Human Resources Business Partner

Cast & Crew•Burbank, CA

38d•$120,000 - $135,000•Hybrid

About The Position

At Cast & Crew, we’ve empowered creativity and supported the global entertainment industry for decades. Together with our family of brands - Backstage, CAPS, Checks & Balances, Final Draft, Media Services, Sargent-Disc, and The TEAM Companies – we operate as a combined entertainment technology and services provider offering industry standard screenwriting accounting software, digital payroll products, data & reporting, and a host of creative tools. The industry continues to move faster than ever, and the need for our expertise, our technology, and our people has never been greater. We are a production’s best ally every step of the way. #OneCastOneCrew Cast & Crew is launching a new HR Business Partner model, and this role sits at the heart of it. As an HRBP, you'll serve as a true strategic partner to the business — connecting people strategy to business performance in ways that are visible, measurable, and lasting. This is not a transactional HR role. You won't spend your days processing requests or fielding policy questions. You'll spend them partnering with leaders to build high-performing teams, working through complex organizational challenges, and helping shape a culture where our people — and our business — can do their best work. You will report to the VP, People Experience and operate within a People & Culture team that is intentionally being rebuilt for strategic impact. You are joining at the beginning of something, and your fingerprints will be on how this model takes shape.

Requirements

3+ years of progressive HR experience, with at least 3 years in a dedicated HRBP or strategic HR partnership role
Background in a technology, SaaS, or digital-first company strongly preferred, you understand how fast-moving, product-driven organizations operate
Proven experience navigating organizational change, including restructuring, reorgs, and transformation initiatives
Track record of building trusted relationships with senior leaders and influencing without authority
Experience with talent management processes: calibration, succession, performance, development
Strong knowledge of US employment law and employee relations, including handling sensitive investigations
Business acumen: you understand P&L pressures, org design tradeoffs, and what keeps leaders up at night
Coaching instincts: you make leaders better, not dependent on you
Change management fluency: you know how to help organizations move through ambiguity without losing people along the way
Data literacy: you can turn people data into a compelling narrative that drives decisions
Emotional intelligence: you navigate complex interpersonal dynamics and difficult conversations with grace
Judgment: you know when to act, when to escalate, and when to sit with ambiguity
Communication: you write and speak with clarity and credibility, from frontline employees to the C-suite
Workday (HRIS/ATS) experience strongly preferred
Culture Amp or comparable engagement platform experience a plus
Comfortable with AI-enabled tools and digital collaboration platforms
Microsoft Teams experience is a plus
Bachelor's degree in Human Resources, Business, Psychology, or a related field

Nice To Haves

MBA, Master's in HR, or Organizational Development a plus

Responsibilities

Partner with business unit leaders on workforce planning, org design, succession, and talent strategy
Bring a people lens to business decisions early
Translate business priorities into actionable people strategies that drive measurable outcomes
Counsel and influence senior leaders - bringing both data and judgment to every conversation.
Lead quarterly talent reviews and calibration sessions within your business units
Coach managers on performance management from development conversations to difficult feedback and underperformance
Partner on individual development plans that connect employee growth to business needs
Help identify high-potential talent and build visibility and opportunity for them
Monitor team health and engagement within your business units and act on what you find
Partner with leaders to build cultures of accountability, inclusion, and psychological safety
Support the rollout and action planning for company-wide engagement surveys (Culture Amp)
Be a visible, approachable presence our Crew members, someone they trust and will actually come to
Support restructuring, team design, and org changes within your business units, from planning through execution and employee experience
Lead change management for people-related initiatives, ensuring changes land well and stick
Partner on headcount business cases, role design, and workforce planning
Identify organizational friction and help leaders solve it before it becomes a crisis
Handle complex employee relations matters with sound judgment, empathy, and a clear eye on risk
Partner with legal and compliance on sensitive situations, investigations, accommodations, separations
Guide managers through difficult conversations, escalations, and employment decisions
Maintain a working knowledge of employment law and apply it practically in day-to-day advising
Use data to inform your business unit conversations and recommendations, turnover trends, engagement signals, performance patterns
Partner on reporting and insights that help leaders make smarter people decisions
Leverage tools including Workday and Culture Amp to surface and act on workforce data