Vice President, People Strategy and Planning

at  Paramount

BASIC QUALIFICATIONS

• 10+ years in Human Resources including 4+ years dedicated to rewards, financial planning and performance
• Bachelor’s preferably in Engineering/Technology, Science, Business Administration

ADDITIONAL QUALIFICATIONS

• Advanced analytical skills and statistical knowledge
• Programming & Statistical background are a plus
• People Strategy experience, Consulting or Media/Entertainment
• Postgraduate with a specialization in HR/ Finance preferred
• Know-how of business metrics, ability to understand & analyze Financials (P&L, Balance Sheet, Financial Ratios & metrics)
• Understanding of compensation, performance management framework and OE processes
• Inquisitive and analytical mind set with creative problem-solving ability
• Ability to challenge status quo and drive dynamic change managementSelf-starter, strong communication, Team-management and Analytical skills in a multi partner environment
• 
  Paramount Global (NASDAQ: PARA, PARAA) is a leading global media and entertainment company that creates premium content and experiences for audiences worldwide. Driven by iconic studios, networks and streaming services, Paramount’s portfolio of consumer brands includes CBS, Showtime Networks, Paramount Pictures, Nickelodeon, MTV, Comedy Central, BET, Paramount+, Pluto TV and Simon & Schuster, among others. Paramount delivers the largest share of the U.S. television audience and boasts one of the industry’s most important and extensive libraries of TV and film titles. In addition to offering innovative streaming services and digital video products, the company provides powerful capabilities in production, distribution and advertising solutions.

In this innovative role, we need a forward-thinking leader to engineer global workforce planning for our rapidly expanding Streaming organization. Drive annual budgeting and reporting of global workforce metrics, Organization Effectiveness. Ideate and pilot the design and deployments of Performance Systems to establish an ambitious culture with equity in reward!

• Spearhead the workforce planning and budgeting process by joining efforts with Finance Leads, Business Units & HR Center of Excellences (COEs)
• Build people budget, spending and alignment of resources in line with strategic priorities of the group
• Maintain integrity and improve resource allocation across functions
• Unite the central compensation COE to analyze key market & organization trends
• Build and improve productivity benchmarks, metrics through dashboards to uncover trends and drive key business & workforce decisions
• Partner day-to-day with business & HR team in launch and set up new revenue lines through optimal organization design & workforce plan as per the Short-range & Long-range plans
• Design and coordinate HR dashboard to enable decision-making for functional leaders
• Run evaluation of current organization & headcount on the of basis the business plans and optimize them to drive efficiencies through an in-depth understanding of Business Plans, Value Chain & Org. for The Organization & competition
• Build OE metrics for success
• Optimize resource distribution between growth and stable business lines
• Build role based organization using job evaluation framework and governance mechanism to evolve as a role-based organization across verticals
• Build, implement and coordinate global talent and workforce data models and dashboards/reports through the utilization of various analytical & statistical approaches and delivering research and findings using visualizations and effective narrative techniques
• Translate data findings into succinct, actionable business insights in coordination with partners across the business
• Be the architect of a performance centric culture by deploying a robust and open performance framework
• Build a strategy map and its performance / success metrics with its lead and lag indicators across functions
• Create leadership score cards in accordance with success metric with focus on achievement of long term and short-term objectives across financial goals
• Establish process to cascade and review goals from leadership scorecards across management hierarchy and individual contributors
• Build and deploy a Performance philosophy that enables focus on outcomes and attributes across managerial positions
• Establish process for identification and management of high performing high potential employees
• Build compensation philosophy / design as an effective tool to communicate management intent and key indicators
• Design recommendations for pay mix, ranges and pay for performance mechanisms across incentives and bonus
• Lead compensation review process across dynamic compensation revisions
• With Compensation COE, you will work on design efficiency and TA COE for optimal resourcing