People & Culture Business Partner

Description

About Angel

Angel is the home of stories that amplify light. Raised kids? Ran a household? That’s experience, and it counts!
If you’ve managed a family, you’ve managed chaos, budgets,  people and more!  Millions of people can help choose which films and series we make next, and that changes how the work feels: creators and audiences build each project together, and the story behind the story matters as much as what ends up on screen.

We're a team that cares about work and about each other. If you want to help build something that Amplifies Light, we'd love to meet you. Join us and be part of stories that amplify light!

Summary

Every team at Angel has questions that don't fit neatly into one specialty: how to structure the team, how to give hard feedback, what to do when someone needs an accommodation. This role is where those questions land. You'll own the People & Culture relationship for a set of assigned groups within Angel. You'll partner in their meetings, know their goals and their people, and be the first call for their leaders and Team Members, from planning a role, to the first day and when it occurs, also to a team member's last day. When the work needs a specialist in recruiting, compensation, benefits, leave or systems, you bring them in, make sure the need gets met, and close the loop with the leader.

Done well, this work means leaders who make people decisions with confidence, Team Members who know where to go, and you are their specialized support and contact within the People team. .

Requirements

 Expectations of Leaders at Angel Studios: 

• Amplify light in every action.
• As the owner of your outcomes, you are empowered to break down silos and coordinate with any and all people you need in order to reach your goals. 
• You are ultimately responsible for achieving the outcomes while also using resources wisely - whether that be money, people, or time.
• Know your customer - it might be our viewers, investors, creators, or internal Angel Teams. Ensure you understand your customer and are providing what THEY need and not just what you want to build. 

Core Responsibilities

• Partnership with your customer groups
• Be the primary People & Culture contact for the leaders and Team Members in your assigned client groups.
• Partner in your groups' team and leadership meetings so you know their goals, pressures and people.
• Bring what you hear and find as needs back to the People & Culture team: trends, risks, and what leaders need next.
• Partner with the VP of People and Culture in relation to people data, such as turnover, headcount and engagement, to show leaders what's happening in their teams.
• Team design and workforce planning
• Help leaders organize their teams: structure, role clarity, reporting lines and span of control.
• Support leaders through reorganizations and other changes, including how they're communicated.
• Work with leaders on headcount plans and draft job descriptions for their roles.
• Own the what and why of each open role with the leader. Talent Acquisition runs the search, and you weigh in on finalists when the leader asks.
• Feedback, performance and growth
• Coach leaders to give clear, timely feedback and to hold difficult conversations well.
• Guide your leaders through performance reviews, calibration and promotions, and help them use Total Rewards' pay guidance.
• Help leaders build development plans and spot Team Members who are making an impact.
• Team Member relations
• Support team members and leaders by guiding them through concerns, conflicts and conduct issues in your assigned groups, and work them through to a fair resolution.
• Advise leaders on performance plans and separations, and make sure each one is consistent and reviewed before it happens.
• Accommodations, leave and compliance
• Lead the interactive process for accommodation requests in your client groups.
• Walk Team Members and leaders through leaves of absence and returns to work, in partnership with leave administration aspects as applicable.
• Spot and raise compliance needs including multi-state aspects, before they become problems.
• Life cycle and experience
• Make sure new hires in your client groups land well, working with the recruiting and onboarding team.
• Stay close to engagement and retention in your groups, and act early when something is off.
• See role changes, transfers and exits through, so the Team Member and the leader both know what happens next.

If you need an accommodation to do any of this, tell us and we'll work with you.

 How this role works with the rest of People & Culture 

You own the relationship and the judgment calls; specialists on the People & Culture team own the specialist work. You stay the leader's partner the whole way through.

