Human Resource Business Partner

At Disney, we are storytellers. We make the impossible, possible. We can do this through using and developing groundbreaking technology and opening up the boundaries to bring stories to life through our movies, products, interactive games, parks and resorts, and media networks. Now is your chance to join our team in delivering unparalleled creative content to audiences around the world!

When we grow and develop our people, we’re investing in our future. As forward-looking Human Resources professionals, we are the champions of this investment. The Human Resources team does so much more than just support our employees…we engage our people, inspire change, and help our businesses achieve results. How do we do this? By crafting the employee experience on all levels.

collaborating with our clients to build and implement innovative business strategies. By being a true thought partner and proactively anticipating business cycles. By fostering leadership success and being leaders in change management. By enabling thoughtful decisions, using business data, metrics, and external market insights.

Technology is at the heart of Disney’s past, present, and future. Disney Entertainment and ESPN Product & Technology (DEEP&T) is a global organization of engineers, product developers, designers, technologists, data scientists, and more – all working to build and advance the technological backbone for Disney’s media business globally.

Disney Entertainment & ESPN Product & Technology is looking for an HR Business Partner to join our dynamic HR Team in either NYC, NY or Glendale, CA! The HR Business Partner sits at the intersection of HR and the business and will be focused on supporting the Media Engineering organization within DEEP&T.

The Human Resource Business Partner contributes to defining and implementing a Human Resource strategy that aligns and integrates the client strategy and objectives. This role serves as a strategic partner and serves as an expert consultant to business leaders within the DEEP&T team by developing and delivering integrated and inclusive HR services, including organizational and leader effectiveness, change management, organizational design, and learning opportunities.

If you're ready for an opportunity of a lifetime with DEEP&T, we'd love to hear from you!

• Lead day-to-day HR issues for assigned client groups as a strategic business partner, ensuring that HR solutions make valuable contributions to the client’s organization and frequently soliciting feedback to that end
• Deliver HR services to clients resulting in a seamless point of contact to the broader HR organization and ensure successful integration of functional partner initiatives and expertise
• Understand the business and play a meaningful role in driving the people initiatives aligned to the business strategy
• Project manage assigned HR initiatives and special projects across the client groups. Initiatives may include performance management, talent planning, compensation planning, career development and organization design
• Serve as a credible partner and “one stop shop” for employees to voice concerns, ask questions and request assistance
• Intake employee relations issues for assigned client groups, resolving minor issues independently and partnering with Employee Relations team for investigations
• Guide business leaders on HR policies and processes, including talent planning, learning, and performance management to promote engagement and a culture of continuous growth and development
• Collaborate with functional HR teams, maximizing their expertise to implement human resources strategies and enable business objectives and drive business growth
• Analyze trends and metrics, collaborating with HR functional experts to develop solutions, make recommendations and develop programs to successfully support the people needs of client groups
• Maintain an effective level of business literacy to provide a consultative approach to deliver HR services. Leverage HR / business skills and knowledge to challenge or influence leadership in decision‑making processes
• Identify issues that require escalation
• Use understanding of individual and…