WHO WE ARE

NCSOFT is a premiere digital entertainment company and global publisher with worldwide locations and more than 4,000 employees focused on bringing extraordinary games to life for millions of fans around the world. Established in 1997 and headquartered in Seoul, South Korea, we quickly became a key leader in online games. Best known for critically acclaimed franchises including Lineage, Aion, Guild Wars, and Blade & Soul, NCSOFT is also one of the world’s top mobile developers with Lineage 2M occupying the #1 grossing revenue slot on Google Play. Our core goal is making people in this world happier by delivering games that entertain a globally connected audience has remained the same. Our culture is innovative, creative, collaborative and impactful, and we are passionate about creating the best gaming experiences for our players.

WHO YOU ARE

We are looking for a stellar VP, Human Resources to help take NCI Interactive and ArenaNet to the next level and build an incredibly high-performance culture.  As a key member of the leadership team, you will be a true partner with our executive team and managers in providing consultative support and outstanding human capital programs that translate their tactical business plans into human resource strategic and operational plans. These partnerships will be focused on building and engaging a team of high performing employees who understand and are committed to and excited about the values, vision, and mission of NCI and ArenaNet.

As the VP, Human Resources we are depending on you to be responsible for building an outstanding Human Resource team, focused on ensuring the company has the right people with the necessary skills and capabilities to execute on the company’s strategic direction. You will also need to keep in mind our focus and desire to find the best and the brightest gaming talent who are innovative, curious, and fun.

So in a nutshell, you will need to lead the company’s organizational analysis and design, evaluate and own the recruiting process, create and launch a culturally aligned on-boarding process, refine and implement individual goal setting/performance measurement, career development and management tools, assess the state of position development and training culminating in succession planning, lead the compensation structure focused on pay for performance, manage and continually assess our benefits and their administration, and own employee relations focusing on increasing our employee engagement and productivity.

WHAT YOU'LL DO 

  • Assist the studio and assigned HRBP’s to further refine their visions, missions and values and drive understanding into the organizations to support culture development.
  • Support leadership in ensuring all employees understand their roles and are focused on supporting business objectives for the companies
  • Build a collaborative partnership with Studio Heads and management in individual studios, as well as build relationships and drive communication across the executive management team.
  • Partner and support the hiring managers in developing and implementing human capital practices and strategies that develop the relevant competencies and skills necessary for the company’s success.
  • Manage recruiting and on-boarding programs focused on identifying, hiring, and retaining top talent.
  • Work with and support the leadership team in developing company strategies, plans, and programs that focus on developing and motivating their amazing talent.
  • Lead the human resource team in the translating company strategies and tactical objectives in to amazing human resource strategies and programs that focus on supporting each of the hiring managers and the company.
  • Hire, plan, coordinate, and manage the administrative and office support functions of the company.
  • Responsible for providing human resource input, direction, and leadership in talent acquisition, management, employee relations, employee training and development, employee succession planning, employee engagement, process improvement, and technology improvements.
  • Evaluate and oversee the performance management and compensation tools and processes ensuring employees receive appropriate feedback, motivation, incentives and compensation to create and maintain engagement and in turn build a team excited to do what they do.
  • Assist HRBP’s within the company to continually drive better performance management and metrics. In addition, continue to improve corrective action processes.
  • Evaluate and recommend best practices for designing HR systems (ATS, HRIS, Payroll)
  • Evaluate benefits programs and make recommendations to senior management for continual improvements to assist in attracting and retaining top talent.
  • Working with legal counsel to ensure legal compliance affecting Human Resources function within North America and the UK (e.g., OSHA, EEO, FMLA, ADA, Wage & Hour, Unemployment, OFCCP), as well as other related government regulations. Identifies issues and monitors compliance and acts as primary contact.
  • Development, communication and implementation of Human Resources policies and procedures ensuring that we are in full compliance with applicable laws, standards and government regulations.

WHAT YOU'LL NEED TO BE SUCCESSFUL 

  • 15 plus years of HR experience, with at least 5 years at the senior management level.
  • Bachelor’s Degree in Human Resource Management or Business Management with an MBA or MS in Organizational Development preferred, as well as SPHR credentials.
  • Experience with acquisitions and cultural integration is a must.
  • International / Global experience is required.
  • Demonstrate the ability to think strategically and to develop long-term human resource initiatives focused on people and the business.
  • Experience with the design, creation, and implementation of a pay for performance compensation program, performance management programs, and succession planning programs.
  • Knowledge of international employment law, as well as, North American federal and state employment laws and regulations.
  • Experience in implementing and managing employee benefit programs such as health, disability, life, retirement, etc.
  • Ability to communicate in both written and verbal form.
  • Strong interpersonal skills.
  • Experience in managing and building a HR function in a fast-paced, complex, growing, high-tech organization.
  • Experience in gaming is preferred.
  • Strong computer skills in Outlook, MS Office and internet.

Apply for this Job

* Required

  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at NCSOFT are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.