Manager P&C Business Partner

Mattel•El Segundo, CA

1d•$128,000 - $160,000•Hybrid

About The Position

Mattel is looking for a Manager People & Culture Business Partner to work closely with business leaders to translate talent and culture priorities into locally relevant plans that attract, develop, and retain best-in-class talent. We are trusted advisors, and we empower our teams to reach their goals. This position will report to the Senior Director People & Culture Business Partner and is based in El Segundo, California with a hybrid schedule.

Requirements

Bachelor’s degree in related field with 7+ years of relevant experience OR 5+ years of experience in an HR business partner role preferred
Comprehensive organizational design/development and change management experience. Navigates ambiguity with ease;
Experience implementing programs in workforce planning, talent management, compensation, employee relations, training & development, and legal/compliance;
Knowledge of HR legal practices and proven employee relations skills;
Ability to build and facilitate trusted business partnerships across multiple functional groups;
Demonstrates a global mindset and thrives in a consumer facing, global, matrix working environment;
Demonstrates business acumen and learning agility, is data driven and leads with problem-solving orientation
Demonstrated a growth mindset by staying curious and continuously learning, embracing challenges, and improving themselves.

Nice To Haves

PHR/SPHR or other HR certification preferred

Responsibilities

Partner with business leaders to build high-performing, engaged, and accountable teams that deliver business objectives and results.
Provide proactive coaching and consultation to leaders on organizational effectiveness, performance management, workforce planning, talent decisions, organizational design, and staffing strategies.
Assess organizational health through workforce data, engagement insights, attrition trends, stakeholder feedback, and business metrics to identify risks, opportunities, and recommended actions.
Partner with leaders to strategically assess business needs, remove barriers, and implement people strategies that improve organizational performance and employee experience.
Coach leaders to maximize team capability, strengthen leadership effectiveness, and create an environment of empowerment, accountability, and continuous development.
Support internal mobility and career development strategies that enhance employee growth, retention, and organizational capability.
Build trusted advisor relationships with leaders, influencing decisions through data-driven insights, business acumen, and sound judgment.
Partner with Employee Relations and Legal, as needed, to conduct investigations, resolve employee concerns, and mitigate organizational risk.
Partner with business leaders to implement talent and organizational programs, including workforce planning, succession planning, performance management, leadership development, and organizational effectiveness initiatives.
Lead change management efforts associated with organizational redesigns, leadership transitions, business transformations, and workforce changes to support successful adoption and employee engagement.
Provide guidance and coaching to leaders and employees on HR programs, policies, practices, and applicable employment legislation to ensure consistent understanding and application.
Monitor employee sentiment and organizational health indicators, proactively identifying risks and recommending interventions to improve engagement, retention, and team effectiveness.
Maintain awareness of emerging workforce trends, industry best practices, and organizational effectiveness approaches to continuously strengthen people strategies.
Utilize workforce analytics, talent data, engagement insights, and organizational metrics to inform decisions, identify trends, and drive business outcomes.
Design and build organizational structures, operating models, and processes that align with strategic growth priorities, evolving business needs, and cost objectives.
Partner with leaders to assess organizational capabilities, identify talent and skill gaps, and develop strategies to build future organizational readiness.
Implement organizational design initiatives that establish critical capabilities, strengthen leadership effectiveness, optimize team performance, and support sustainable business growth.
Facilitate talent review and succession planning discussions, helping leaders identify high-potential talent, succession risks, and development priorities.