Sr. Manager, People and Culture

Position Summary:

We are seeking an accomplished and business-minded Senior Manager to join our global People & Culture team. Reporting directly to the CHRO, this role will serve as a strategic partner across key people and organizational priorities while independently overseeing compensation planning, departmental budgeting, talent acquisition, workforce analytics, and US HR operations.

The position will also serve in a chief-of-staff capacity to the CHRO, supporting executive and Board presentations, business analysis, strategic initiatives, and decision-making. The ideal candidate combines strong HR expertise, business and financial acumen, analytical capabilities, executive communication skills, and the ability to balance strategy with hands-on execution.

Job Responsibilities

Strategic Partnership & Executive Support

• Serve as a strategic partner to the CHRO, supporting the development, execution, and communication of company-wide people strategies and organizational priorities.
• Function in a chief-of-staff capacity, supporting strategic planning, executive preparation, special initiatives, and cross-functional coordination.
• Develop executive and Board-level presentations, business cases, analyses, and recommendations, translating complex HR, financial, and organizational information into clear, actionable insights.
• Anticipate business needs, identify challenges and opportunities, and drive follow-through on key priorities and strategic initiatives.

Compensation Planning, Analytics & Reporting

• Lead compensation planning and analysis, including annual merit cycles, salary reviews, incentive compensation, promotions, and market benchmarking.
• Develop compensation models, workforce cost projections, and financial analyses to support compensation and broader business decisions.
• Partner with the US HR Manager to ensure compensation data accuracy, effective administration, and implementation of approved changes.
• Maintain appropriate confidentiality and controls surrounding sensitive compensation and employee information.

Departmental Budgeting & Financial Management

• Manage the People & Culture departmental budget, including annual planning, forecasting, expense tracking, variance analysis, and financial reporting.
• Partner with Finance to develop financial models and projections, monitor expenditures and trends, and identify opportunities for cost efficiencies.
• Support headcount planning, organizational restructuring, and resource allocation decisions through financial and workforce analysis.
• Prepare executive-ready budget summaries and recommendations to support planning and decision-making.

Talent Acquisition & Workforce Planning

• Lead talent acquisition across assigned corporate functions, partnering with hiring managers to assess staffing needs, develop recruitment strategies, and identify qualified talent.
• Manage the full recruitment lifecycle, including sourcing, candidate assessment, interview coordination, offer development, and hiring recommendations.
• Support workforce planning, organizational design, and talent management initiatives aligned with business needs.
• Monitor recruiting activity and trends, providing insights into recruitment effectiveness, hiring costs, and workforce needs.

HR Operations Leadership & Organizational Effectiveness

• Provide direct leadership and oversight to the US HR Manager, ensuring effective administration of payroll, benefits, leaves of absence, HRIS, compensation data, and employee lifecycle processes.
• Establish operational expectations and accountability while ensuring routine HR administration is appropriately delegated and escalations are effectively managed.
• Identify and lead opportunities to streamline HR processes, improve efficiency, strengthen service delivery, and enhance organizational effectiveness.
• Develop workforce dashboards and reporting that provide actionable insights into headcount, turnover, compensation costs, recruitment, and other key people metrics.
• Partner with HR leadership and business stakeholders on cross-functional initiatives, organizational priorities, and special projects assigned by the CHRO.

Requirements and Qualifications

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related discipline, or equivalent professional experience.
• Significant progressive experience in HR business partnership, people strategy, HR operations, compensation, or related corporate functions.
• Proven experience supporting senior executives and preparing sophisticated executive-level presentations, financial analyses, and business recommendations.
• Advanced Microsoft Excel proficiency, including complex formulas, pivot tables, compensation modeling, financial forecasting, and data analysis.
• Advanced Microsoft PowerPoint proficiency, with demonstrated ability to independently create polished, compelling executive and board-level presentations.
• Strong knowledge of compensation planning, salary analysis, incentive programs, workforce cost modeling, and HR analytics.
• Experience managing departmental budgets, forecasts, and financial reporting.
• Demonstrated experience leading recruitment initiatives and partnering with business leaders on workforce planning.
• Experience managing employees or providing oversight of HR operational functions.
• Exceptional analytical skills, business acumen, executive communication, and strategic problem-solving capabilities.
• Ability to independently manage competing priorities, anticipate needs, and consistently deliver high-quality work.
• Strong professional judgment, maturity, and discretion when handling confidential organizational, financial, and personnel information.

Preferred Qualifications

• Experience within the entertainment, media, television, film, or production industries.
• Experience working in a global organization or supporting international operations.
• Previous experience partnering directly with a CHRO, Chief People Officer, or senior corporate executive.
• Experience supporting organizational transformation, restructurings, or strategic business initiatives.
• Professional HR certification, such as SHRM-SCP or SPHR.

Selection Process: As part of our selection process, finalists may be invited to participate in practical, job-related assessments designed to demonstrate their analytical, technical, and executive communication capabilities. These may include a live Excel-based analytical exercise and an executive presentation, allowing candidates to showcase their approach to problem-solving, financial analysis, and communicating strategic recommendations.

Compensation Range: $130-$160K