Director, HR Business Partner for HR

Overview

As Director, HR Business Partner, you will act as the strategic link between HR leadership across three labels and the broader business, translating HR strategy into programs and operating plans. You’ll lead workforce planning, org design, and talent management for HR functions, guiding leadership development and succession. Your role centers on driving change, mitigating risk, and delivering data-driven insights to senior stakeholders. This is a rare opportunity to shape a world-class people organization from the inside and partner across labels to enable growth and transformation.

Pay / Benefits

• medical (HSA & FSA)
• 401(k) with company match
• employee stock purchase plan
• commuter benefits
• wellness program
• learning & development opportunities

Responsibilities

• Serve as the primary strategic partner to HR leadership across Zynga, 2K, and Take-Two
• Lead workforce planning and organizational design for HR teams
• Drive talent management for HR leaders and critical HR roles
• Advise on compensation, mobility, and promotions with Total Rewards
• Lead and sponsor change initiatives impacting the HR function
• Manage HR risk and employee relations escalations
• Deliver people analytics and actionable insights
• Co-design and deliver HR programs with Centers of Expertise
• Ensure compliance across HR policies with Legal and Compliance
• Partner with Finance to align HR headcount and operating spend
• Coordinate cross-functional HR initiatives across the organization

Key requirements

• 8+ years of progressive HR Business Partner experience in a complex, matrixed organization
• Experience supporting an HR function as a client group
• Strong organizational design and workforce planning capabilities
• Track record leading talent management programs for senior roles
• Experience managing HR risk and employee relations escalations
• Proficiency with people analytics to synthesize data for senior stakeholders
• Change management expertise with large-scale initiatives
• Exceptional stakeholder influence across multiple leadership teams
• Working knowledge of multi-jurisdictional employment law (US and Canada required)
• Commercial acumen and budget awareness with Finance partnership

• stakeholder influence
• conflict navigation and consensus-building
• ability to push back and align priorities across leadership teams
• Workday
• people analytics
• data-driven decision making

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