HRBP Global Marketing & Creative

Position: HRBP for Global Marketing & Creative
Location: New York

Job Title: HRBP for Global Marketing & Creative What You’ll Do

As the Director, Global HRBP — Creative & Marketing, you will serve as a strategic advisor to executive and functional leaders, aligning people strategies with business goals to drive performance, growth, and engagement. This role is instrumental in cultivating a talent-focused, high‑performing, and inclusive culture across our global organization.

In partnership with our Centers of Excellence—including Talent Acquisition, Learning & Development, and Total Rewards—you will influence and oversee key moments across the employee lifecycle: from attracting and onboarding top talent, to developing, retaining, and enabling team members to thrive. This position demands deep HR expertise, a strong commercial mindset, and the ability to build trusted partnerships in a dynamic, fast‑paced environment.

You will report to the Chief People & Impact Officer and act as a strategic partner to both the Chief Marketing Officer and Chief Creative Officer.

What You’ll Be Working On Strategic Business Partnering

• Partner with senior leaders to design and implement talent strategies aligned with business objectives, including workforce planning, succession, and organizational design.
• Collaborate with the Talent Acquisition CoE to define hiring needs, role profiles, and success criteria for key positions. Participate in calibration sessions and ensure seamless recruiter alignment.
• Advocate for and implement internal mobility practices, succession planning frameworks, and leadership pipeline development in partnership with L&D.

Employee Lifecycle Enablement

• Work cross‑functionally with CoEs to support and execute the full employee lifecycle:
• Talent Attraction:
  Provide input on employer branding and candidate experience in collaboration with Talent Acquisition.
• Onboarding:
  Guide onboarding content and structure to accelerate time‑to‑productivity in partnership with People Operations and L&D.
• Development:
  Identify learning needs and shape leadership and capability development programs with the Learning & Development CoE.
• Performance Management:
  Embed and lead performance enablement programs focused on continuous feedback, development planning, and recognition.
• Retention:
  Analyze engagement and retention data to identify trends, risks, and opportunities. Work with leaders and the Total Rewards CoE to craft compelling retention strategies.
• Offboarding:
  Lead exit analysis and feedback loops to improve employee experience and inform talent strategy.

Organizational Development & Change Leadership

• Drive organization design and transformation initiatives, including new operating models, M&A integrations, and role scoping.
• Lead team health diagnostics and engagement action planning efforts, ensuring insights lead to measurable improvements.
• Facilitate change leadership strategies to support scalability and cultural alignment.

Culture & Leadership Coaching

• Be a culture champion and advisor to leaders—ensuring alignment to values, driving DE&I goals, and nurturing psychological safety.
• Coach leaders to build inclusive, empowered, and accountable teams.
• Recognize and amplify high performance and critical talent through performance reviews and talent calibration.

Collaboration with Co Es

• Talent Acquisition CoE:
  Align on hiring strategies, DEI goals, and workforce planning. Influence job architecture and market competitiveness.
• Learning & Development CoE:
  Identify and support development programs for leaders and teams; contribute to learning needs assessments and program effectiveness reviews.
• Compensation & Benefits CoE:
  Partner on job leveling, promotions, pay equity reviews, and reward strategies. Provide input on benefits relevance for a global, diverse workforce.

People Analytics & Reporting

• Leverage people data to identify business risks, assess the impact of HR programs, and inform talent decisions.
• Define and track KPIs related to performance, engagement, attrition, and DEI in partnership with People Operations.

Employee Relations & Compliance

• Navigate complex employee relations issues with professionalism and empathy.
• Ensure compliance with global labor regulations and internal policies.…