The opportunity \nMagic Leapโs 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 Leapโs People team and cross-functional partners, People Business Partner roles inform the People-related offerings and influence better performance and business outcomes.\nWhat youโll do \nThe 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.\nResponsibilities\n\nBuild and align People strategy with business priorities to drive results and improve organizational performance.\n\nAnalyze People trends and metrics in partnership with People Centers of Excellence (COEs) to develop solutions, programs, and policies.\n\nAnalyze business data to create insights and better inform leadership decision-making.\n\nWork hand-in-hand with business leadership to improve work relationships, build morale, and increase productivity, employee engagement, and retention.\n\nAct as a driver and champion for organizational change management and workforce planning.\n\nProvide catalytic support to enable business transformation and collaborate with leaders to identify opportunities for organizational development.\n\nOptimize organizational design to increase productivity and performance.\n\nPartner with ER & Compliance, legal counsel, and other investigative bodies, as applicable, on case management of ER issues.\n\nMaintain in-depth knowledge of legal requirements related to talent management, reducing legal risks, and ensuring regulatory compliance; partner with legal counsel as needed.\n\nEquip 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.\n\nCoach and challenge leaders to support the development of leadership capability.\n\nSupport COE program roll-out and initiatives in alignment with overall business strategy and goals.\n\nPerform other duties as assigned.\n\n\n\nThe experience you bring\n\n10+ years of progressive, strategic HR experience in a high-growth technology environment, working day-to-day with assigned business teams in an HRBP capacity \n\nProven track record as a trusted partner to the executive leadership team, including having the ability to influence at the C-suite level\n\nAnalytics and data manipulation skills (e.g. excel) and preferred experience with dashboards and driving insights from data\n\nExcellent communication and people management skills. Comfortable working and presenting to executives on a day-to-day basis\n\nDemonstrable experience handling employee relations matters such as discrimination and harassment complaints. \n\nHigh-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.\n\nAbility to navigate successfully within ambiguity, multiple priorities, and constantly evolving scenarios. Experience working in a high-volume, fast-paced environment is a must.\n\nAbility to make decisions guided and based on policies, practices, procedures, and business plans\n\nAbility to work independently; receives minimal guidance to navigate day-to-day work and deliverables\n\n\n\nEducation:\n\nBachelor's Degree in Human Resources or a related field is preferred but not required\n\nMasterโs degree a plus but not required\n\nPHR/SPHR professional designation a plus but not required\n\n\n\nAdditional Information\nAll your information will be kept confidential according to Equal Employment Opportunities guidelines\nAccommodations\nIf you need an accommodation during the application, interviewing, or hiring process, you may request an accommodation by emailing
[email protected]. Magic Leap will reasonably accommodate qualified individuals with disabilities to the extent required by applicable law.\nPlease note that we do not accept any application documents via (e-)mail. Furthermore, we do not accept applications from recruitment agencies for this role.\nAll 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
[email protected] for assistance.\n \n#LI-SM2\n#LI-REMOTE \n\n#Salary and compensation\n
No salary data published by company so we estimated salary based on similar jobs related to Design and Design jobs that are similar:\n\n
$55,000 — $85,000/year\n
\n\n#Benefits\n
๐ฐ 401(k)\n\n๐ Distributed team\n\nโฐ Async\n\n๐ค Vision insurance\n\n๐ฆท Dental insurance\n\n๐ Medical insurance\n\n๐ Unlimited vacation\n\n๐ Paid time off\n\n๐ 4 day workweek\n\n๐ฐ 401k matching\n\n๐ Company retreats\n\n๐ฌ Coworking budget\n\n๐ Learning budget\n\n๐ช Free gym membership\n\n๐ง Mental wellness budget\n\n๐ฅ Home office budget\n\n๐ฅง Pay in crypto\n\n๐ฅธ Pseudonymous\n\n๐ฐ Profit sharing\n\n๐ฐ Equity compensation\n\nโฌ๏ธ No whiteboard interview\n\n๐ No monitoring system\n\n๐ซ No politics at work\n\n๐
We hire old (and young)\n\n
\n\n#Location\nPlantation, Florida, United States