COMPANY SUMMARY:

MGA Entertainment is one of the largest and fastest growing privately held toy and entertainment companies in the world. Headquartered in Los Angeles, and with offices globally, the company creates innovative, proprietary, and licensed consumer products and entertainment properties, including toys, games, dolls, apparel, consumer electronics, home décor, stationery, sporting goods, movies, and television series. The MGA family includes award-winning brands such as L.O.L. Surprise!™, Little Tikes®, Rainbow High™, Shadow High™, Bratz®, MGA’s Miniverse™, Fluffie Stuffiez™ , Na! Na! Na! Surprise™, Micro Games of America™, Baby born® Surprise and Zapf Creation®. For more information, please visit us at www.mgae.com or check us out at LinkedIn, Twitter, Instagram and Facebook.
Mission: The VP of Human Resources plays a pivotal role as a strategic business partner, collaborating closely with the SVP of HR and executive team to develop and implement a people strategy aligned with the company’s overarching business objectives. This includes identifying and addressing current and future workforce needs, ensuring compensation and benefits align with strategic direction, and fostering a high-performance culture that prioritizes inclusivity and diversity.

Key Responsibilities:

• Strategic Leadership:
• Partner with the SVP, HR to drive a people strategy aligned with the company’s overall business goals and addresses current and future workforce needs.
• Foster a high-performance culture that is inclusive and diverse.
• Learning and Development:
• Design and deliver comprehensive learning and development programs to empower employees and equip them with the skills and knowledge needed to succeed in their roles and contribute to the company’s goals.
• Build and deliver leadership and management training/mentorship programs that support strong corporate leaders.
• Performance Management:
• Lead the performance management framework that fosters continuous improvement, motivates employees, and aligns individual performance with company objectives.
• Employee Relations:
• Promote a positive and productive work environment by fostering open communication, building trust, and addressing employee concerns effectively.
• Oversee employee relations activities, including compensation and benefits, employee engagement initiatives, and Inclusion and Diversity.
• Work in concert with Benefits Team on Workers Compensation and safety related issues.

• Drive employee satisfaction and enablement through core programmatic activities measured by the MGA Culture Survey

Talent Review, Succession Planning & Team Member Development

• Facilitate annual talent review processes for both executives and staff.
• Support Company’s promote from within philosophy.
• Partner with operations leadership and HR teams to identify training needs. Build and monitor effectiveness of training and development programs.
• Create and communicate career paths from entry level to executive and align training and development opportunities to enable career path ascension.
• Identify leadership skills gaps and recommend solutions as needed
• Data and Analytics:
• Leverage data and analytics to inform all aspects of the people function, providing insights to improve talent acquisition strategy, measure the effectiveness of learning and development programs, and identify trends in employee engagement.
• Process Improvement, Project and Policy
• Evaluate policy effectiveness; design and implement HR policies accordingly.
• Interpret and educate client group on HR policies, and provide counseling on such policies as necessary.
• Evaluate and promote continuous improvement of HR processes.
• Lead change management initiatives.
• Assist in the deployment of new HR related systems and processes (training, development, policy, etc.).
• Compensation and Benefit Analysis:
• Oversee the analysis of compensation and benefits packages to ensure competitiveness, fairness, and alignment with organizational goals.
• Develop and implement strategies to optimize compensation and benefits structures, taking into account market trends, employee needs, and budget considerations.
• Global Mindset:
• Demonstrate a strong understanding of global HR practices and cultural nuances, considering the company’s international presence with a focus on North America.

QUALIFICATIONS:

• Proven track record of success in a senior HR leadership role, ideally within a data-driven, fast-paced environment.
• Deep understanding of talent management principles and best practices across the entire employee lifecycle.
• Experience in conducting compensation and benefit analysis, and developing strategies to optimize compensation and benefits packages.
• Strong analytical skills and the ability to leverage data to inform HR decisions, including compensation strategies.
• Excellent communication, interpersonal, and relationship-building skills.
• Ability to operate effectively in a matrixed environment and influence stakeholders across different departments and functions.
• Global mindset with experience working in a multicultural environment.
• 10+ years experience in HR leadership roles.
• MBA preferred.
  Salary:
  $200,000.00 - $250,000.00 /yea

• Strategic Leadership:
• Partner with the SVP, HR to drive a people strategy aligned with the company’s overall business goals and addresses current and future workforce needs.
• Foster a high-performance culture that is inclusive and diverse.
• Learning and Development:
• Design and deliver comprehensive learning and development programs to empower employees and equip them with the skills and knowledge needed to succeed in their roles and contribute to the company’s goals.
• Build and deliver leadership and management training/mentorship programs that support strong corporate leaders.
• Performance Management:
• Lead the performance management framework that fosters continuous improvement, motivates employees, and aligns individual performance with company objectives.
• Employee Relations:
• Promote a positive and productive work environment by fostering open communication, building trust, and addressing employee concerns effectively.
• Oversee employee relations activities, including compensation and benefits, employee engagement initiatives, and Inclusion and Diversity.
• Work in concert with Benefits Team on Workers Compensation and safety related issues.
• Drive employee satisfaction and enablement through core programmatic activities measured by the MGA Culture Surve