Nintendo of America Inc.
About Nintendo of America: From the launch of the Nintendo Entertainment System™ more than 30 years ago, Nintendo’s mission has been to create smiles through unique entertainment experiences. Here at Nintendo of America Inc., we deliver on this mission by partnering closely with Nintendo Co., Ltd., to bring Nintendo’s iconic and cherished franchises including Mario™, Donkey Kong™, The Legend of Zelda™, Metroid™, Animal Crossing™, Pikmin™ and Splatoon™ across the Americas through our video games, hardware systems, and collaborations with partners on a range of other entertainment initiatives like feature films and theme parks.
Based in Redmond, Wash., Nintendo of America serves as headquarters for Nintendo’s operations in the Americas. We are an equal opportunity employer offering a welcoming and inclusive environment in service to one another, our products, and the diverse consumers and communities we call home. For more information about Nintendo, please visit the company’s website at .
HR Business Partners (HRBPs) work with Nintendo leaders and HR teams to implement strategic HR solutions that enhance organizational and talent development. Their key responsibilities are leadership coaching, organizational design, facilitation of vision/strategy development, team effectiveness, and employee support, which includes support for employee resource groups (ERGs).
The Senior Director, HR Business Partners, serves as a strategic advisor across the organization and works frequently with executive leadership. This leader works in partnership with all HR functions to ensure the effective execution of HR initiatives. As well as advises senior leaders in setting expectations, providing feedback, and addressing employee relations and employment compliance matters.
In this role, you will utilize your expertise in leading, developing, and coaching an HRBP team. You will work closely with internal and external legal counsel on risk mitigation strategies. You will build and bridge relationships with employees at all levels of the organization and leverage strong strategic thinking and leadership capabilities in a thoughtful, collaborative, and dynamic environment.
- Act as key HR point of contact, trusted advisor, and sounding board for ELT and other senior leaders to shape and influence the future business model and strategies. Advises President and Executive Leadership Team on sensitive and complex issues. Build a strong consultative relationship with client groups.
- Responsible for the creative vision and the standard of output across team.
- Responsible for enterprise organizational design step-by-step methodology to identify aspects of work flow, procedures, structures and systems that need to change or realign to fit current business realities/goals then develop plans to implement the new changes. Focus on improving both the technical and people side of the business. Ensures that all the organization’s creative output/visuals are consistent with the overall brand.
- Work with management, HR team, and business leaders to identify, define and implement HR plans and solutions that address the needs of the business while taking into account the broader implication.
- Develop programs, processes, and tools to further our strategies, goals, and initiatives around DEI.
- Consistently offer quality advice, counsel, and insight. Demonstrate sound judgment and discretion by addressing issues constructively by providing independent, objective, and courageous advice.
- Apply experience and knowledge in HR technical areas to increase organizational performance.
- Leads the acquisition of Executive Coaches for the organization and manages contracting, matching employees with coaches and ongoing coach cultivation.
- Directs team of HRBPs on conducting thorough and objective investigations as needed, assess risk, and determine appropriate actions necessary to help mitigate and control legal issues as well as maintain employee effectiveness and morale.
- Consults with leaders and legal counsel to respond to and address employee relations escalations including investigating, coaching, advising, and reporting. Acts as a neutral party and advocates for a balanced perspective. Communicates with and updates senior leaders and legal counsel as appropriate.
- Crafts and implements enterprise-wide strategies to address critical business needs while positively impacting the holistic employment experience.
- Creates sustained solutions to individual employee challenges.
- Consults and provides immediate fixes to acute emergencies those mitigating legal and financial issues.
- Educates and influences at multiple levels of the organization and drives prioritization of HR initiatives to implement strategies and solutions to meet business and talent needs.
- Ensures client accountabilities for recruiting, developing, performance managing and retaining talent across the organization.
- Provide management coaching and support to front line managers to improve their managerial effectiveness.
- Lead a team of HR business partners to execute on company priorities and the HR strategy.
- Manage the communication of HR policies, procedures, and practices to ensure sound leadership application and legal compliance.
- Partner with colleagues and leaders to implement specific programs and initiatives directly aligned to business strategy in the areas of performance management, recognition, career development, organizational design, workforce planning, succession planning, talent development, compensation/benefits, and employee relations.
- Act as an advocate for and resource to employees when needed to assure that employee perspectives are heard and considered.
- Work closely with management and employees to improve work relationships, build moral, and increase productivity.
- Create, review, and analyze business metrics including data on retention and employee experience in order to recommend systemic improvements.
- Conduct exit interviews and provides insight/data on attrition.
- Provide client consultation and compensation support including approval of salary actions, promotions, and job re-leveling.
- Keep up-to-date knowledge of employment law requirements to ensure company remains compliant.
- Champions the culture by implementing initiatives that will result in strong employee engagement and are in alignment with company culture.
- Provide coaching and advice to help any employee develop and model core and leadership competencies.
- Some travel required.
- Minimum of 15+ years Human Resources experience
- 8-10 years of supervisory experience.
- Preferred specialties in the area of business partner.
- Skilled in creating a dynamic learning environment and working with the business to assess development needs
- Proactive collaboration within the HR team and demonstrated ability to impact and influence leaders.
- Operating experience within a complex, changing environment.
- In-depth experience operating within and leading teams.
- Strong attention to detail, creative, open-minded, persistent, and highly collaborative.
- Strong project management, effective organizational skills, business and HR acumen, including strong problem solving skills, critical thinking, persuasive writing and analysis.
- Strong employee relations and organizational effectiveness experience.
- Knowledge of U.S. and Canada federal, state, and provincial regulations, compliance, and employment laws.
- Provides leadership and direction through managers, senior managers and/or directors.
- Applies in-depth knowledge of own org function as well as commercial expertise to differentiate the company from the competition.
- Bachelor’s degree or equivalent experience required
- PHR/SPHR/GPHR certification preferred.
