Human Resources Business Partner

Team Name:

Human Resources

Job Title:

Human Resources Business Partner

Requisition ID:

R026420

Job Description:

Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic consultant, trusted advisor, and thought partner to business and creative leaders. This role plays a critical part in shaping organizational effectiveness, talent strategies, and people initiatives that drive near-term results and long-term business growth.

The HRBP will collaborate with leaders across Blizzard to align business objectives with people strategies that drive performance, engagement, and organizational effectiveness. Operating with influence and agility, this role leverages data-driven insights and cultural awareness to deliver forward-looking solutions in areas such as talent planning, performance management, employee development, mobility, rewards, organizational design, and change management. The ideal partner is a strategic, analytical, and collaborative HR professional who thrives in a dynamic, highly matrixed environment.

Key Responsibilities

• Build strong consultative partnerships with assigned client groups, serving as a trusted advisor and key HR point of contact for leaders and employees. Provide guidance on policies, procedures, and employment regulations with sound judgment and discretion.
• Partner with leaders to define and execute people strategies and initiatives that support both short- and long-term business priorities. Focus on workforce planning, organizational design, succession readiness, and strengthening team structure, leadership capability, and organizational health to drive efficiency and engagement.
• Coach and partner with leaders and employees to identify development opportunities, provide actionable feedback, and connect them to resources and programs that build capability, enhance performance, and support retention.
• Lead and support change management efforts, equipping leaders to communicate effectively, anticipate impacts, and maintain trust, clarity, and engagement through periods of organizational change.
• Partner with leaders on goal setting, performance management, calibration, and development planning to strengthen capability, consistency, and talent outcomes.
• Work closely with the Employee Relations and Labor Relations teams to ensure fair, consistent, and transparent resolution of issues; proactively identify and mitigate people-related risks.
• Collaborate with leaders and the broader HR organization to develop and implement programs that foster inclusion, belonging, and employee engagement.
• Use data and analytics to identify trends, measure impact, and inform decision-making, translating insights into actionable recommendations that shape people and organizational strategies.
• Partner with HR Centers of Excellence including Talent Acquisition, Compensation, Benefits, and Learning & Development, to deliver seamless, integrated HR solutions across the employee lifecycle.
• Drive clear and consistent communication, ensuring that HR programs, initiatives, and organizational changes are effectively shared and understood across teams.
• Actively participate in annual business planning, workforce forecasting, and talent reviews to ensure alignment between people strategies and business outcomes.

Player Profile

• Minimum of 8 years of progressive HR experience, including proven success as a strategic business partner in a complex, fast-paced, and creative or technical organization.
• Deep understanding of organizational design, leadership development, performance management, and workforce planning.
• Demonstrated ability to advise and influence leaders, skilled at building trust and credibility at all levels.
• Able to translate business objectives into actionable people strategies and deliver measurable outcomes.
• Uses analytics and metrics to diagnose issues, measure impact, and inform recommendations.
• Exceptional written and verbal communication skills; adept at simplifying complex ideas and presenting to executive audiences.
• High level of professionalism, discretion, and judgment in managing sensitive matters.
• A team player who partners effectively across HR disciplines and functions to drive holistic solutions.

Bonus Points

• Proven ability to navigate and partner effectively in union environments and maintaining compliance.
• HR experience in entertainment, gaming, or technology industries.
• Experience leading or supporting large-scale organizational changes or integrations.
• Proficiency in Workday, Excel, and PowerPoint.
• PHR/SPHR/SHRM-CP/SHRM-SCP or equivalent certification preferred.

• PH