HR Advisor

Job Description

Location: Manchester or London, UK
Division: Ticketmaster
Line Manager: HR Manager, EMEA
Contract Terms: Permanent, full-time/40 hours per week (Hybrid)
THE TEAM
The HR Business Operations Team works closely with non-Tech lines of business (LOB) globally and is leading the charge on compliance driven HR practices across Canada, USA, UK and Ireland, while partnering with our Regional HR teams and peers on compliance in local markets. Our team drives strategic alignment on HR practices to achieve business objectives while upholding Ticketmaster's core values across the Fan Support, Support & Operations, Corporate functions, Portfolio Companies, and the North American Regional Sales teams.
The HR Business Operations team embodies Ticketmaster's values and develops meaningful relationships with our client groups across the organization to foster equity and reinforce the continued adoption of HR best practices and delivery of business objectives. We drive evidence-based decision making, leveraging people data, feedback, and context to provide strategic guidance to business leads.
THE JOB
Working primarily across the Fan Support and Support & Operations LOBs, the HR Advisor will be responsible for working with teams, people managers, individual contributors and key internal stakeholders to help shape and implement effective people strategies and activities within each LOB and across the broader organization. It is expected that this role develops a strong understanding of Ticketmaster's culture, vision, mission, values, and strategic objectives in order to support Leaders in the effective management of employee relations and ultimately aiding in Ticketmaster's success.
The role's primary function is to build partnerships with the business, to problem solve and help optimize each LOBs performance and culture. The role requires being solution oriented, able to understand interpersonal dynamics as well as broad business objectives, and through discussion and partnership, help teams and managers build appropriate solutions. This role will help to build and leverage various Talent Management resources and tools, with the support of partners across the HR Team and the business.
WHAT YOU WILL BE DOING
Employee Relations
• Lead internal investigations of employee relations issues and resolve according to law, company policy and precedent, escalating within reporting line and/or Legal, as required.
• 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.
• Ensure compliance with and communicate highlights to wider team of any legal or regulatory changes pertaining to labor, wage and hour, and employment laws, including manager communication/training.
Talent Management
• Operate as the primary point of contact and triage inquiries for assigned client groups to provide clarity to employees on questions surrounding policy, procedure, benefit plans, perks, LOA's, etc., and escalate with internal Centers of Excellence (COEs), as needed.
• Partner with the business and provide support to the HRM, EMEA on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement.
• Actively participate in select leadership meetings for business areas to remain abreast of current and future departmental activities and generally understand the objectives of the business, and acts as partner on all people-related matters
• Oversee the on-boarding process for the business area and/or region
• Identify and evaluate turnover and retention focus areas to mitigate regrettable attrition
• Support HRMs will rollout and action planning of annual employee survey results and work with business area to develop strategies based on feedback/results.
• Assist managers in identifying their talent and assessing/actioning learning needs and developmental opportunities
• Partner with the Learning & Development team in the design and facilitation of training and education programs linked to development plans
• Coach managers and employees on career development
• Partner with managers and Compensation on Job Levelling to ensure consistent and maintained levelling integrity.
• Take ownership and manage people data for the assigned client group.
HR/COE Partnership
• Partner with HR Team and business area leads related to promotions, bonus plans, and salary increases, including partnering with Compensation on employee compensation equity and positions in need of re-evaluation
• Oversee the delivery of the process for TM's performance management systems and compensation review programs for their divisions
• Partner with the employee experience team on the implementation and follow up from employee surveys
• Provide guidance on the creation of job descriptions and job analysis
• Help business areas ensure proper processing of employee status change requests and paperwork
• Oversee and provide guidance on company policies and procedures
• Be first point of escalation for HR Shared Services on complex questions that fall outside of standard policy
• Advocate and support use of Workday as a primary source of all HR Administration
• Partner with Equity team on the implementation of initiatives and advocate for Equity within our organization
• Utilize HR metrics as part of day-to-day HR activities
HR Business Partnership
• Be the primary point of contact for assigned client groups/business areas to consult on routine and ad hoc questions around HR policy and people queries
• Review and advise on team design principles creating environments where people can thrive
• Provide input on proposed people policies, providing the unique insight to how it can be operationalized
• Be a central point within the HR team to help advise on implementation of systems to improve people services
WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)
• Demonstrated experience resolving employee relations issues
• Excellent interpersonal, verbal and written communication skills
• Excellent analytical, critical thinking, and problem-solving skills
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws
• Proficient with Microsoft Office Suite
• Proficient in Workday or similar HRIS
YOU (BEHAVIOURAL SKILLS)
• Problem Solving- At an early career stage this will involve finding ways to deliver outcomes to various requests and tasks when the solution can be unclear. As you advance through your career the types of problems will become more complex and you will become more knowledgeable about the potential impacts on equity that your solutions can cause. As you advance towards the expert level the problem solving with involve solving problems in a more systematic way and, less ad hoc in ways that can deliver outcomes equitably and with clear logic to justify them.
• Adaptability- In the early stages of your career this will involve being able context shift from tas

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Jobcode: Reference SBJ-o1o5pp-216-73-216-211-42 in your application.