Senior People Partner

Jam City•Culver City, CA

2d•$120,000 - $140,000•Onsite

About The Position

Jam City is looking for a Senior People Business Partner, located in our Los Angeles office. They will report to the Senior Director, People & Culture, and be responsible for partnering with leaders across complex, high-impact business groups to drive organizational and talent strategy. As a key partner to the business, you will play a hands-on role in employee relations, performance management, talent management, and workforce planning, ensuring our people programs remain effective, compliant, and aligned to business needs. You will work closely with leaders and the broader People Team to strengthen organizational culture and guide the business through change.

Requirements

5+ years of people business partner experience
Proven ability to position yourself as a credible, proactive, and trusted thought partner
Strong analytical skills with the ability to create compelling stories leveraging workforce analytics to focus leaders on relevant business issues
Experience in change management and leading organizational initiatives and changes
In-depth knowledge of U.S. employment and labor laws
Excellent communication skills, both oral and written
Proven ability to learn new technologies quickly and manage change efficiently
Must be local to the greater Los Angeles area and able to work from the office 5 days a week.

Responsibilities

Establish yourself as the primary point of contact and trusted advisor for stakeholder groups, proactively identifying and supporting business needs and goals
Apply human-centered, data-driven approaches to solve business challenges and drive enhancements in organizational culture
Partner with the People team to design, launch, and continuously improve programs aligned with stakeholder roadmaps
Serve as the subject matter expert for complex employee relations matters, providing guidance on nuanced U.S. and Canadian employment law issues
Own day-to-day employee relations work, including objective investigations, documentation, and resolution of acute escalations
Drive talent management strategy, including succession planning, high-potential identification, and career development pathing
Own the performance management cycle end-to-end — goal setting, calibration, and feedback — to build a culture of continuous performance improvement
Scope projects clearly — understanding resource availability and roadmap timing — and drive timely, cross-functional communication to ensure successful execution
Coach leaders at various levels of the organization to strengthen decision-making, leadership capability, and team effectiveness