Sr. Director, Human Resources

Job Description

Sr. Director, Human Resources (Technology)

Awesome Job: Senior Director, Human Resources (Technology)

Great Location: Hollywood, Scottsdale, or Chicago

CULTURE

We're fans who help fans everywhere get into the live events they love. A proud division of Live Nation Entertainment, Ticketmaster has changed the way the world connects with their favourite artists, teams, and shows, and we continue to shape innovation every day. We're not just selling tickets (though we do that better than anyone else), we're enriching lives one amazing experience at a time. And we think that's pretty amazing. If you're passionate about the magic of live entertainment like we are, and you want to work at a company dedicated to helping millions of fans experience it, we want to hear from you.

We have a 'Fan First' mindset, placing customers at the heart of everything we do. Whether working behind the scenes or engaging directly with the 'Fan' you will be part of a culture that supports and enriches the fan experience. Your work, our passion… delivering world class experiences – Fan First.

THE JOB

The Senior Director, Human Resources will be a key member of the Global Human Resources team and consultative partner with our Global Technology and HR leadership teams to drive TM's business & talent goals. This role demands partnering closely with business leaders at all levels, leadership, and employees throughout the organization to ensure talent capabilities drive and support our business objectives. The Senior Director, Human Resources role will continue to evolve and change as the company grows and as the Global Tech organization evolves to a global operating model, to partner on the people strategy required to meet these business goals. The ideal candidate will thrive in a dynamic and changing environment (it's fast here!) and have fun while getting a lot of great work done.

This position reports into the EVP, Human Resources, and should be the primary contact for any HR-related requests and reporting on People Management data and insights within the assigned client group. They will also be accountable for execution/roll out of Company-wide HR programs, including those in partnership with LNE.

Additionally, the Senior Director, Human Resources will play a consultative role advising senior business leaders on potential business strategy and HR contributions, implications and risks of proposed business initiatives, both inside the business unit, the US and more widely within the Global HR function.

WHAT THIS ROLE WILL DO

Actively participating in the leadership meetings of Global HR and the Global Technology Team and to remain abreast of current and future departmental activities to understand the objectives of the business, and acts as partner on all people-related matters.

HR Business Partnership
• To act as the lead HR contact for all Global Technology, to include management regionally located HRD and working in close partnership with other HR leads to move towards a single global framework.
• Partner with HR and Global Technology leadership teams on the key objectives and strategy for the organizations, ensuring that the HR initiatives and programs are clearly aligned with those priorities.
• Play a key role in leading talent review, compensation, performance management processes and providing support and input for the businesses strategic business projects and long-term planning and budgeting processes.
• Respond to employee and management questions, requests and concerns in a timely manner.
• Conduct investigations of employee relations issues and resolve according to law, company policy and precedent.
• Work in partnership with Business Leads on development and implementation of performance improvement plans as necessary, conflict resolution, up to and including terminations as appropriate.
• Provide tactical human resource leadership for the region on business issues affecting the division, manage day-to-day operations of the HR function, and provide input for problem solving, consistency and/or action planning.

Workforce Planning/Talent Management
• Works closely with the hiring managers, and as a strategic partner to Technology leadership in partnership with Talent Acquisition, to establish and forecast people needs, establish staffing priorities, and manage related changes.
• Ensures a smooth on-boarding process in partnership with the hiring managers.
• Consults on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement.
• Assists managers and leaders in identifying who their talent is and assesses/actions learning needs and developmental opportunities to result in a documented succession and retention plan to assure bench strength as well as the growth of our employees
• Partners with management and Compensation on job titling and levelling (aligned to Technology career ladders/LNE Job Levelling Framework) and act as decision maker across Global Tech org on placement within framework to ensure internal and external equity,
• Provides guidance on the creation of job descriptions and job analysis.
• Partners with the Compensation & Benefits teams on ad hoc issues as well as formal cycles related to promotions, bonus plans, and salary increases, including employee compensation equity and positions in need of re-evaluation.
• Executes retention efforts including risk analysis.

Culture
• Working with Tech leads to identify training needs and build into training plan for the business with the HR COEs/and building towards a coaching culture across all Global technology.
• Act as a lead voice on Technology Diversity planning and execution, to ensure we continue to increase representation across all levels and drove LNE global diversity targets through Global Technology Teams
• Analyses' and communicates employee survey results and works with the leadership team(s) to develop departmental strategies based on feedback/results.
• Facilitates team building, strategic meetings, and planning sessions.

Business Operations
• Plays an integral role in organizational realignments, layoffs, position eliminations, relocations, outsourcing, office closings & integrations.
• Where required manage HR due diligence and transaction support for any Change Management activity, including integration, M&A as needed.
• Ensures compliance with and highlights to wider team relevance of any legal or regulatory changes pertaining to labor, wage and hour, and employment laws, including manager communication/training.
• Assist with and ensure proper processing of employee status change requests and paperwork.
• Assists in the administration of FMLA and other LOAs.
• Answers routine benefits questions and refers employees to appropriate resources.
• Advocates and supports use of Workday as a primary source of all HR Administration.
• Management of all HR related administrative activities as required.

TECHNICAL SKILLS/COMPETENCIES
• 15+ years of HR business partner experience
• HR Related Degree or similar qualifications
• Knowledge of US Employment Law
• Comfortable at using the whole Microsoft Office suite, especially Excel
• Ability to navigate HRIS systems

BEHAVIORAL SKILLS/COMPETENCIES
• Ability to operate at leadership level within a business(es), as a key member of the leadership team
• Must have worked in a fast paced globally matrixed i

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Jobcode: Reference SBJ-g3v70q-3-133-159-224-42 in your application.