People Experience Consultant

PlayStation Global•San Mateo, CA

2d•$154,100 - $231,100•Hybrid

About The Position

Sony Interactive Entertainment is seeking an experienced Senior HR Generalist (People Experience Consultant) to join its People Experience team in a hybrid role based in San Mateo, California, with in-office attendance twice a week. The position provides high-touch operational and strategic support to People & Places Business Partners and their client groups, particularly Business and Product, Legal, and Finance populations in the Americas. The consultant manages complex employee lifecycle activity, serves as a trusted escalation point, coordinates cross-functional programs, and translates business needs into accurate, well-controlled execution across Workday, ServiceNow, and partner teams. The role requires strong judgment, urgency, data discipline, and clear ownership and follow-through on sensitive work. The consultant works as an extension of the HRBP team and within the core People Experience service model. They support workforce planning, organizational design, talent and performance cycles, compensation planning, engagement, and manager coaching; handle employee and manager escalations; coordinate sensitive employee matters and workforce changes; maintain accurate employee data and documentation; and improve HR service delivery through clear processes, data insights, digital tools, and AI.

Requirements

Bachelor’s degree or equivalent practical experience.
At least 7 years of progressive HR generalist, HR operations, or HRBP-support experience in a fast-paced, high-tech, creative, or entertainment environment.
Proven success partnering with senior HR and business leaders and coordinating work across HRBPs, Employee Relations, Legal, Payroll, Compensation, Benefits, Mobility, Talent, and HR Technology.
Strong business and commercial acumen, curiosity, and high learning agility.
Demonstrated experience managing sensitive employee matters, performance concerns, workforce changes, terminations, and post-exit issues with discretion and sound judgment.
Working knowledge of U.S. employment laws and federal and state regulations.
Strong Workday capability, including employee data changes, organizational transactions, approvals, reporting, and audit-minded quality control.
Strong AI skills, including developing and deploying tools for individual and People Experience Consultant team use.
Experience with ServiceNow or another HR case-management platform, including case ownership, escalation, documentation, and stakeholder communication.
Advanced organizational and project-management skills, including managing multiple confidential workstreams, deadlines, trackers, and stakeholders accurately and reliably.
Strong data literacy, including auditing information, maintaining a source of truth, producing reports or dashboards, and translating data into decisions and process improvements.
Excellent written and verbal communication skills, including creating manager guidance, process documentation, employee communications, and executive-ready updates.
Comfort working in a global, matrixed environment and taking initiative where ownership, processes, or handoffs are not fully defined.
Strong Microsoft Word, PowerPoint, and Excel skills, with practical experience using AI and digital tools to improve HR service delivery.

Nice To Haves

Experience supporting Canada, Latin America, EMEA, or other international populations.
PHR, SHRM-CP, or equivalent professional HR certification.
Experience in the games, technology, media, or entertainment industry.
Experience supporting engineering, product, finance, legal, or other complex client groups.
Experience coordinating reductions in force, restructuring activity, global performance and compensation cycles, or international employee processes.
Experience developing SOPs, dashboards, AI-enabled tools, or other scalable HR solutions.

Responsibilities

Deliver HR services as an extension of the HRBP team, build relationships with business leaders, and understand client-group needs.
Support HRBPs with workforce planning, organizational design, talent and performance cycles, compensation planning, engagement activity, manager coaching, and other priority initiatives.
Own Tier 2 employee and manager escalations through resolution, coordinating with Payroll, Benefits, Compensation, Mobility, Employee Relations, Legal, and other centers of excellence.
Manage complex employee lifecycle activity, including job and organization changes, international transfers, relocations, performance processes, terminations, severance and post-exit questions, and associated Workday transactions and approvals.
Partner with Employee Relations and Legal on performance concerns, business cases, role eliminations, restructures, involuntary terminations, mutual separations, and other sensitive matters; apply judgment to determine escalation or handoff needs.
Coordinate multi-region workforce change projects, including impact data, project plans, manager materials, employee communications, exit documentation, quality assurance, notification-day execution, and post-event follow-up.
Maintain accurate trackers, impact sheets, coverage maps, process documentation, and shared repositories, establishing a reliable source of truth and preventing duplicate or conflicting records.
Support annual and mid-year talent, performance, promotion, and compensation processes, including manager guidance, data audits, exception management, access mapping, and issue resolution for populations outside standard system workflows.
Maintain employee data and execute or coordinate Workday transactions, ensuring confidentiality, approval controls, audit requirements, and timely completion.
Manage assigned ServiceNow cases, monitor aging and handoffs, and provide clear, responsive updates to employees, managers, and partner teams.
Use data and dashboards to identify trends, strengthen controls, improve service delivery, and provide actionable insights to HRBPs and People Experience leadership.
Improve service delivery by documenting repeatable workflows, defining roles and handoffs, creating manager and employee guidance, and using digital tools and AI to improve quality, speed, and consistency.