Regional Manager, Global HR Organization

About The Walt Disney Company

The Walt Disney Company, together with its subsidiaries and affiliates, is a leading diversified international family

an entertainment and media company with the following business segments: media networks, parks and resorts, and studios

entertainment, consumer products, and interactive media. From humble beginnings as a cartoon studio in the 1920s

As one of the leading names in the entertainment industry today, Disney proudly continues its legacy of creating world-class stories and experiences for every member of the family. Disney’s stories, characters, and experiences reach

consumers and guests from all over the world. With operations in more than 40 countries, our employees and

Cast members work together to create entertainment experiences that are cherished both worldwide and locally.

Our belief

TWDC believes that building a diverse and inclusive workplace is key to creating world-class

entertainment and experiences that reflect our audiences around the world. Disney managers are responsible for

assessing new talent and making hiring decisions, and will have the opportunity to make a significant and positive

We play a key role in ensuring that our hiring practices are truly inclusive, and equitable recruitment practices are essential to our success.

Job Summary

This role, reporting to the Senior Manager, Global HR Operations EMEA, is responsible for day-to-day leadership

or Global HR Operations. It is responsible for leading a team that supports the HR operational needs of

employees in specific markets within the EMEA region. This role will focus on the client’s ongoing needs and will liaise

with clients to evaluate new work, services, processes, and escalated issues. It will work closely with peers

Regional Managers and the Project Leadership Team to develop operational strategies that support the ongoing

the evolution of the Global HR Operations Organization. It will identify opportunities for continuous improvement and

efficiencies to boost productivity and deliver exceptional customer service. By drawing on a variety of sources, data, and

Metrics help identify strategies for improving efficiency and increasing productivity.

Key Responsibilities

The primary responsibilities of the role are:

Leadership

• Lead the work and daily activities of the Global HR Operations organization to ensure compliance with Service Level Agreements

(SLAs) are met, and issues are resolved with regional clients.

• Provide on-site expertise and escalation support to team and enterprise clients regarding Global HR Operations.

• Provide direct support to enterprise clients on time-sensitive or highly confidential projects

• Direct team performance. Identify areas for improvement, such as training, scheduling, and performance

management, communication, and recognition that will improve the work environment and contribute to team success.

Strategy Development and Implementation

• Identify opportunities to drive the business forward by identifying and planning changes to the business

taking into account client needs, customer experience, technology, and Service Level Agreements

• Engage and influence regional clients and support the Global HR Operations management team in implementing

operational strategies.

• Lead the prioritization of the team’s overall delivery in alignment with Global HR Operations and business priorities.

• Be proactive in identifying and understanding client, segment, and market business models, priorities, and

cultural nuances as a factor in the development and execution of operational strategy.

• Apply critical thinking and serve as a thought partner to senior leadership to integrate new work and processes,

businesses, markets, and projects across the region, and where appropriate, the enterprise.

• Leverage technology to enhance the employee experience, boost productivity, and build a global HR operations team

community.

• Develop a solid understanding of business operations to take a consultative approach to HR delivery

services.

Global HR Operations: Community Building and Team Development

• Build a community among all Global HR Operations employees

• Identify and promote team training and development opportunities

• Lead Global HR Operations team members through changes related to new technology, new processes,

new team members and a growing, global client base

Desired Education

• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience

Desired Previous Work Experience

• At least five years of leadership experience or HR expertise

• Previous work experience in an HR Operations or similar environment, ideally using ServiceNow, Workday,

SAP or a similar system.

• Experience leading teams through change.

• Experience managing remote teams.

Desired Skills and Knowledge

• Multilingual (i.e., English and fluent in one other European language) Demonstrated leadership skills with a

focus on developing talent within the organization

• Proven political savvy in building professional relationships and influencing stakeholders, including

executives; demonstrated courage in the face of adversity.

• Proven negotiation skills with the ability to reach an agreement while keeping both the client and the goals of the

With the global HR operations organization in mind.

• Demonstrated problem-solving, conflict resolution, networking, continuous improvement, and technical

aptitude skills.

• Ability to multitask and prioritize or handle competing priorities in a fast-paced environment.

• Proven effective written and verbal communication skills, with the ability to develop both written and verbal

executive summaries.

• Flexibility and adaptability in a changing work environment

• Ability to manage teams and employees to drive organizational performance.

• Ability to build a cohesive team while maintaining productivity.

• Ability to determine when escalation to senior management is necessary.

• Ability to develop and implement operational and organizational strategies.

• Ability to serve as a strategic partner to senior leadership across the organization to integrate new work,

processes, businesses, markets, and projects.

• Ability to analyze productivity and hold employees accountable based on analytical and performance data

• Proven ability to handle confidential information.

• Self-motivated to take the initiative and ownership of issues and determine when escalation is necessary.

• Ability to identify patterns that could indicate systemic issues.

• Ability to demonstrate an understanding of and recognition of market differences, including cultural

differences and legislative differences.

• Proven proficiency in the Microsoft Office suite.

• Experience working with HR information systems software: Workday, SAP, ServiceNow