Manager Success Partner

Adobe•San Jose, CA

About The Position

The Manager Success Partner is a key HR support to those managing teams at Adobe. This role provides consultative and coaching support to people managers including daily individual and team performance, group efficiency, interpersonal relations, and managing change. They also support managers reactively and with proactive initiatives related to Adobe cyclical programming (ex. Performance evaluations, annual employee engagement and manager surveys, compensation planning, etc.). This role partners closely with Employee Relations and HR Business Partners as well as Centers of Excellence (COEs) such as Talent Development and Talent Management.

Requirements

People manager coaching and advising on a diverse set of core areas and skills that are essential for a people manager’s role and success
Problem solving and analytical thinking demonstrated by assessing issues and concerns effectively, developing solutions, and surfacing data-driven insights
Deep HR expertise with knowledge of HR policies, systems, and philosophical approaches
Bachelor's degree in Human Resources, Business Administration, or related field; graduate degree preferred.
Minimum of 5-8 years of experience in HR support, HR business partnering, or related roles.
Strong analytical skills and ability to employ data for storytelling and insights.
Strong relationship building, communication, and collaboration abilities.
Experience in managing projects and achieving timely outcomes.

Nice To Haves

Experience with coaching, employee relations, training and development, and/or HR operations a plus.

Responsibilities

Provide consultation, coaching, and guidance to all people managers at Adobe up through the Director level across topics such as: day-to-day performance management, team effectiveness and team dynamics, change management, career development and mobility, etc.
Reactively and proactively support people managers based on business needs and company-wide efforts, including quarterly performance evaluations, employee engagement survey action planning, compensation/rewards planning, etc.
Use quantitative and qualitative data to identify areas of opportunity for improving manager efficiency. Share key trends and understandings with human resources partners to address business and organizational needs and improve company-wide support of people managers.
Creating opportunities to foster learning, collaboration, and networking through small group consultation and coaching forums.