Senior Director, HRBP

Who We Are Founded in 2005, 2K Games is a global video game company, publishing titles developed by some of the most influential game development studios in the world. Our studios are responsible for developing 2K’s portfolio of world‑class games across multiple platforms, including Visual Concepts, Firaxis, Hangar 13, CatDaddy, Cloud Chamber, and HB Studios. Our portfolio of titles is expanding due to our global strategic plan, building, and acquiring exciting studios whose content continues to inspire all of us! 2K publishes titles in today’s most popular gaming genres, including sports, shooters, action, role‑playig, strategy, casual, and family entertainment. Our team of engineers, marketers, artists, writers, data scientists, producers, problem solvers, and doers, are the professional publishing stewards of our growing library of critically acclaimed franchises such as NBA 2K, Battleborn, BioShock, Borderlands, The Darkness, Mafia, Sid Meier’s Civilization, WWE 2K, and XCOM. At 2K, we pride ourselves on creating an inclusive work environment, which means encouraging our teams to Come as You Are and do your best work! We are dedicated to diversity and inclusion and want our community of candidates to reflect this commitment. We encourage all qualified applicants to explore our global positions. 2K is headquartered in Novato, California, and is a wholly owned label of Take‑Two Interactive Software, Inc. (NASDAQ: TTWO). What We Need The Senior Director, HRBP will serve as the senior‑most HR business partner for 2K's Shared Development Studios (SDS), a diverse and globally distributed organization of over 1,000 employees spanning Release Management (QA, Localization, Certification), Motion Capture, and an internal talent deployment function that provides flexible staffing to studios during production peaks. This role carries significant scope and complexity: the client population is largely early‑in‑career, in high‑volume transactional roles, and includes unionized workforces, requiring deep expertise in labor relations alongside strategic HR leadership. This is a senior strategic leadership role that demands both the executive presence to partner credibly at the SVP level and the operational fluency to navigate complex workforce issues across geographies, employment classifications, and labor agreements. The Senior Director will build and lead an HRBP team, drive the full people agenda for SDS, and serve as a key thought partner in shaping how 2K develops, deploys, and retains talent at scale. What You Will Do Strategic Partnership & Leadership Serve as the senior HRBP for the Shared Development Studios, reporting to and partnering directly with the SVP of SDS and other executive stakeholders to drive the full people agenda. Lead, develop, and scale an HRBP team aligned to SDS, setting clear direction, building capability, and ensuring consistent, high‑quality HR delivery across the organization. Provide proactive, strategic guidance on organizational design, workforce planning, and talent strategy in a large, geographically distributed and operationally complex environment. Act as a trusted advisor on all people‑related matters, translating business priorities into HR strategies that are actionable, culturally aligned, and globally scalable. Identify and address critical organizational and people issues with speed and judgment; develop clear recommendations and see them through to resolution. Labor Relations & Workforce Complexity Serve as the primary HR lead for labor relations within SDS, managing relationships with union representatives, supporting contract interpretation, and ensuring compliance with collective bargaining agreements. Partner with Legal to navigate grievances, arbitrations, and any unfair labor practice matters, maintaining a posture that is both legally sound and relationship‑preserving. Develop and maintain HR approaches tailored to an early‑career, high‑volume, transactional workforce, including onboarding at scale, career pathing in structured role families, and engagement strategies for teams often engaged in repetitive or milestone‑driven work. Oversee HR support for the internal talent deployment function, collaborating with operations to address workforce planning, classification, and assignment lifecycle matters. Global HR Delivery Lead HR strategy and execution across multiple geographies, ensuring SDS people programs are locally compliant, culturally relevant, and globally coherent. Partner with regional HR teams, COEs, and legal counsel in each geography to navigate country‑specific employment law, compensation practices, and regulatory requirements. Build and maintain working knowledge of the employment and labor landscapes across the key regions where SDS operates, including North America, Europe, and relevant APAC markets. Talent, Performance & Organizational Development Advise, deliver, and drive adoption of key HR program cycles including performance evaluation, compensation planning, promotions, job leveling, and annual workforce planning across a large and complex employee population. Partner with People Programs to build talent management strategies that support