Sr. Manager, People and Culture in Los Angeles, California at FIFTH SEASON

About FIFTH SEASON

FIFTH SEASON is an entertainment industry leader specializing in the development, production, financing, and distribution of premium films, television series, and documentaries. Known for its artist-first approach, the company has produced critically acclaimed films such as Book Club, The Lost Daughter, Nonnas, and Friendship, as well as award-winning series like Severance, His & Hers, Nine Perfect Strangers, Omnivore, and Tokyo Vice. FIFTH SEASON operates with a full-service worldwide distribution infrastructure and boasts a vast network of production hubs across North America, Europe, and Asia. In addition to its successful slate of original productions, FIFTH SEASON’s global distribution arm handles a robust third-party library of hundreds of titles, including hit series such as Killing Eve, Normal People, The Morning Show, and The Night Manager. The company is headquartered in Los Angeles, New York, and London, with offices worldwide. Shareholders include CJ ENM, Toho, and Endeavor.

Our Culture:

A studio with a soul, FIFTH SEASON is proud to be an anti-racist and feminist company, focused on leaving the entertainment business better than we found it. We empower freedom and ownership, delivering the expertise of a big studio with the entrepreneurial spirit and creativity of a start-up.

We offer competitive compensation, benefits, and opportunities for professional growth in a dynamic and exciting industry. The ideal candidate is driven and hungry to learn and wants to be in the trenches of the entertainment industry. If you meet the above requirements and are excited about this opportunity, we invite you to apply.

Position Summary:

We are seeking an accomplished and business-minded Senior Manager to join our global People & Culture team. Reporting directly to the CHRO, this role will serve as a strategic partner across key people and organizational priorities while independently overseeing compensation planning, departmental budgeting, talent acquisition, workforce analytics, and US HR operations.

The position will also serve in a chief-of-staff capacity to the CHRO, supporting executive and Board presentations, business analysis, strategic initiatives, and decision-making. The ideal candidate combines strong HR expertise, business and financial acumen, analytical capabilities, executive communication skills, and the ability to balance strategy with hands-on execution.

Job Responsibilities

Strategic Partnership & Executive Support

• Serve as a strategic partner to the CHRO, supporting the development, execution, and communication of company-wide people strategies and organizational priorities.
• Function in a chief-of-staff capacity, supporting strategic planning, executive preparation, special initiatives, and cross-functional coordination.
• Develop executive and Board-level presentations, business cases, analyses, and recommendations, translating complex HR, financial, and organizational information into clear, actionable insights.
• Anticipate business needs, identify challenges and opportunities, and drive follow-through on key priorities and strategic initiatives.

Compensation Planning, Analytics & Reporting

• Lead compensation planning and analysis, including annual merit cycles, salary reviews, incentive compensation, promotions, and market benchmarking.
• Develop compensation models, workforce cost projections, and financial analyses to support compensation and broader business decisions.
• Partner with the US HR Manager to ensure compensation data accuracy, effective administration, and implementation of approved changes.
• Maintain appropriate confidentiality and controls surrounding sensitive compensation and employee information.

Departmental Budgeting & Financial Management

• Manage the People & Culture departmental budget, including annual planning, forecasting, expense tracking, variance analysis, and financial reporting.
• Partner with Finance to develop financial models and projections, monitor expenditures and trends, and identify opportunities for cost efficiencies.
• Support headcount planning, organizational restructuring, and resource allocation decisions through financial and workforce analysis.
• Prepare executive-ready budget summaries and recommendations to support planning and decision-making.

Talent Acquisition & Workforce Planning

• Lead talent acquisition across assigned corporate functions, partnering with hiring managers to assess staffing needs, develop recruitment strategies, and identify qualified talent.
• Manage the full recruitment lifecycle, including sourcing, candidate assessment, interview coordination, offer development, and hiring recommendations.
• Support workforce planning, organizational design, and talent management initiatives aligned with business needs.
• Monitor recruiting activity and trends, providing insights into recruitment effectiveness, hiring costs, and workforce needs.

HR Operations Leadership & Organizational Effectiveness

• Provide direct leadership and oversight to the US HR Manager, ensuring effective administration of payroll, benefits, leaves of absence, HRIS, compensation data, and employee lifecycle processes.
• Establish operational expectations and accountability while ensuring routine HR administration is appropriately delegated and escalations are effectively managed.
• Identify and lead opportunities to streamline HR processes, improve efficiency, strengthen service delivery, and enhance organizational effectiveness.
• Develop workforce dashboards and reporting that provide actionable insights into headcount, turnover, compensation costs, recruitment, and other key people metrics.
• Partner with HR leadership and business stakeholders on cross-functional initiatives, organizational priorities, and special projects assigned by the CHRO.

Requirements and Qualifications

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related discipline, or equivalent professional experience.
• Significant progressive experience in HR business partnership, people strategy, HR operations, compensation, or related corporate functions.
• Proven experience supporting senior executives and preparing sophisticated executive-level presentations, financial analyses, and business recommendations.
• Advanced Microsoft Excel proficiency, including complex formulas, pivot tables, compensation modeling, financial forecasting, and data analysis.
• Advanced Microsoft PowerPoint proficiency, with demonstrated ability to independently create polished, compelling executive and board-level presentations.
• Strong knowledge of compensation planning, salary analysis, incentive programs, workforce cost modeling, and HR analytics.
• Experience managing departmental budgets, forecasts, and financial reporting.
• Demonstrated experience leading recruitment initiatives and partnering with business leaders on workforce planning.
• Experience managing employees or providing oversight of HR operational functions.
• Exceptional analytical skills, business acumen, executive communication, and strategic problem-solving capabilities.
• Ability to independently manage competing priorities, anticipate needs, and consistently deliver high-quality work.
• Strong professional judgment, maturity, and discretion when handling confidential organizational, financial, and personnel information.

Preferred Qualifications

• Experience within the entertainment, media, television, film, or production industries.
• Experience working in a global organization or supporting international operations.
• Previous experience partnering directly with a CHRO, Chief People Officer, or senior corporate executive.
• Experience supporting organizational transformation, restructurings, or strategic business initiatives.
• Professional HR certification, such as SHRM-SCP or SPHR.

Selection Process: As part of our selection process, finalists may be invited to participate in practical, job-related assessments designed to demonstrate their analytical, technical, and executive communication capabilities. These may include a live Excel-based analytical exercise and an executive presentation, allowing candidates to showcase their approach to problem-solving, financial analysis, and communicating strategic recommendations.

Compensation Range: $130-$160K