationships with HR colleagues within Disney Entertainment and ESPN Product & Technology and across the company to add value to the business.
• Exceptional collaboration skills and ability to effectively work across functions and organization.
• Independent work style, balancing the need for collaboration with minimal supervision.
• Demonstrated experience and ability to balance business-partnering skills with employee advocacy.
• Demonstrated ability to think strategically related to HR business plan implementation.
• Basic knowledge of employment and labor law.

Responsibilities

• Support, establish, and maintain an intimate understanding of the client organizations and the business, in the interest of building effective and productive working relationships with internal stakeholders and clients at all levels of the organization.
• Manage, develop, and drive the implementation of HR strategies and initiatives that align with the business priorities and goals.
• Coach business executives on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development.
• Partner with Diversity and Inclusion team to develop thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development, and retention.
• Understand and translate business priorities, employee insights, and external market factors to support talent strategies and improve the business’s capabilities to deliver against its goals.
• Develop and drive change management efforts as our businesses continue to evolve.
• Develop leaders through ongoing coaching and feedback on personal and team performance.
• Act as project manager for assigned HR initiatives and special projects (e.g., employee survey action planning, performance management, talent planning, compensation planning, career development, and organization design).
• Manage day-to-day HR issues for assigned client groups.
• Serve as a credible partner for employees to voice concerns, ask questions, and request assistance.
• Facilitate the consistent application, implementation and improvement of HR policies, processes, and programs (e.g., merit and promotion planning, performance management, employee relations, career development, headcount planning, etc.).
• Partner within internal team to develop and execute a lifecycle, calibrated approach to talent management by assessing organizational performance systematically, defining talent gaps and proposing solutions in support of business objectives.
• Lead and champion performance management process and system to foster an inclusive culture.
• Collaborate with business leaders as well as Learning and Development teams to leverage existing programs and develop specific learning experiences meaningful for all employees.
• Assess employee training and development needs based on business strategy to help close the gaps between current and future skill sets.
• Collaborate with other HR Business Partner and Workforce Insights teams to support employee survey, review results analysis, provide recommendations, and support action-planning process.
• Collaborate with recruitment, with a strong focus on acquiring and retaining top talent and on building pipeline for future needs and focusing on D&I initiatives.
• Act as an advisor and mentor to more junior members of the HRBP team.

Preferred Qualifications

• MBA or Masters in Human Resources or related field.
• Experience and exposure to a variety of HR facets including organization development, employee relations, talent acquisition, learning & development, and compensation.
• Project management experience.
• Experience working in a large, corporate, matrixed environment.