Sr. Manager, People Business Partner

Join the leader in entertainment innovation and help us design the future. At Dolby, science meets art, and high tech means more than computer code. As a member of the Dolby team, you’ll see and hear the results of your work everywhere, from movie theaters to smartphones. We continue to revolutionize how people create, deliver, and enjoy entertainment worldwide. To do that, we need the absolute best talent. We’re big enough to give you all the resources you need, and small enough so you can make a real difference and earn recognition for your work. We offer a collegial culture, challenging projects, and excellent compensation and benefits, not to mention a Flex Work approach that is truly flexible to support where, when, and how you do your best work.

 

The People and Places team designs spectacular experiences for people around the globe, curating the conditions for our talent to do their best work and drive business growth.

 

Would you like to be part of the exciting future of entertainment and add your talents to those of an amazing team?

 

As part of the continued evolution of our People and Dolby business strategy, this People Business Partner role provides HR consulting and execution to a global Technology business organization, which serves nearly all of Dolby’s customers. Reporting to the Entertainment Sr. HR Director - this is not your traditional HR generalist role. You will partner with the Technology Vice President, his global leaders, and your Global HR colleagues to build and activate people strategies that enable business strategies, contributing to Dolby’s next phases of growth. The role builds trusting relationships with people across all layers of business & corporate teams.

 

As a senior individual contributor, you will have a seat at the table and will be able to demonstrate a clear understanding of the business needs and the subsequent people implications. Your strong influencing skills and ability to think beyond the day to day are more important than your knowledge of benefits or HR processes. You will provide strategic HR partnership to business leadership and leading efforts to enable business impact.

 

 

Primary Responsibilities

• Partner closely with Technology leaders and organizations globally – understand their business and priorities and build a plan to enable business success.
• Trusted Advisor: Build trust and credibility. Build a strategic point of view on how talent impacts results and bring leaders along - challenge and expand their thinking.
• Strategic HR Planning & Solutions: Translate business strategies, objectives, and challenges into the appropriate HR actions and initiatives.
• Enable High Performing Organizations: Build organizations that are structured for optimal performance and agility, including advising leaders around Org Design, talent management, and team and individual effectiveness.
• Trend Forecasting: Leverage workforce analytics and strategic planning to develop talent strategies that identify and solve business issues; help leaders to see around corners to address future trends and changes to the talent landscape.
• Change Leadership: Serve as an advisor to business leaders on how to effectively manage change, foster adoption, and build a coaching and agile management culture.
• Talent planning and rewards – Work with leaders to identify pivotal talent and work and action on those insights. Lead annual performance, promotions rewards cycles.
• HR Collaboration: work collaboratively and boundaryless with colleagues within the Global BP Team, the broader People and Places Organization, People Centers of Excellence, and the Business
• Build global plans that consider regional nuances.

 

 

Qualifications and Skills

• 7-10+ years’ experience in strategic HR Business Partnering, including 3+ years supporting similar Leadership positions.
• Strong business acumen and comfortable working with leaders to identify trends and drive transformational change for our talent and our business.
• Thought partner for business leaders on leadership, talent and organizational topics.
• Strategic and systems thinker: demonstrate the ability to connect information, processes, and events to create greatest impact for the organization and company at large.
• Facilitator: able to lead high stakes conversations around talent strategy that enables leaders to increase impact.
• Change leader: Anticipate the need for change; identify impacts of change on people, processes, systems. Partner with business leaders on key change requirements, and effective approaches to change. Architect change plans and work with leadership to execute.
• Boundaryless collaboration: A strong team player with an enthusiastic "Can-Do" approach. Comfortable wor