HR Business Partner
The worldwide pioneer in the creation of interactive entertainment, Nintendo Co., Ltd., of Kyoto, Japan, manufactures and markets hardware and software for its Nintendo Switch™ system and the Nintendo 3DS™ family of portable systems. Since 1983, when it launched the Nintendo Entertainment System™, Nintendo has sold billions of video games and hundreds of millions of hardware units globally, including Nintendo Switch and the Nintendo 3DS family of systems, as well as the Game Boy™, Game Boy Advance, Nintendo DS™ family of systems, Super NES™, Nintendo 64™, Nintendo GameCube™, Wii™, and Wii U™ systems. It has also created industry icons that have become well-known, household names, such as Mario, Donkey Kong, Metroid, Zelda and Pokémon. A wholly owned subsidiary, Nintendo of America Inc., based in Redmond, Wash., serves as headquarters for Nintendo’s operations in the Americas. For more information about Nintendo, please visit the company’s website at http://www.nintendo.com.
Nintendo is an equal opportunity employer. We offer a welcoming and inclusive environment in service to one another, our products, the diverse consumers we represent, and the communities we call home. We do all of this with kindness, empathy and respect for each other.
- Builds trusted partnership with assigned department leaders through consultative and collaborative efforts to ensure the efficient and effective delivery of HR programs and services that support development of organizational and talent capabilities.
- Provides consultation and support to managers in addressing employee issues. Conducts investigations for employment-related issues as needed.
- Partners across HR to educate and influence clients to implement strategies and solutions to meet business and talent needs.
- Supports the implementation of programs and processes with client group(s) including performance and compensation, org design, assessments, and talent planning. Facilitates delivery of program content to assigned client group and broader audiences as appropriate.
- Supports development and execution of projects for clients, division or department.
- Effectively collaborates with and leverages Human Resources teams and cross-functional teams to ensure client’s organizational needs are met and provides insight and input to help inform the approach, priority focus and strategies of the specialist organizations.
- Collaborates with clients as appropriate on employee development and talent planning decisions.
- Consults on change efforts, ensuring project change management utilization, and prioritizing/developing organizational effectiveness interventions.
- Monitors client group environment and the employee experience. Provides leaders with analysis and recommendations to maintain high levels of engagement. Facilitates action planning and follow through in support of employee engagement surveys.
- Ensures successful execution of company policies, programs and initiatives; communicates changes and expectations with client groups.
- Solicits and listens to client concerns, and takes an active role in resolving problems.
- Provides information, or facilitates employees’ ability to obtain information about benefits, compensation, training and other HR programs and services.
- Ensures compliance with local, state, and federal employment laws and regulations
- Strategic Partner: Crafts and implements business strategies to address critical business needs and positively impacting the holistic employment experience
- Operations Manager: Measures, monitors and facilitates existing practices, policies and procedures
- Employee Mediator: Creates sustained solutions to individual employee challenges
- Emergency Responder:Provides immediate fixes to acute emergencies
- Five years of experience working in a variety of HR roles with increasingly progressive levels of responsibility, including: leadership, consulting or client management, and business literacy
- Knowledge of multiple human resource disciplines including employee relations, recruitment, performance management, federal and state respective employment laws, compensation practices, organizational diagnosis, and diversity.
- Minimum five years of experience directly responsible for complex employee relations issues
- Effective communication and presentation skills
- Technical and functional knowledge of state and federal employment labor laws, workers’ compensation, OSHA, FMLA, ADA, benefit programs, and regulatory requirements
- Experience in a manufacturing environment preferred (required for some sites)
- Undergraduate degree in a related field, or equivalent experience.
- PHR highly desired, SPHR or GPHR a plus