Senior Director, People Experience Business Partner – Enterprise and Platform Services (EPS)
We are EA
And we make games – how cool is that? In fact, we entertain millions of people across the globe with the most amazing and immersive interactive software in the industry. But making games is a complicated endeavor. That's why we employ the most creative, passionate people in the industry.
At EA, we thrive on outrageous thinking. It's the fuel that inspires the best games in the world. We're innovators and great storytellers. But it's not just about amazing your peers – it's about amazing yourself. Take risks. Collaborate with minds that dare to dream big. Together, we can change the way millions play every day.
Entertaining is Our Passion
As one of the world's largest video game developers and publishers, we have many well-known titles—Madden, FIFA, The Sims, Need for Speed, Dead Space, Battlefield and Star Wars, to name a few. But maybe you don't know how we're committed to creating games and services for every platform—from mobile to console—to give our consumers that anytime, anywhere access they demand. What does that mean for you? It means more opportunities to unleash your creativity, be inspired by those around you and ignite your path in any direction you choose.
EA was founded by individuals with a deep passion for making games. Many things have changed over the years as the gaming industry—and the company has expanded immensely, but we are still motivated by the same experience with developing, publishing, and distributing the world's best games. Our history has been one of great success, and our future looks even brighter. Gaming has come a long way from Pac-Man & Space Invaders and fueled by our accomplished staff at locations right across the Globe we are united in our passion to continue shaping the future of interactive entertainment. Together we can make a difference.
The Challenge Ahead:
The Sr. Director, People Experience Business Partner reports to the PEBP Vice President for the COO organization. You will drive talent strategy and the People Experience roadmap, working with Executives within the EPS organization. In addition, you will coach, advise, and partner with Sr. Technology leaders to build their leadership capability, help business strategy, develop our talent and achieve business outcomes. You will take leadership roles on EA-wide People Experience programs and related project teams.
What the PE Business Partner does at EA:
Design a comprehensive talent strategy with executives to ensure successful execution of goals, aligned with Company Talent strategy.
Partner with HR Centers of Excellence (COE's) that comprise our Talent Acquisition, Total Rewards, Talent Development and Organizational Effectiveness teams to develop and facilitate strategic talent solutions from hiring through career progression.
Change Management: Coaches executives and leaders to plan for change management, optimizing for the employee experience, and working through organizational design to create role clarity at the individual and team level.
Guide complex change programs for client group(s). Educate management and important partners on best practices in change management. Orchestrate full circle review of change impact to ensure change acceptance.
Talent and Workforce Planning solutions: Leads effort to identify potential successors for important roles and leadership positions. Improve attraction, retention, and development of talent. Establish clarity about important roles and develop strategies to address retention risks and skill gaps, ensuring depth of bench strength. Involved in selection of internal and external talent.
Culture and Employee Experience: Help establish and foster EA culture, improving programs, diagnostics, and related training engagements, to develop EAs overall capability to foster a healthy, cohesive, collaborative, fun and fair workplace. Is accountable for all ER-related issues in assigned client group(s). Work with managers, employees and appropriate others to respond to all employee relations issues in ways that foster a cohesive and enjoyable workplace.
Performance and rewards: Creates insightful approaches to employee rewards; can assess market data to guide compensation decisions, and is thoughtful about ways outside of compensation to provide meaningful reward and recognition. 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 team budgets and demonstrates ability to use funds during the annual cycle. Demonstrated ability, with compensation partner, to develop recommendations on executive compensation. Understand concepts of unvested equity and vesting timelines as it relates to compensation.
Organizational Effectiveness: Identifies gaps hindering achievement of business outcomes and ensures business is focused on solving root cause issues. Create complex plans to improve organization effectiveness. Work across COEs (as applicable) to develop recommended solutions. Coach, trains and fosters management capability.
Workforce Analytics and Technology: Identifies important metrics to assess and diagnose the health of the organization. Educate management on headcount planning and related metrics (e.g. span-of-control) to support their business decisions. Apply knowledge of HR metrics and use data from several tools (e.g. Team Health, Workday, etc.) to assess and influence / business decisions.
The next great People Experience, BP at EA also needs to have:
Minimum experience: Bachelor or Master's Degree in a relevant field plus 10 or more years of progressive success as a senior strategic HR business partner/manager. Experience implementing large-scale HR programs across a department.
Experience developing HRBP individuals/teams.
Knowledge leader, with demonstrated mastery in organizational design, change leadership, and overall talent management.
A business leader, who is equally a builder of HR solutions based on HR best practices, as well as an astute business member who employs solutions that affect current and future business performance.
Excellent change management skills - comfortable with a dynamic industry, analyze complex problems, set priorities and achieve commitments.
Can balance compassion and toughness in coaching others.
Excellent a navigating a matrix HR organization - across peers, upwards, and with center of expertise partners.
Experience with local employment law, coupled with the ability to gain a high-level understanding of territorial employment customs and practices working with EA's worldwide HR team.
Experience with creating healthy organizations, driving transformation and helping culture be a competitive advantage.
US COMPENSATION AND BENEFITS
The base salary ranges listed below are for the defined geographic market pay zones in these states. If you reside outside of these locations, a recruiter will advise on the base salary range and benefits for your specific location.
EA has listed the base salary ranges it in good faith expects to pay applicants for this role in the locations listed, as of the time of this posting. Salary offered will be determined based on numerous relevant business and candidate factors including, for example, education, qualifications, certifications, experience, skills, geographic location, and business or organizational needs.
BASE SALARY RANGES
California (depending on location e.g. Los Angeles vs. Sacramento): $184,600 - $289,300
Washington (depending on location e.g. Seattle vs. Spokane): $177,350 - $261,050
Base salary is just one part of the overall compensation at EA. We also offer a package of benefits including paid time off (3 weeks per year to start), 80 hours per year of sick time, 16 paid company holidays per year, 10 weeks paid time off to bond with baby (following 1 year of service), medical/dental/vision insurance, life insurance, disability insurance, and 401(k) to regular full-time employees. Certain roles may also be eligible for bonus and equity."