Senior People Business Partner

As a Senior People Business Partner at MediaLab, your primary responsibilities will include advising on employee engagement and retention, driving improvements in organizational design, and managing compensation structures. You'll work closely with executive leaders to address immediate HR concerns while proactively diagnosing future needs and enhancing the employee experience. Your strategic insights will shape how we communicate and connect our diverse team across multiple locations.

To qualify for the Senior People Business Partner role at MediaLab, candidates should ideally hold a bachelor's degree and possess at least 5 years of HR experience, with 3 years in a strategic partner capacity for a large client group. Proficiency in HR tools like Paylocity and PAVE, as well as strong operational skills and an innovative mindset, are also essential to succeed.

MediaLab highly values diversity and believes it enriches our workplace and drives innovation. As a Senior People Business Partner, your role will be crucial in fostering an inclusive environment by supporting diverse hiring practices and ensuring equitable treatment and opportunities for all employees. Embracing various backgrounds and perspectives is key to MediaLab’s success!

Candidates for the Senior People Business Partner position at MediaLab should have substantial HR experience, particularly in a strategic role. Ideally, they should possess proven skills in areas like employee relations, performance management, and compensation strategy, with experience in process improvement and change management being particularly beneficial in our dynamic team.

The work environment for the Senior People Business Partner at MediaLab is collaborative and innovative, situated in sunny Santa Monica, CA, with a hybrid work model. You'll engage directly with other talented professionals and executives, ensuring a dynamic atmosphere that values engagement and connection across our growing organization and diverse employee base.

In addressing employee engagement and retention, I typically begin by assessing employee feedback and looking for patterns. Developing tailored strategies that resonate with team members, such as recognition programs and career development opportunities, can significantly impact morale. At MediaLab, my approach would align with our values to foster a collaborative environment that encourages growth and inclusivity.

Absolutely! In my previous role, I launched an onboarding program that included a multi-day orientation, mentorship assignments, and interactive training sessions which significantly improved new hire satisfaction rates. For MediaLab, I’d customize an onboarding experience that reflects our unique corporate culture, integrating our values and mission to both inform and inspire new team members.

Difficult conversations require empathy and open communication. I ensure to create a safe space where employees feel comfortable sharing their concerns. Active listening is key, followed by a collaborative problem-solving approach. This aligns with the supportive culture at MediaLab and reinforces trust while addressing issues effectively.

Ensuring compliance in HR processes involves staying current with regulations and utilizing HRIS systems for accurate data management. I also advocate for regular audits and employee training sessions. For MediaLab, I would establish checklists and reminders that keep our compliance efforts transparent and proactive.

Evaluating HR strategies can be done through metrics and feedback. I analyze key performance indicators such as turnover rates and employee satisfaction surveys. For MediaLab, it's crucial to tie these metrics back to our business objectives and adjust strategies based on data-driven insights to ensure we remain a top workplace.

Managing multiple HR projects effectively requires strong prioritization and organizational skills. I typically use project management tools and set clear timelines while communicating with stakeholders to align expectations. At MediaLab, I'd ensure that we keep all team members informed and that projects are in sync with our overall goals.

HR is pivotal in shaping company culture, acting as a bridge between management and employees. By promoting values, facilitating communication, and creating programs that engage employees, HR can cultivate a vibrant organizational culture. At MediaLab, my focus would be on aligning company objectives with our cultural values to enhance engagement and satisfaction.

When dealing with conflicts, I promote open dialogue and mediation. I believe in hearing both sides of the story and facilitating a constructive conversation that leads to a resolution. Ensuring that team members feel heard and respected is key to maintaining a positive atmosphere at MediaLab.

Staying updated on HR trends involves continuous learning through professional organizations, webinars, and industry publications. I also network with other HR professionals to share insights and best practices. For MediaLab, this knowledge will be crucial to implement innovative HR practices that keep us ahead in the market.

I am excited about the opportunity to work at MediaLab because of its unique blend of media and technology, and its mission to create engaging experiences. I admire MediaLab’s commitment to culture and diversity, and I believe that my skills and experiences align perfectly with the role's requirements. I'm eager to contribute to a dynamic team committed to excellence in every aspect of employee experience.