Vice President Human Resources Product and Technology

Paramount•Seattle, WA

1d•$203,200 - $304,800•Hybrid

About The Position

Paramount is seeking a strategic and dynamic Vice President, Human Resources Business Partner (HRBP) to lead HR strategy for our Product and Technology group. This role would partner with our Chief Product Officer and org leaders in Media Systems, Production Platform, and Design. The role will architect and drive talent, organizational, and culture strategies that accelerate innovation, elevate creative excellence, and deliver measurable business outcomes. The ideal candidate is a strategic leader and builder who can navigate the complex intersection of creativity and business. They will design organizational models and leadership frameworks that promote agility, high performance, and growth.

Requirements

Bachelor’s degree required
12+ years of progressive HR leadership experience, including executive-level HRBP roles within technology/engineering and consumer product-focused organizations
Strong business acumen with the ability to connect people strategy to business outcomes
Demonstrated ability to influence, challenge, and advise senior technical leaders
Demonstrated success in partnering with senior creative and business leaders to deliver strategic talent and organizational outcomes
Expertise in organizational design, workforce planning, leadership development, and complex change management
Agile, collaborative, and highly adaptable to dynamic environments
Business Acumen: Demonstrated understanding of the business, industry, and market dynamics to inform HR strategy and drive business results.
HR Domain Expertise: Deep knowledge and experience across HR disciplines, including talent management, employee relations, and organizational development.
Change Management: Proven ability to lead and manage change initiatives, ensuring organizational agility and effective transitions.
Dealing with Ambiguity: Skilled at operating successfully in dynamic, uncertain environments and guiding others through complexity.

Nice To Haves

Advanced degree preferred

Responsibilities

Leverage deep understanding of business, industry, and global trends to design tailored, people-focused solutions that advance business outcomes.
Utilize established organizational design frameworks to accelerate delivery and enhance operational agility.
Partner with senior leaders to evaluate current operating models and organizational structures, identifying gaps and opportunities for improvement.
Design, recommend, and implement organizational structures that align with business strategy while strengthening culture.
Monitor key HR and business metrics to proactively identify risks and opportunities; develop actionable recommendations.
Serve as a trusted advisor with the ability to “see around corners,” anticipating challenges and offering innovative, objective solutions.
Evaluate the impact of organizational changes and institute mechanisms for ongoing review and adjustment.
Assess immediate and long-term leadership talent needs to meet evolving business goals.
Develop strategies to build leadership capabilities and ensure a diverse, high-potential pipeline through hiring, development, succession planning, and strategic talent mobility.
Act as coach, advisor, and candid thought partner to senior leaders, fostering strong management practices and spearheading a high-performance culture.
Challenge existing mental models and champion bold, data-driven leadership and talent decisions.
Use employee sentiment data and listening mechanisms to identify organizational risks and inform strategic change initiatives.
Lead efforts to build organizational agility by supporting leaders and teams through continuous learning and skill development.
Coach senior leaders to navigate and lead through complex and evolving change scenarios.
Monitor and evaluate change outcomes to ensure sustainability and business impact.
Collaborate with senior leaders to develop and execute inclusive, long-term workforce plans aligned with business objectives, balancing cost, skills, and location considerations.
Provide strategic counsel and influence to help leaders manage workforce plans, resource allocation, and priority trade-offs.
Anticipate industry talent trends and evolving skills needs to proactively shape workforce capabilities.