• Hiring: You define the role and the need with the leader, and weigh in on finalists when asked. Talent Acquisition sources, screens, schedules and extends offers.
• Job descriptions and pay: You draft the job description with the leader, bring pay questions forward, and explain decisions. Total Rewards sets level, classification and pay.
• Benefits, payroll and leave: You make sure the Team Member gets to the right person and gets an answer. Benefits, payroll and leave administration process the work.
• Systems and records: You use the HRIS to understand and report on your client groups. The HRIS team configures systems and manages access.

Required education and experience

• At least 5 years of human resources experience, including 2 or more years as a business partner or generalist working directly with leaders.
• Hands-on experience with Team Member relations: coaching leaders, performance management, investigations and separations.
• Working knowledge of federal and state employment law, including FLSA, EEO, ADA and FMLA, and experience leading the accommodation interactive process.
• Experience helping leaders with team needs, role design or workforce planning.
• Experience using an HRIS.

Preferred Background

• Experience as a business partner based at a company's headquarters, working in person with senior and executive leaders, as opposed to supporting a satellite or branch location.
• Bachelor's degree in a business-related field, or equivalent experience.
• Experience supporting teams across multiple states.
• Experience in a fast-growing or publicly traded company.
• Familiarity with Angel, the Angel Guild, and our body of work (films, series, and other projects). 

 Competencies  

• You listen before you advise, and you write and speak plainly.
• Leaders call you before the problem gets big, because you've earned their trust.
• You use independent judgment: you know when to coach, when to decide, and when to involve others.
• You can tell a senior leader something they don't want to hear, with candor and positive intent.
• You can keep confidence, including about pay, health and investigations.
• You handle several client groups at once without dropping the details.
• You're comfortable with ambiguity and find the answer when there isn't a playbook.
• You take ownership, share context, and are candid with positive intent.
• You're at home in Google Workspace and an HRIS.

Work Environment & Requirements

This is an on-site role, and being present with the teams you support is essential to it. When in the main office, expect a comfortable, air-conditioned work environment. Team Members are issued their own desks, but the office is an open, shared space and can be fast-paced and occasionally noisy.

Physical demands: This is a desk role. You'll spend most of the day at a computer or in meetings with the teams you support. If you need a reasonable accommodation to do any of that, tell us and we'll work with you.

Travel required: We don't anticipate significant travel for this position.

 Work authorization 

You must be authorized to work in the United States.

 Confidentiality and disclosure 

You'll work with confidential Team Member information every day: pay, performance, health and accommodation details, and investigations. Share it only with the people who need it to do their jobs, and follow Angel's confidentiality, insider trading, and information security policies. Angel Studios is publicly traded, so some of what you learn about the business can count as material nonpublic information, which means this role falls under our insider trading policy and any applicable trading window restrictions.

Nothing in this job description, or in any Angel Studios policy or agreement, prohibits or restricts a team member from reporting possible violations of law to, filing a charge or complaint with, or communicating or cooperating with any federal, state, or local government agency or regulator, including the Equal Employment Opportunity Commission, the Securities and Exchange Commission, the National Labor Relations Board, or the Department of Labor, without notice to or approval from Angel Studios. Nothing in this description limits a team member's rights under Section 7 of the National Labor Relations Act, including the right to discuss wages, hours, and other terms and conditions of employment.

EEO Statement

At Angel Studios, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and team members.

 Required notices 

Angel participates in E-Verify and will confirm your authorization to work in the United States after you accept an offer.

• E-Verify Participation Poster
• Right to Work Poster
• Know Your Rights: Workplace Discrimination is Illegal

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the team member for this job. Duties, responsibilities and activities may change at any time with or without notice.  

  Applicants have Federal employment law rights. For more information about these protections, please review the following official posters:

• https://www.dol.gov/agencies/whd/posters/fmla
• https://www.eeoc.gov/poster
• https://www.dol.gov/agencies/whd/posters/employee-polygraph-protection-act

 At-will employment 

This job description is not a contract of employment and does not alter the at-will nature of employment with Angel Studios. Either the team member or Angel Studios may end the employment relationship at any time, with or without cause and with or without notice.