Sr. Manager, HR Business Partner

At Disney, we’re storytellers. We make the impossible possible. We do this through utilizing and developing cutting-edge technology and pushing the envelope to bring stories to life through our movies, products, interactive games, parks and resorts, and media networks. Now is your chance to join our talented team that delivers unparalleled creative content to audiences around the world.

At Corporate, you’ll partner with the best in the business to build one of the most innovative global businesses in any industry. Uniquely positioned at the center of an exciting, multi-faceted Company, the forward-thinkers at Disney Corporate constantly pursue new ideas and technologies to help the Company’s many businesses drive value, all the while gaining something valuable from the experience themselves. Come see the most interesting Company from the most interesting point of view.

We have an exciting opportunity for a Sr. Manager HR Business Partner (HRBP) who sits at the intersection of Human Resources and our Business Leaders. The individual is responsible for shaping the employee experience, ensuring the company’s talent grows in meaningful ways, and making business leaders and HR as successful as possible. In this role, the Sr. Manager leads and facilitates all HR programs and strategies to support the needs of the various corporate groups through collaboration with the clients, HR specialty groups and other HR business partners. They will serve as expert consultants to business leaders on all talent matters, including opportunity & inclusion, organizational effectiveness, leader effectiveness, change management, organizational design and learning needs/opportunities and conflict resolution. This role supports global clients, maintaining primarily west coast hours with the need to flex occasionally to meet with regional leaders.

Responsibilities

• Establishes and maintains 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.
• Plans and leads organization design projects to streamline and implement new structures, roles and/or processes that create speed, efficiency, and support rapidly shifting business demands.
• Proactively assesses business and organizational performance to recommend and drive action through a consultative, “influence without authority” approach.
• Coach business leaders 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.
• Drive opportunity and inclusion within the organization, personally and programmatically.
• Assesses organizational performance systemically, defining talent gaps and proposing HR solutions that support client business objectives.
• Coaches’ business leaders on key organizational and management issues.
• Plans and facilitates work sessions to develop business strategies (i.e. vision, mission, value, objectives) that help support organizational focus, efficiency, speed, and business results.
• Develop and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career / succession planning, talent movement and retention, leveraging rigorous workforce analytics and insights.
• Partners with recruitment, focusing on acquiring and retaining top talent and on building pipeline for future needs.
• Uses understanding of individual and organizational dynamics to facilitate talent movement into and throughout the organization.
• Develops thoughtful, integrated approaches to promote opportunity and inclusion in talent attraction, development and retention.
• Assesses employee training and development needs based on business strategy in order to help close gaps between current and future skill sets.
• Leverages key specialty HR partners (Opportunity & Inclusion, Organizational Development, Learning & Growth, Compensation, Talent Connection and Insights & Data Strategy) to inform and develop HR strategies.
• May lead a small team of HR professionals; coaches, guides and develops team with emphasis on career, employee engagement and a focus on well-being.

Basic Qualifications

• 7+ years of experience in human resources, organization development, training, or related talent management field
• 3+ years of leadership experience
• Demonstrated ability to work in and manage ambiguity – dealing with issues that do not always have a process or a system in place.
• Ability to leverage and analyze data to inform and develop people strategies.
• Demonstrated ability to build, maintain, and leverage relationships across a variety of stakeholders, acting as a bridge and connector within the organization. Proven track record of identifying opportunities to share information and best practices to drive collective success.
• 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).
• Demonstrated experience and ability to balance business partnering skills with employee advocacy.
• Ability to manage high level of complexity with degree of independence, balancing the need for collaboration with minimal supervision
• Experience leading and managing large-scale projects
• Experience supporting technology clients a plus

The hiring range for this position in Burbank, CA is $168,200 to $205,400 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate’s geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.