role‑family development, internal mobility, and individual growth pathways for early‑career populations. Manage the performance evaluation process as a core tool for promoting a high‑performing culture; coach managers at all levels, with particular focus on first‑time and frontline people leaders. Champion and operationalize inclusion by ensuring DEI strategies are embedded in organizational design, hiring, talent practices, and team culture across SDS. Employee Relations & Compliance Oversee employee relations for SDS in partnership with the ER team and Legal, providing both strategic direction and, where appropriate, hands‑on case management. Diagnose and address systemic ER issues; develop preventive strategies that reduce risk and build manager capability before issues escalated. Ensure consistent application of policies across a workforce with multiple employment types, classifications, and labor agreements. Cross‑Functional Collaboration Partner with People COEs (Talent Acquisition, Total Rewards, People Programs, DEI, People Operations) and global HRBP peers to deliver integrated, seamless HR programs across the business. Develop recruiting strategies with SDS operations leaders; provide TA partners with deep insight into workforce rhythms, role complexity, volume seasonality, and the specific considerations of staffing a deployment‑model talent function. Collaborate with Internal Communications and other cross‑functional partners on employee experience and change management initiatives across SDS. As a member of the senior HRBP leadership team, contribute to cross‑functional initiatives and thought leadership that extends beyond SDS for broader organizational impact. What Will Make You a Great Fit 12+ years of progressive HRBP experience, including at least 3 years at the Senior Director level or equivalent, supporting large and complex organizations (1,000+ employees). Demonstrated experience in labor relations, including working directly with unions, interpreting collective bargaining agreements, and managing grievance and arbitration processes. This is required, not preferred. Global HR experience operating across multiple regions, with working knowledge of employment law and HR practices in at least North America and one or more international markets. Experience supporting high‑volume, early‑career, or transactional workforces, including at scale, with an understanding of the unique engagement, development, and retention dynamics of these populations. Track record of building and leading HRBP teams, including setting direction, developing talent within the team, and driving consistent delivery across a distributed client group. Proven ability to operate as a senior strategic partner to executive leadership, including the credibility and communication skills to influence at the SVP and above level. Strong business acumen with the ability to understand operational models, translate business needs into people strategies, and articulate the ROI of HR programs. Demonstrated ability to drive major organizational initiatives through complex, matrixed environments and build alignment across functions. Excellent judgment in ambiguous, high‑stakes, or sensitive situations; ability to hold the tension between employee advocacy and business need. Expertise across the full HRBP toolkit: org design, workforce planning, talent management, compensation, performance management, executive coaching, and change management. Outstanding written and verbal communication skills, including the ability to build and present senior‑level narratives grounded in data. Experience in gaming, entertainment, technology, or other fast‑moving creative industries strongly preferred. As an equal opportunity employer, we are committed to ensuring that qualified individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform their essential job functions, and to receive other benefits and privileges of employment. Please contact us if you need a reasonable accommodation. The pay range for this position in Novato, CA at the start of employment is expected to be between $210,000 and $310,000 per year. However, base pay offered is based on market location, and may vary further depending on individualized factors for job candidates, such as job‑related knowledge, skills, experience, and other objective business considerations. Subject to those same considerations, the total compensation package for this position may also include other elements, including a bonus and/or equity awards and eligibility to participate in our 401(K) plan and Employee Stock Purchase Program. Regular, full‑time employees are also eligible for a range of benefits at the Company, including: medical, dental, vision, and basic life insurance coverage; 14 paid holidays per calendar year; paid vacation time per calendar year (ranging from 15 to 25 days) or eligibility to participate in the Company’s discretionary time‑off program; up to 10 paid sick days per calendar year; paid parental and compassionate leave; wellbeing programs for mental health and other wellness support; family planning support through Maven; commuter benefits; and reimbursements for fitness‑related expenses. #J-18808-Ljbffr