People Business Partner Director

The opportunity 

Magic Leap’s People Business Partner roles partner side-by-side with Magic Leap business unit leadership in aligning business objectives to talent strategies and plans. These roles know Magic Leap, the industry, company, and business unit priorities, the customers Magic Leap services, how Magic Leap differentiates in the market, and how our People strategies and offerings support business outcomes.  They also provide strategic input, insight, coaching, and advice on people-related topics.; work side-by-side with business leaders to implement and execute key Magic Leap People programs and services; and act as the connector between the business and People Team subject matter experts. By leveraging their HR & Talent expertise with first-hand business insights, building strong partnerships across the business, and strong relationships across Magic Leap’s People team and cross-functional partners, People Business Partner roles inform the People-related offerings and influence better performance and business outcomes.

What you’ll do 

The People Business Partner Director drives effective organizational outcomes through the People strategy. They align company-wide business objectives with People-focused initiatives, policies, and processes on a global scale. The People Business Partner Director serves as a key consultant to management on human capital management-related issues, acts as a trusted advisor and coach, negotiates and resolves conflict, and influences and affects change. A successful People Business Partner will champion global People strategy and lead change management efforts through collaborative and integrated techniques. They are highly confident in their skills and knowledge and maintain keen instincts to inform precise and prompt decision-making and anticipation of People-related business needs.

Responsibilities

• Build and align People strategy with business priorities to drive results and improve organizational performance.
• Analyze People trends and metrics in partnership with People Centers of Excellence (COEs) to develop solutions, programs, and policies.
• Analyze business data to create insights and better inform leadership decision-making.
• Work hand-in-hand with business leadership to improve work relationships, build morale, and increase productivity, employee engagement, and retention.
• Act as a driver and champion for organizational change management and workforce planning.
• Provide catalytic support to enable business transformation and collaborate with leaders to identify opportunities for organizational development.
• Optimize organizational design to increase productivity and performance.
• Partner with ER & Compliance, legal counsel, and other investigative bodies, as applicable, on case management of ER issues.
• Maintain in-depth knowledge of legal requirements related to talent management, reducing legal risks, and ensuring regulatory compliance; partner with legal counsel as needed.
• Equip people leaders in addressing employee behavior and performance concerns through feedback and corrective/disciplinary action, aligning with company policies to mitigate risk and foster a culture of high performance.
• Coach and challenge leaders to support the development of leadership capability.
• Support COE program roll-out and initiatives in alignment with overall business strategy and goals.
• Perform other duties as assigned.

The experience you bring

• 10+ years of progressive, strategic HR experience in a high-growth technology environment, working day-to-day with assigned business teams in an HRBP capacity 
• Proven track record as a trusted partner to the executive leadership team, including having the ability to influence at the C-suite level
• Analytics and data manipulation skills (e.g. excel) and preferred experience with dashboards and driving insights from data
• Excellent communication and people management skills. Comfortable working and presenting to executives on a day-to-day basis
• Demonstrable experience handling employee relations matters such as discrimination and harassment complaints. 
• High-level knowledge of relevant employment law, e.g., Title VII, FLSA (EPA), ADEA, ADA, FMLA, GINA, and relative state and local laws throughout the United States, particularly Florida, California, Texas, and Washington.
• Ability to navigate successfully within ambiguity, multiple priorities, and constantly evolving scenarios. Experience working in a high-volume, fast-paced environment is a must.
• Ability to make decisions guided and based on policies, practices, procedures, and business plans
• Ability to work independently; receives minimal guidance to navigate day-to-day work and deliverables

Education:

• Bachelor's Degree in Human Resources or a related field is preferred but not required
• Master’s degree a plus but not required
• PHR/SPHR professional designation a plus but not required

Additional Information

All your information will be kept confidential according to Equal Employment Opportunities guidelines

Accommodations

If you need an accommodation during the application, interviewing, or hiring process, you may request an accommodation by emailing ApplicantAccommodation@magicleap.com. Magic Leap will reasonably accommodate qualified individuals with disabilities to the extent required by applicable law.

Please note that we do not accept any application documents via (e-)mail. Furthermore, we do not accept applications from recruitment agencies for this role.

All legitimate Magic Leap email communications will end with "@magicleap.com". Please carefully review all emails you receive, to ensure you only engage with legitimate representatives of Magic Leap. For the protection of your Personal Information, do not click any links, open any attachments, or further engage with any suspicious communications. In the event you receive an unexpected or suspicious communication claiming to come from Magic Leap, please reach out directly to TalentAcquisition@magicleap.com for assistance.

 

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Last updated on Aug 20, 2024