NOTE: This job is no longer available!
HR Business Partner
at EA
India (Hyderabad)
ELECTRONIC ARTS (EA) HYDERABAD – Opportunity For HR Generalists / Business Partners
About EA:
Electronic Arts (EA) is an international developer, marketer, publisher and distributor of video games. EA was formed in 1982 and ever since, we have been the leader in thrilling the world with cutting edge Interactive Entertainment.
EA has the #1 market share in North America & Europe with revenues of US$ 3.6 billion in FY11 and has a distribution network spread across 70 countries with worldwide employee strength of 8000+
We, at EA, have some of the finest career defining opportunities for potential talent. If you have an entrepreneurial spirit and are looking for a work culture where innovation is the goal, work is fun, and creativity is rewarded – then EA could be your career destination.
We have been rated world over by independent surveys as one of the best employers to work with. Working at EA is an experience of its own kind, something most outsiders dream of and something that our employees always cherish.
EA has a strong presence in India since 2006 and our Hyderabad centre houses 850+ of the finest talent in India. We have diverse opportunities ranging into Global Finance, Mobile Gaming, IT, QA Testing teams.
We invite you to explore this opportunity to be a part of the EA family……
Join the fun…..
Electronic Arts has the following exciting opportunity in their rapidly growing Hyderabad office:
Role : HR Generalist / Business Partner / Senior Business Partner
Job Location : HYDERABAD
Job Type : On Permanent Rolls of EA India
Eligibility
Experience Range : 7 to 12 years of Core HR related experience with expertise in Performance Management.
NOTE : The following Job Description is only indicative of the opportunity that lies at Electronic Arts. However, the end role that might be offered to the final short listed candidate would mostly depend on his/her competency displayed during the interviews.
Role Overview
At EA, the HR Team is responsible for supporting the strategic management of the company and leads the delivery of HR programs, services, and initiatives. The HR Business Partner’s key responsibilities include planning and reporting, partnering with senior leaders to plan, budget, and forecast for appropriate headcount levels. They create personnel plans aligned to business strategy, identifying deliverables, priorities, and timelines. They also provide employee management information reports as required to support management decision making, and work with managers to ensure data accuracy, taking overall accountability for data accuracy within HRIT systems.
Key Focus Areas for HR Business Partners
Resourcing—HR Business Partners assist the organization with the staffing process by helping drive and build action plans in partnership with Recruitment Manager and staffing partners to maintain an active pipeline of talent.
Compensation and Benefits—HR Business Partners apply total pay concepts to attract, motivate, and retain key employees. They provide client group with appropriate information on, and interpretation of, compensation and benefits programs and policies, work in conjunction with the Compensation & Benefits Team to coordinate the annual merit and bonus process, take part in discussions and reviewing proposals initiated by managers, and perform internal and external benchmarking.
Performance Management—HR Business Partners facilitate effective performance management practices by helping to define success, establish measurements, provide feedback, and reward performance. They provide guidance and advice to managers on performance issues and issue resolution, legislation related to disciplinary, grievance, and employment termination to ensure fair and compliant process, ensuring compliance with procedures.
Learning & Development—HR Business Partners work with the business to foster a culture of ongoing performance management and development. They partner with senior managers to identify the future skill sets required to achieve business objectives and help line managers and employees create Personal Development Plans (PDP) to ensure quality development plans for the entire staff.
Employee Relations—HR Business Partners provide advice and guidance on company policies and procedures. They participate in employee engagement initiatives (e.g., Talk Back, pulse surveys, and employee focus groups). They also partner with line managers and teams to identify and facilitate the impact that business changes within the organization have on employees, and they work closely on change initiatives.
Client Relationship Management—HR Business Partners provide advice and guidance on company policies and procedures. They meet regularly with business partners to discuss people-related issues and initiatives, provide business partners with regular updates on planned activity, advise managers on employee implications of business decisions and employee relations matters, and act as coaches to senior leadership.
Job Requirements
• Minimum of 2 yrs experience in a HR Generalist / Business partner role is a must.
• Minimum of 3 yrs experience in Performance Management / Talent Assessment & Development is a must.
• MBA / PGDM / PGDBM / MHRM or equivalent degree with HR Specialization is preferred.
• Experience in a Product organization or entertainment industry is preferred.
• Must have experience working in a rapidly-changing, high-growth environment with strong understanding of local employment laws.
• Other desirable skills include Change Management/Organizational Development (strong skills in restructuring business through change, demonstrable experience in relocations and legal obligations to consult with workforces, including knowledge of employment law, experience in organizational design, including role profiling and competency skills mapping, and Training and Development experience in designing and delivering generic internal training programs.
