The HR function at Take-Two is one of the most complex and high stakes client groups in the organization, spanning three labels (Take-Two, 2K, and Zynga), thousands of employees globally, and a leadership team navigating constant transformation
As the Director, HR Business Partner for HR, you won’t just support the business, you are the business
In this role, you’ll serve as the strategic partner to HR leadership teams across all three labels, helping translate enterprise HR strategy into actionable people programs, org design decisions, and operating plans
You’ll sit at the intersection of strategy and execution, bringing the same rigor and partnership to the HR function that HRBPs bring to their client groups in the business every day. It’s a rare opportunity to shape how a world-class people organization runs, from the inside
Serve as the primary strategic partner to the HR leadership teams across Zynga, 2K, and Take-Two, translating HR strategy into priorities, programs, and operating plans for the global HR function
Lead workforce planning and organizational design for HR teams, including role clarity, resourcing decisions, and structural recommendations, ensuring the function is built to support current and future business needs
Drive talent management for HR leaders and critical HR roles, including succession planning, leadership development, performance calibration, and targeted retention strategies
Advise on compensation, mobility, and promotions within the HR function in partnership with Total Rewards, ensuring internal equity and market competitiveness
Lead and sponsor change initiatives that impact the HR function, owning scope, timeline, stakeholder engagement, and change readiness from start to finish




Manage HR risk and employee relations escalations that arise within the HR function, coordinating with Legal and Employee Relations to resolve matters with discretion and confidentiality
Deliver people analytics and actionable insights that inform decision-making HR leaders, turning data into clear recommendations
Co-design and deliver HR programs in partnership with Centers of Expertise (Total Rewards, Talent, Learning, People Ops), sharing accountability for program quality and adoption across the function
Ensure compliance across HR policies and programs in partnership with Legal and Compliance, accounting for multi-jurisdictional employment law and data privacy requirements
Partner with Finance and the SVP of HR to align HR headcount, operating spend, and investments to budget, with shared accountability for financial outcomes
Coordinate cross-functional HR initiatives with Business HRBPs and People Ops, ensuring consistent execution, clear handoffs, and alignment across the broader organization
Advantages Medical (HSA & FSA)/Dental/Vision
Game Release Events
Company Parties, Monthly Socials, and Team Challenges
Free Games
Employee Discount Programs
Fitness Allowance
Charitable Giving Platform with Company Match
Learning & Development
In-House Wellness Program
Commuter Benefits
Employee Stock Purchase Plan
401(k) with Company Match




Experience managing HR risk and employee relations escalations with sound judgment, discretion, and collaboration with LegalProficiency with people analytics, with the ability to synthesize data into clear, actionable insights for senior stakeholders8+ years of progressive HR Business Partner experience, including direct support of senior leadership (VP level and above) in a complex, matrixed organizationWorking knowledge of multi-jurisdictional employment law, particularly across North America (US and Canada required; additional geographies a plus)Demonstrated experience supporting an HR function as a client group, with an understanding of the unique dynamics of partnering with people professionalsCommercial acumen and budget awareness, with experience partnering with Finance on headcount planning and operating spendChange management expertise, including planning, stakeholder engagement, and adoption measurement for large-scale initiativesExceptional stakeholder influence skills, with comfort pushing back, building consensus, and navigating competing priorities across multiple leadership teamsTrack record leading talent management programs, including succession planning, leadership development, and performance calibration for senior and critical rolesStrong organizational design and workforce planning capabilities, with the ability to translate business strategy into structural and staffing recommendationsExperience in the gaming, entertainment, or tech industryExposure to a multi-label or multi-brand corporate structureFamiliarity with HR tools and platforms used in enterprise-scale people operations (e.g., Workday)Coaching certification or formal leadership development training

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📌 Director / HR Business Partner for HR (Ontario)
🏢 Take Two Interactive
📍 Ontario