Job Description

Job Summary:

The Walt Disney Company's Media & Entertainment Distribution (DMED) is a new, global business segment for The Walt Disney Company with the mission of providing consumers around the world access to the content they want most, on the latest platforms, at a time of rapidly evolving consumer habits. Combining the Company's direct-to-consumer streaming services ESPN+, the Disney+ streaming service and its ownership stake in Hulu -- alongside Disney's international media businesses, DMED aligns cutting-edge technology with world-class content and beloved brands to expand the Company's global footprint and deliver highly-personalized entertainment experiences to diverse consumers around the world.

The team is looking for Manager, HR Business Partner. This role will contribute to the execution of human resources strategies and tactics to support the needs of The Disney Advertising Sales group within the DMED organization. Through collaboration with the clients, HR specialty groups and other HR business partners, they will serve as an expert consultant to business leaders on all talent matters, including organizational effectiveness, leader effectiveness, organizational design, Diversity & Inclusion, learning needs/opportunities and conflict resolution.

Responsibilities:

* Supports, 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.
* Project Manager, develop and drive the implementation of HR strategies and initiatives that align with the business priorities and goals
* Pair Diversity and Inclusion team to develop thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development and retention.
* 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.)
* 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.
* Understand and translate business priorities, employee insights, and external market factors to proactively help drive talent strategies.
* Partner with the Director HRBP 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 a culture where conversations are not missed and all voices are heard.
* Collaborate with business leaders as well as L&D teams to leverage existing programs, and develop specific learning experiences meaningful for all employees.
* Assess employee training and development needs based on business strategy in order to help close the gaps between current and future skill sets.
* Partner with HR Business Partner and Workforce Insights to oversee employee survey, review results analysis, provide recommendations and support action-planning process.
* Collaborates 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.

Basic Qualifications:

* 5+ years of progressively responsible experience as an HR Business Partner in a dynamic environment, with specific experience in strategy development, organizational design, talent management and change management.
* Experience working with senior executives in an influence-without-authority role.
* 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).
* Establishes and maintains relationships with HR colleagues within DTCI and across the company to better serve the business.
* Independent work style, balancing the need for collaboration with minimal supervision.
* Demonstrated experience and ability to balance business-partnering skills with employee advocacy.
* Possesses both critical thinking capability and hands-on HR business plan implementation experience.

Required Education

Undergraduate Degree