Manager, Talent & Culture

NBCUniversal•Universal City, CA

1d•$95,000 - $115,000•Hybrid

About The Position

The Manager, Talent & Culture is a strategic partner supporting Universal Studios Hollywood, helping shape the employee experience and drive business success through people. The role focuses on building leadership capability, strengthening team culture, and guiding change initiatives that improve performance and engagement. The manager collaborates with leaders to anticipate needs, design solutions, and ensure employees have the tools, opportunities, and support to thrive in a fast-paced entertainment, hospitality, operations, and movie-studio environment. This role advises leaders on organizational effectiveness, workforce planning, employee engagement, and change management; leads complex employee relations matters; and drives core HR processes and programs. It works closely with Labor Relations and other HR teams, supports employees and leaders through change, and uses workforce data and HR systems to inform decisions and maintain compliance.

Requirements

At least 5 years of progressive HR experience, with demonstrated expertise in employee relations, talent management, workforce planning, and organizational effectiveness.
At least 3 years of experience leading or developing HR professionals and/or project teams.
Proven track record of designing and executing action plans and managing projects from concept through evaluation.
Exceptional consulting skills, including the ability to influence leaders, challenge assumptions, and provide innovative, practical solutions.
Demonstrated success as a strategic partner to business leaders in a dynamic, fast-paced environment.
Solid project management, facilitation, and change leadership skills.
Excellent communication and interpersonal skills, with the ability to build trust and credibility across all levels of the organization.
Proficiency in HR systems such as SAP, Oracle, or Workday, and Microsoft Office Suite.
Growth mindset and a passion for developing others and driving continuous improvement.
Flexibility to work weekends and holidays as business needs require.

Nice To Haves

Bachelor’s degree in human resources, business management, or a related field, or an equivalent combination of education and relevant experience.
Advanced degree in HR Management, Organizational Development, or a related field.
Experience in union/represented environments and in industries such as retail, hospitality, or entertainment.

Responsibilities

Serve as a trusted advisor to leaders in a fast-paced entertainment, hospitality, operations, and movie-studio environment.
Advise leaders and Team Members on organizational effectiveness, workforce planning, employee engagement, and change management.
Lead and advise on complex employee relations issues and policy violations, ensuring fair, consistent, and compliant practices.
Partner with leadership to design and implement action plans addressing performance, culture, and operational challenges, using data and insights to identify and solve issues.
Drive HR processes for assigned client groups, including performance management, talent reviews, succession planning, compensation, and career development planning.
Coach leaders on engaging, developing, and retaining talent, and provide guidance and tools to build individual and team capability.
Lead initiatives to strengthen the leadership pipeline and build bench strength, including mentoring, career-pathing, and tailored development opportunities.
Manage and deliver HR projects and programs end-to-end, aligning them with organizational goals, measurable outcomes, and timelines.
Partner with Talent Acquisition, Learning & Development, and other HR teams to deliver integrated solutions.
Partner with Labor Relations in a sophisticated labor and employee relations environment, balancing employee experience, business needs, and contractual obligations.
Maintain workplace visibility, engage directly with employees, and address concerns early to foster a positive employee experience.
Support leaders and employees through change to ensure alignment, adoption, and sustained results.
Ensure compliance with federal, state, and local laws, company policies, and collective bargaining agreements where applicable.
Use HR systems and workforce data to identify trends, inform decisions, and maintain data integrity.