People Partner

The Pokémon Company International•Bellevue, WA

22h•$95,638 - $172,256•Hybrid

About The Position

A People Partner who coaches managers through performance, talent, and organizational challenges today while building the leadership capability, frameworks, tools, and operating practices that improve organizational effectiveness and create consistent talent outcomes tomorrow. The People Partner partners with managers to build leadership capability, improve organizational effectiveness, and create consistent talent outcomes across the organization. This role serves as a trusted advisor and coach to leaders, helping them navigate performance challenges, talent decisions, workforce planning, organizational change, and team effectiveness. Through coaching, consultation, and manager enablement, the People Partner helps leaders become increasingly capable and self-sufficient in leading their teams. Working closely with Business Partners, Talent Partners, Talent Acquisition, Legal, and Centers of Excellence, the People Partner contributes to scalable frameworks, tools, and operating practices that improve manager effectiveness and strengthen organizational capability over time. Success is measured by stronger manager effectiveness, improved talent outcomes, greater consistency in people decisions, increased manager self-sufficiency, and the development of scalable solutions that enable the organization to grow effectively.

Requirements

5-7 years of experience in Human Resources, People Partnership, Talent Management, Organizational Effectiveness, Workforce Planning, or a related field.
Demonstrated success coaching managers through performance, talent, leadership, and organizational challenges.
Experience supporting workforce planning, talent reviews, succession planning, and organizational design initiatives.
Strong judgment and ability to balance employee, organizational, and business considerations.
Experience supporting leaders through organizational change, growth, or transformation initiatives.
Strong business acumen with the ability to understand organizational priorities and translate business needs into people solutions.
Resilient, adaptable, and able to provide stability and continuity while supporting teams through change and transformation.
Ability to influence leaders, navigate ambiguity, and drive effective people decisions.
Experience developing frameworks, tools, programs, or processes that improve manager effectiveness and organizational outcomes.
Strong communication, consulting, facilitation, and relationship-building skills.
Bachelor's degree or equivalent practical experience.

Nice To Haves

Experience in gaming, entertainment, technology, or consumer products.
Workday, Microsoft 365, AI-enabled productivity tools, and HR certifications (SHRM, PHR, SPHR).

Responsibilities

Coach managers through performance management, accountability discussions, employee development, and difficult conversations.
Build manager capability through coaching, guidance, frameworks, and leadership enablement resources.
Help managers effectively lead performance, engagement, development, and team effectiveness.
Increase consistency in leadership and talent management practices across supported client groups.
Support leaders in building high-performing teams and developing future talent.
Strengthen manager effectiveness through proactive coaching and consultation.
Assess organizational health, team dynamics, leadership effectiveness, and workforce risks.
Diagnose organizational challenges and recommend actions that improve effectiveness and business outcomes.
Support workforce planning, succession planning, and organizational design initiatives.
Identify emerging organizational and talent risks and proactively recommend solutions.
Partner with leaders through organizational change, growth, and transformation efforts.
Facilitate talent reviews, calibration discussions, promotion reviews, succession planning, and workforce planning activities.
Use people insights, workforce data, and business context to inform recommendations and influence decisions.
Improve consistency, fairness, and quality of talent decisions through established frameworks and practices.
Partner with leaders to align talent strategies with business priorities.
Support leaders in making informed decisions regarding talent, progression, mobility, and team capability.
Design and implement manager-facing playbooks, tools, frameworks, and resources that improve leadership effectiveness.
Create scalable solutions that increase manager self-sufficiency and reduce reliance on ad hoc support.
Contribute to manager enablement programs, decision frameworks, and operating standards.
Improve the manager experience through simplification, standardization, and continuous improvement.
Leverage technology, automation, and AI-enabled solutions to improve effectiveness and scalability.
Contribute to the evolution of the People operating model and manager capability ecosystem.