• It’s also a plus to have experience in coaching and training line managers in performance management and people management skills, in delivering management development programs, and in creating and analyzing HR metrics.
About EA:
Electronic Arts (EA) is an international developer, marketer, publisher and distributor of video games. EA was formed in 1982 and ever since, we have been the leader in thrilling the world with cutting edge Interactive Entertainment.
EA has the #1 market share in North America & Europe with revenues of US$ 3.6 billion in FY11 and has a distribution network spread across 70 countries with worldwide employee strength of 8000+
We, at EA, have some of the finest career defining opportunities for potential talent. If you have an entrepreneurial spirit and are looking for a work culture where innovation is the goal, work is fun, and creativity is rewarded – then EA could be your career destination.
We have been rated world over by independent surveys as one of the best employers to work with. Working at EA is an experience of its own kind, something most outsiders dream of and something that our employees always cherish.
EA has a strong presence in India since 2006 and our Hyderabad centre houses 850+ of the finest talent in India. We have diverse opportunities ranging into Global Finance, Mobile Gaming, IT, QA Testing teams.
We invite you to explore this opportunity to be a part of the EA family……
Join the fun…..
Electronic Arts has the following exciting opportunity in their rapidly growing Hyderabad office:
Role : HR Generalist / Business Partner / Senior Business Partner
Job Location : HYDERABAD
Job Type : On Permanent Rolls of EA India
Eligibility
Experience Range : 7 to 12 years of Core HR related experience with expertise in Performance Management.
NOTE : The following Job Description is only indicative of the opportunity that lies at Electronic Arts. However, the end role that might be offered to the final short listed candidate would mostly depend on his/her competency displayed during the interviews.
Role Overview
At EA, the HR Team is responsible for supporting the strategic management of the company and leads the delivery of HR programs, services, and initiatives. The HR Business Partner’s key responsibilities include planning and reporting, partnering with senior leaders to plan, budget, and forecast for appropriate headcount levels. They create personnel plans aligned to business strategy, identifying deliverables, priorities, and timelines. They also provide employee management information reports as required to support management decision making, and work with managers to ensure data accuracy, taking overall accountability for data accuracy within HRIT systems.
Key Focus Areas for HR Business Partners
Resourcing—HR Business Partners assist the organization with the staffing process by helping drive and build action plans in partnership with Recruitment Manager and staffing partners to maintain an active pipeline of talent.
Compensation and Benefits—HR Business Partners apply total pay concepts to attract, motivate, and retain key employees. They provide client group with appropriate information on, and interpretation of, compensation and benefits programs and policies, work in conjunction with the Compensation & Benefits Team to coordinate the annual merit and bonus process, take part in discussions and reviewing proposals initiated by managers, and perform internal and external benchmarking.
Performance Management—HR Business Partners facilitate effective performance management practices by helping to define success, establish measurements, provide feedback, and reward performance. They provide guidance and advice to managers on performance issues and issue resolution, legislation related to disciplinary, grievance, and employment termination to ensure fair and compliant process, ensuring compliance with procedures.
Learning & Development—HR Business Partners work with the business to foster a culture of ongoing performance management and development. They partner with senior managers to identify the future skill sets required to achieve business objectives and help line managers and employees create Personal Development Plans (PDP) to ensure quality development plans for the entire staff.
Employee Relations—HR Business Partners provide advice and guidance on company policies and procedures. They participate in employee engagement initiatives (e.g., Talk Back, pulse surveys, and employee focus groups). They also partner with line managers and teams to identify and facilitate the impact that business changes within the organization have on employees, and they work closely on change initiatives.
Client Relationship Management—HR Business Partners provide advice and guidance on company policies and procedures. They meet regularly with business partners to discuss people-related issues and initiatives, provide business partners with regular updates on planned activity, advise managers on employee implications of business decisions and employee relations matters, and act as coaches to senior leadership.
Job Requirements
• Minimum of 2 yrs experience in a HR Generalist / Business partner role is a must.
• Minimum of 3 yrs experience in Performance Management / Talent Assessment & Development is a must.
• MBA / PGDM / PGDBM / MHRM or equivalent degree with HR Specialization is preferred.
• Experience in a Product organization or entertainment industry is preferred.
• Must have experience working in a rapidly-changing, high-growth environment with strong understanding of local employment laws.
• Other desirable skills include Change Management/Organizational Development (strong skills in restructuring business through change, demonstrable experience in relocations and legal obligations to consult with workforces, including knowledge of employment law, experience in organizational design, including role profiling and competency skills mapping, and Training and Development experience in designing and delivering generic internal training programs.
• It’s also a plus to have experience in coaching and training line managers in performance management and people management skills, in delivering management development programs, and in creating and analyzing HR metrics.