Human Resources Business Partner
About The Position
Sony Electronics Inc. is looking for the risk-takers, the collaborators, the inspired and the inspirational. We want the people who are brave enough to work at the cutting edge and create solutions that will enrich and improve the lives of people across the globe. In addition to competitive pay and benefits, we offer an environment and culture that promotes Diversity, Equity and Inclusion. In addition, our team members enjoy innovative work-life balance opportunities including a hybrid home/office workplace, monthly “Free Fridays”, and early shutdowns on Fridays throughout the year (including half-days during the summer). Join us on our mission to fill the world with emotion through the power of creativity and technology. The Human Resources Business Partner (HRBP) is an advanced professional who serves as a trusted partner to leaders and managers within an assigned client group. The role independently supports the delivery of people strategies and day-to-day HR needs across the organization. Working closely with business leaders, Compensation, People Experience, HR Operations, and other HR Centers of Excellence, this role supports organizational effectiveness through talent management, performance management, employee relations, compensation programs, workforce planning, and organizational change. The ideal candidate is an experienced, collaborative HR professional who can independently support an assigned client organization, advise managers and business leaders across multiple HR disciplines, navigate a matrixed environment, and translate HR programs and practices into practical solutions for leaders and employees.
Requirements
- Bachelor's degree or equivalent combination of education and experience, plus 6+ years of progressive Human Resources experience, including at least 3 years in an HR Business Partner (HRBP) role.
- Demonstrated ability to independently support a client organization across multiple HR disciplines, including employee relations, performance management, talent management, compensation, and organizational change.
- Experience coaching and advising managers on employee relations, performance, organizational, and workforce matters.
- Working knowledge of employment practices, HR policies, compensation programs, and talent management processes.
- Experience supporting organizational changes, restructures, workforce planning, or other business transformation activities.
- Ability to navigate and collaborate effectively within a matrixed organization and across HR Centers of Excellence.
- Experience using HRIS platforms and workforce data to support HR processes and decision-making.
- Strong judgment, problem-solving, consulting, and stakeholder management skills.
- Strong written and verbal communication skills.
Nice To Haves
- Experience supporting a complex or geographically dispersed client organization.
- Experience working within an HR model that includes HR Business Partners, shared services, and Centers of Excellence.
- Experience with compensation programs, workforce planning, organizational changes, and talent processes.
- Experience with Workday or similar HRIS platforms.
- HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is a plus.
Responsibilities
- Serve as the primary HR partner for an assigned client group, providing guidance and support across a broad range of HR matters.
- Build strong relationships with leaders and managers and develop an understanding of their business, workforce, and organizational needs.
- Advise leaders on workforce planning, organizational changes, employee relations, talent, and people-related decisions.
- Support organizational changes, restructuring, growth initiatives, and evolving business needs.
- Partner across a decentralized and matrixed HR organization to coordinate solutions and ensure effective delivery of HR services.
- Partner with Compensation to support annual salary reviews, promotions, equity reviews, recognition programs, and other compensation initiatives.
- Advise managers on compensation programs, guidelines, job changes, and related employee questions.
- Support workforce planning and headcount activities within assigned client groups.
- Help ensure consistent application and understanding of compensation programs and practices.
- Partner with the People Experience team to support performance management, talent reviews, succession planning, leadership development, and other talent programs.
- Coach managers on goal setting, performance conversations, employee development, feedback, and accountability.
- Support talent review and succession planning activities through leader consultation and program execution.
- Help leaders identify talent needs and development opportunities within their organizations.
- Independently manage and support employee relations matters, workplace investigations, performance improvement efforts, and conflict resolution.
- Coach managers on performance concerns, policy application, employee issues, and appropriate HR practices.
- Partner with senior HR leadership and specialized resources on employee relations or organizational matters involving significant risk, enterprise impact, or exceptional complexity.
- Build manager capability through ongoing consultation, coaching, and practical HR support.
- Support employee engagement, team effectiveness, and a positive workplace culture.
- Support the implementation and execution of HR programs, policies, processes, and annual cycles.
- Identify opportunities to improve HR processes and the employee and manager experience.
- Lead or participate in HR projects and cross-functional initiatives.
- Provide feedback and insights to HR Centers of Excellence regarding business needs and program effectiveness.
- Use HR systems, workforce data, and organizational information to identify trends and support business decisions.
Benefits
- competitive pay
- healthcare benefits (medical, dental, and vision)
- paid medical leave
- a 401k plan with matching company contributions
- vacation time
- education assistance
- student loan assistance program
- eighty hours of paid sick leave time annually
- up to twelve weeks paid parental leave
- hybrid home/office workplace
- monthly “Free Fridays”
- early shutdowns on Fridays throughout the year (including half-days during the summer)
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What This Job Offers
Job Type
Full-time
Career Level
Senior
