Createensemble
As a forward-looking business partner, the Manager will serve as a strategic partner to executive business leaders. This role will contribute to defining and implementing the HR strategy which aligns and integrates with the business's strategy and objectives.
Job Responsibility
Support, establish, and maintain an intimate understanding of the client organizations and the business to build effective and productive relationships with stakeholders at all levels. Manage, develop, and implement HR strategies and initiatives aligned with business priorities and goals. Coach business executives on HR policies and processes, including talent planning, learning and development, and performance management. Partner with the Diversity and Inclusion team to develop integrated approaches to attract, develop, and retain diverse talent. Translate business priorities, employee insights, and market trends to support talent strategies and improve business capabilities. Develop and drive change management efforts as the business evolves. Develop leaders through ongoing coaching and performance feedback. Act as project manager for HR initiatives and special projects, such as employee surveys, performance and talent management, compensation planning, and organizational design. Manage day-to-day HR matters for assigned client groups. Serve as a trusted partner for employees to voice concerns, ask questions, and seek support. Facilitate consistent implementation and continuous improvement of HR policies, programs, and processes (e.g., promotions, performance reviews, employee relations, career development, headcount planning). Collaborate within internal teams to assess performance, identify talent gaps, and propose solutions in alignment with business goals. Lead and champion the performance management process and systems to promote an inclusive culture. Work with business leaders and learning & development teams to leverage or design meaningful employee learning experiences. Assess training and development needs to close skill gaps and support strategic business goals. Job Requirements
Minimum 5 years of progressively responsible experience as an HR Business Partner or equivalent, with a focus on strategy development, organization design, talent management, and change management. Demonstrated success in synthesizing complex business data and developing innovative, holistic solutions. Experience working with senior executives in an “influence-without-authority” capacity. Ability to maintain a broad business perspective while delivering solutions that meet both client and company-wide needs. Strong consulting and influencing skills. Excellent diagnostic, problem-solving, and analytical skills. Proven ability to focus on critical issues and effectively manage competing priorities. Experience managing ambiguity and helping define processes where none exist. Ability to position self as credible, proactive, and a trusted thought partner. Strong relationship management skills with HR colleagues across Disney Entertainment ESPN Product & Technology and the broader company. Exceptional collaboration skills and the ability to work effectively across functions and organizational levels. Independent work style with the ability to balance collaboration and minimal supervision. Proven ability to balance business partnering with employee advocacy. Strategic thinking related to HR business plan execution. Basic knowledge of employment and labor laws. What do you think about this opportunity?
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Support, establish, and maintain an intimate understanding of the client organizations and the business to build effective and productive relationships with stakeholders at all levels. Manage, develop, and implement HR strategies and initiatives aligned with business priorities and goals. Coach business executives on HR policies and processes, including talent planning, learning and development, and performance management. Partner with the Diversity and Inclusion team to develop integrated approaches to attract, develop, and retain diverse talent. Translate business priorities, employee insights, and market trends to support talent strategies and improve business capabilities. Develop and drive change management efforts as the business evolves. Develop leaders through ongoing coaching and performance feedback. Act as project manager for HR initiatives and special projects, such as employee surveys, performance and talent management, compensation planning, and organizational design. Manage day-to-day HR matters for assigned client groups. Serve as a trusted partner for employees to voice concerns, ask questions, and seek support. Facilitate consistent implementation and continuous improvement of HR policies, programs, and processes (e.g., promotions, performance reviews, employee relations, career development, headcount planning). Collaborate within internal teams to assess performance, identify talent gaps, and propose solutions in alignment with business goals. Lead and champion the performance management process and systems to promote an inclusive culture. Work with business leaders and learning & development teams to leverage or design meaningful employee learning experiences. Assess training and development needs to close skill gaps and support strategic business goals. Job Requirements
Minimum 5 years of progressively responsible experience as an HR Business Partner or equivalent, with a focus on strategy development, organization design, talent management, and change management. Demonstrated success in synthesizing complex business data and developing innovative, holistic solutions. Experience working with senior executives in an “influence-without-authority” capacity. Ability to maintain a broad business perspective while delivering solutions that meet both client and company-wide needs. Strong consulting and influencing skills. Excellent diagnostic, problem-solving, and analytical skills. Proven ability to focus on critical issues and effectively manage competing priorities. Experience managing ambiguity and helping define processes where none exist. Ability to position self as credible, proactive, and a trusted thought partner. Strong relationship management skills with HR colleagues across Disney Entertainment ESPN Product & Technology and the broader company. Exceptional collaboration skills and the ability to work effectively across functions and organizational levels. Independent work style with the ability to balance collaboration and minimal supervision. Proven ability to balance business partnering with employee advocacy. Strategic thinking related to HR business plan execution. Basic knowledge of employment and labor laws. What do you think about this opportunity?
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