People Experience
Most companies call it HR. But at Electronic Arts, we made the deliberate decision to brand our organization People Experience (PE). PE is not just a play on words: it's a team of cultural stewards who carefully create programs and talent strategies that directly impact our teams' experience. For the better. We enable our People to achieve the most meaningful work of their careers. We're responsible for recruiting the best and most diverse talent on the planet. But it doesn't stop there. We also support their growth through learning programs, internal mobility, affinity group participation, and leadership development. We listen to our employees and dive into analytics to anchor our recommendations and decisions to keep engagement high. Last but not least, we're responsible for a total rewards strategy that incentivizes equitably, provides outstanding benefits, and ensures a safe and inspiring workplace for our teams.
The Challenge Ahead:
Our People Experience Business Partner drives talent strategy and the People Experience roadmap working with Executives within the People Experience Team (Total Reward , Global Talent, People Partnerships , DEI , Real Estate & Workplace Experience). The Director, PE Business Partner coaches, advises and partners with Sr. Leaders to build their leadership capability, enable business strategy, develop talent and achieve talent outcomes. You will take leadership roles on EA-wide People Experience programs and related project teams. You will report to the SVP, People Experience Partnerships.
What the PE Business Partner does at EA:
• Designs a comprehensive talent strategy with executives to ensure successful execution of goals, aligned with Company Talent strategy.
• You will 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.
• You implement complex change programs for client group(s). Educate management and key stakeholders on best practices in change management. Orchestrate full circle review of change impact to ensure change acceptance.
• Talent and Workforce Planning solutions: You lead efforts to identify potential successors for important roles and leadership positions. Promote attraction, retention, and development of talent.
• Culture and Employee Experience: Help establish and foster EA culture, improving programs, diagnostics, and related training/coaching engagements, to develop EAs overall capability to foster a healthy, cohesive, collaborative, fun and equitable 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.
• You help create insightful approaches to employee recognition and rewards; can assess market data to guide compensation decisions, and are creative 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). Understand concepts of unvested equity and vesting timelines as it relates to compensation.
• Organizational Effectiveness: Identifies gaps hindering achievement of outcomes and ensures business is focused on solving root cause issues. You work across COEs (as applicable) to develop recommended solutions. Coach, train and fosters management capability
• Workforce Analytics and Technology: Identifies important metrics to assess and diagnose the health of the organization. You apply knowledge of HR metrics and uses data from several tools (e.g. Workday, etc.) to assess and influence decisions.
The next great People Experience, BP at EA also needs to have:
• Minimum experience: Bachelor or Masters Degree in a relevant field plus 10 or more years of progressive success as a senior strategic HR business partner/manager.
• Experience managing large-scale HR programs
• Knowledge leader, with demonstrated mastery in organizational design, change leadership, and talent management.
• Excellent change management skills - can create clarity and achieve commitments.
• Can balance compassion and toughness in coaching others.
• Good understanding of 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.
• Passion for creating healthy organizations, driving transformation and helping culture be a competitive advantage.
COMPENSATION AND BENEFITS The ranges listed below are what EA in good faith expects to pay applicants for this role in these locations at the time of this posting. If you reside in a different location, a recruiter will advise on the applicable range and benefits. Pay offered will be determined based on a number of relevant business and candidate factors (e.g. education, qualifications, certifications, experience, skills, geographic location, or business needs). BASE SALARY RANGES
• California (depending on location e.g. Los Angeles vs. Sacramento)
• $170,500 - $259,300 USD
In the US, we 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, 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.
Jobcode: Reference SBJ-rzwjb2-23-27-203-89-42 in your application.
