Senior Manager, People Experience Business Partner

We are People Experience
Most companies call it HR. At Electronic Arts we made the deliberate decision to brand our organization People Experience (PE). It not just a play on words, PE is a team of cultural stewards who carefully craft programs and talent strategies that directly impacts our teams’ experience and enables our People to achieve the most meaningful work of their careers.
We’re responsible for recruiting the best diverse talent on the planet and supporting 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:
You will report to the Head of People Experience for EA Studios Europe (EASE) and oversee the business partner relationship at DICE to drive a global talent strategy and a HR roadmap working with senior management and executives within the global IT and Security technology organizations. The role partners with, coaches and advises our DICE Leadership Team as well as other leaders within the studio to build their leadership capability to support the strategy, developing our talent and achieving outcomes. You will take leadership roles on EA-wide HR programs and related project teams.
What the Senior Manager, PEBP does at EA:
You will design a comprehensive talent strategy with leadership at DICE to ensure successful execution of business objectives. Partner with HR Centers of Excellence (COE’s) that comprise our Talent Acquisition, Total Rewards, Talent Management and HR Business Solutions teams in order to develop and facilitate strategic talent solutions from hiring through career progression.
Change Management: Coach executives/leadership and management on planning and communications related to change management, and working through organizational design to promote role clarity at the individual and team level. Define and facilitate complex change plans for client group(s). Educates management and key stakeholders on best practices in change management. Orchestrate full circle review of change impact to ensure change acceptance. Communicate changes and potential impact to wider group of team members outside of client group.
Talent and Workforce Planning solutions: Leads efforts to identify potential successors for roles and leadership positions. Drive initiatives in partnership with COE partners to attract, retain, and develop key talent. Establish role clarity and develop strategies to address retention risks and skill gaps, ensuring depth of bench strength across client group. Involved in the talent selection process. Coach high potentials talent across your client group.
Culture and Employee Experience: 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 equitable workplace. Work with managers, employees and appropriate others to respond to all employee relations issues in ways that foster a cohesive and enjoyable workplace. Work with the management team and HR team supporting these groups to ensure employees' clarity about EA’s vision and helps to build a culture of passion for that greater mission.
Performance, Recognition and Rewards: Creates insightful approaches to employee recognition and rewards; can assess market data to guide optimal compensation decisions, and is creative about ways outside of compensation to provide meaningful reward and recognition. You oversee 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 able to use funds effectively during annual cycle. You understand when there is a need to advocate for out-of-guideline recommendations. 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: Identify gaps hindering achievement of outcomes and ensures business is focused on solving root cause issues and improve organization effectiveness. Work across COEs (as applicable) to develop recommended solutions. Coach, trains and fosters management capability.
Workforce Analytics and Technology: Identifies 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 decisions. Apply knowledge of HR metrics and use data from multiple tools (e.g. Team Health, Workday) appropriately to assess and influence / drive decisions. Consult with management on workforce planning and headcount management for client group.
Executes EA-wide HR programs in partnership with the worldwide HR team and the HR Centers of Excellence (Talent Acquisition, Total Rewards, Employee Relations, HR Operations, and Learning, Engagement & Performance)

The next great Senior Manager, PEBP 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 implementing large-scale HR programs across global technical teams.
Knowledge leader, with demonstrated mastery in organizational development, 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 performance.
Is passionate about working with deeply technical leaders and teams.
Excellent change management skills.
Can balance compassion and toughness in coaching others.
Excel at partnering with peers, upwards, and with center of expertise partners.
Knowledge 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.
Have a passion for creating healthy organizations, driving transformation and helping culture be a competitive advantage.