Netflix is one of the world's leading entertainment services, with over 300 million paid memberships in over 190 countries enjoying TV series, films and games across a wide variety of genres and languages. Members can play, pause and resume watching as much as they want, anytime, anywhere, and can change their plans at any time. • The Opportunity This is your opportunity to champion inclusion in our Seoul office and across APAC, partnering with HR, Talent Acquisition, and business leaders to embed inclusive practices throughout the employee journey. If you're passionate about creating equitable experiences and empowering individuals to do their best work, this role is for you.

You will help enable leaders and teams to drive creativity and innovation at Netflix by partnering with HRBPs, Talent Acquisition, and members of other Talent functions. You will drive results primarily through your partners, and you will work directly with the business teams when necessary. Your scope includes leading and managing key global inclusion initiatives in APAC alongside your regional peers (e.g., company engagement programs, employee resource groups, or learning and insights). Since you are working in a matrixed organisation, you will need to engage and communicate effectively across your local and functional stakeholders. Your key responsibilities include: • Enabling leaders to strengthen a consistent employee experience through insights and candor: When employees experience our culture inconsistently, their ability to do their best work suffers. The person in this role will partner with HRBPs, Talent Acquisition, and other Talent team members to support leaders when conducting comprehensive organizational reviews to ensure a consistent employee experience across the employment lifecycle. Examples include: mitigating bias in hiring and onboarding practices; spotting gaps in our feedback culture; understanding cultural barriers to inclusion of people with disabilities in the workplace. The analysis involves gathering insights from qualitative data (e.g., employee 1:1s, Focus Group Discussions, feedback, etc.) and quantitative data (e.g., sentiment surveys, employee lifecycle data, org composition metrics, etc.). • Driving business outcomes with talent peers to adapt and deliver solutions that enable inclusive leadership excellence: At Netflix, leaders succeed when they role model our values, build Dream Teams, and make decisions in Netflix’s long-term interests. The person in this role regularly collaborates with Talent Management peers; listens, consults, and advises with HRBPs to meet the needs of the business by curating and adapting centrally-designed solutions - or building bespoke in exceptional circumstances - guided by qualitative and quantitative insights; partners with HRBPs to execute solutions as needed. Examples include: coaching and advising HRBPs with tangible approaches for mitigating leaders’ bias in talent density decisions or the application of our compensation philosophy; partnering with HRBPs to equip leaders with inclusive leadership competencies to drive high performance and resilience within diverse teams; designing and rolling out solutions with HRBPs to enhance cross-functional collaboration in partnership with Talent Management peers. • Helping business teams scale inclusion as a business strategy: Creativity and innovation help Netflix maintain its competitive edge, and inclusion enables our advantage. The person in this role will be a thought partner to business colleagues as they take risks, learn, and innovate in their everyday work. Examples include: equipping teams involved in content, production, marcomms, and other Netflix business teams with tangible and actionable recommendations and good practices that help to drive excellence that delights our members; engaging employees by enhancing community, learning, and cultural understanding in the workplace through employee-led resource groups (ERGs).

• Experience: More than 5+ years in HR Business Partnering, Talent Management, or related HR roles. Cross-cultural experience in APAC is a strong advantage. • Inclusion Expertise: Deep fluency in how inclusive practices strengthen leadership competencies, team performance, cross-functional collaboration, and business outputs (e.g., events, production processes, etc). While direct experience is preferred, strong passion and a demonstrated track record of ongoing commitment in this area will also be valued. • Business Partnering & Talent Management: Proven capability to influence, coach, and provide strategic advisory, with tangible examples of partnering on Talent Management initiatives (e.g., leadership development, performance, inclusion programs), grounded in both data and sound judgment. • Learning & Organizational Development: Hands-on experience designing/adapting, and implementing learning strategies, leadership development programs, or organizational effectiveness initiatives that strengthen culture, inclusion, and talent density. • Stakeholder & Project Management: Strong track record of partnering effectively across functions, geographies, and time zones. • Analytical & Storytelling skills: Advanced ability to diagnose inconsistencies in employee experience, quantify impact, and translate insights into data-informed solutions. • Talent Lifecycle Impact: Hands-on experience embedding inclusion across hiring, onboarding, leadership development, team effectiveness, and change management to build talent density. • Market Knowledge: Deep understanding of the Korean talent, labor, and entertainment landscape, particularly dynamics affecting historically marginalized groups - especially people with disabilities; familiarity with labor laws across APAC is a plus. • Learning Agility: High adaptability with a track record of leveraging employee experience and inclusion as levers for business performance and innovation. • Language Skills: Fluency in English and Korean, with the ability to communicate complex, nuanced concepts (e.g., unconscious bias, privilege, allyship) with clarity and impact.

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