In this role as a Director of Human Resources, you will be accountable for the business partner relationship for the America’s Publishing Organization (APO), Competitive Gaming Division (CGD) and Global Media Solutions (GMS) working with senior leadership and may take on additional client groups in the future. You will partner with APO, CGD and GMS senior leadership and share in the ownership of the health and success of the workforce, develop and implement programs that meet the needs of the business through successful workforce development and planning. You will stay in tune with market, social, and environmental trends and interpret them to create thoughtful, well-communicated, and executable business and talent strategies. You will be an active contributor to the HR Business Partner community and will collaborate with our COE partners to support the advancement of EA’s overall success. You have proven abilities in leading large scale change, coaching and developing senior leaders and leadership teams to enable our businesses to thrive. You will participate in and/or lead talent projects and initiatives and will, directly or via the HR Matrix, coach and develop a global team of HR professionals. Prioritization, effective collaboration, insight-based solution development and strong communication will be critical to success.
Partners with the HR leader to design a comprehensive talent strategy with executive management to ensure successful execution of business objectives. Works with the Talent Acquisition team, Compensation, Talent Management and HR Business Solutions to develop and facilitate strategic solutions.
Change Management: Coaches team leaders on effective change management, and working on organizational design to drive role clarity at the individual and team level; Facilitates change initiatives for client group(s); Educates management and key stakeholders on best practices in change management.
Talent and Workforce Planning Solutions: Facilitates strategic recruiting solutions to meet client group needs; Leads effort to identify potential successors for critical roles and leadership positions; Drives initiatives in partnership with respective COE partners to attract, retain, and develop key talent; Establishes clarity about critical roles and develops strategies to address retention risks and skill gaps, ensuring depth of bench strength for key roles across client group; Involved in selection of internal and external talent.
Culture and Employee Experience: Helps to drive improvement in programs, diagnostics, and related training/coaching engagements, in order to develop capability to foster a healthy, cohesive, collaborative, fun, fair and equitable workplace; Is responsible for all ER-related issues in assigned client group(s); Works with managers, employees and appropriate others to respond to all employee relations issues in ways that foster a cohesive and enjoyable workplace; Works closely with the management team and HR team supporting these groups to ensure employees' clarity about EA’s business vision and helps to build a culture of passion for that greater mission.
Performance, Recognition and Rewards: Drives employee recognition and rewards processes; Is accountable for the successful implementation of the life cycle of the performance and compensation process across all assigned client group(s) This includes being knowledgeable of business unit budgets and demonstrates ability to utilize effectively during annual cycle; Shows good judgment in knowing when to advocate out-of-guideline recommendations; Demonstrated ability, with compensation partner, to develop recommendations on executive compensation. Can understand concepts of unvested equity and vesting timelines as it relates to exec compensation.
Workforce Analytics and Technology: Tracks key metrics to assess and diagnose the health of the organization; Educates management on headcount planning and related metrics (e.g. span-of-control) to support their business decisions; Applies knowledge of HR metrics and uses data from various tools (e.g. Team Health, Workday, etc.) appropriately to assess and influence / drive business decisions; Consults with management on workforce planning and headcount management for client group
Drives key EA-wide HR programs in partnership with the worldwide HR team and the HR centers of expertise (Talent Acquisition, HR Operations, and EA University)
What skills does EA look for?
Minimum experience: Bachelor or Masters Degree in a relevant field plus 7 or more years of progressive success as a strategic HR business partner/manager. Proven experience managing and implementing large scale HR programs and/or initiatives across a business unit.
Excellent change management skills - comfortable with ambiguity and constant change, able to methodically work through complex problems, set priorities and execute on commitments.
Can balance compassion and toughness in coaching others and leading through change.
Excellent at building and managing through relationships across the HR organization - with peers, upwards, and with center of expertise partners.
Good understanding of local employment law, coupled with the ability to gain a high level understanding of employment laws and practices.
Has a passion for creating healthy organizations, driving transformation and helping culture be a competitive advantage.
Must have a sense of humor and a drive to win!
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