Experienced HR Business Partner – Strategic Talent Management and Organizational Development for Disney's Streaming Services
About the Opportunity
We are seeking an experienced and innovative HR Business Partner to join our team at Disney's Disney Diversion and ESPN Innovation (DE&ET) in Los Angeles or New York City. As a key member of our HR team, you will play a critical role in driving business results through strategic talent management and organizational development initiatives. If you are a results-driven professional with a passion for HR and a proven track record of success in a tech industry setting, we encourage you to apply for this exciting opportunity.About the Company
Disney Diversion and ESPN Innovation (DE&ET) is a global tech company that provides the innovative backbone and product development for Disney's premium real-time features, including Disney+, Hulu, ESPN+, and other industry-leading products that showcase Disney's unparalleled content and characters across our brands and establishments. Our Trade, Development, and Personality association drives the product and tech ecosystem for payments, packaging, tiering, and other business and development stages across Disney's streaming products, as well as the unified character across Disney's products, parks, and experiences.About the Role
As an HR Business Partner, you will lead and work with all HR projects and initiatives on the side of the client group through collaboration across key business and HR partners. You will act as a subject matter expert to business leaders on all talent matters, including organizational effectiveness, leader effectiveness, change management, organizational design, and learning opportunities. Your primary responsibilities will include:- Laying out and maintaining a deep understanding of the business, with a focus on building effective and useful working relationships with internal partners and clients.
- Proactively evaluating business and organizational performance to suggest and drive action through a consultative, "impact without power" approach.
- Mentoring leaders on HR strategies, processes, and management issues, including talent planning, learning and development, employee engagement and inclusion, and performance management to advance a culture of continuous growth and advancement.
- Rocking the boat; pursuing alternative approaches to our work by demonstrating adaptability, agility, transparency, readiness, and global thinking.
- Answering leaders and employees with a focus on getting things moving and achieving completion.
- Analyzing HR data and trends with the ability to present in a clear and compelling manner that informs recommendations.
- Being prompt on headcount/asset management and collaborating with Talent Acquisition and Compensation partners to ensure a seamless recruitment and hiring process.
- Utilizing understanding of individual and organizational dynamics to work with onboarding, talent management, internal mobility, and overall team development.
- Collaborating with DEI practice groups and employee resource groups to execute and track the outcomes of key inclusion initiatives.
- Evaluating talent capabilities and development needs based on business strategy. Collaborating with Learning practice partners to design and deliver development experiences to close gaps between current and future capabilities.
- Leading organizational design projects to streamline and implement new designs, roles, or processes that drive speed and productivity and support rapidly changing business needs.
- Collaborating with other HR colleagues, cultivating a positive work relationship, and working on projects and initiatives across various groups within Disney Diversion and ESPN Innovation.
Required Capabilities and Abilities
To be successful in this role, you will need to possess the following capabilities and abilities:- At least 5 years of experience as an HR Business Partner, ideally within a tech industry setting working with programming or product groups.
- Experience working with senior leaders in an "impact without power" role.
- Ability to perform with a "focus in" mindset, equally proficient at thinking in a calculated manner and functionally.
- Shown ability to work independently and manage ambiguity - managing issues that don't necessarily have a process or a system set up, and possibly with conflicting needs or perspectives.
- Solid business acumen with a sharp ability to process new information rapidly.
- Exhibited ability to influence and partner within a diverse organization to drive business results.
- Sharp analytical skills and the ability to quickly decipher information, identify trends, and suggest solutions.
- Autonomous work style, balancing the need for collaboration with minimal management.