HR Manager

Job Description

HR MANAGER

Location: Austin, Chicago, Nashville, Atlanta, Philadelphia, Cincinnati

Division: Ticketmaster NA

Line Manager: Senior Manager, HR

Contract Terms: Permanent, full time 40 hours a week

THE TEAM

The HR Business Operations Team works closely with the non-Tech Lines of Business (LOB) across TM Global major markets including Canada, USA, UK and Ireland.
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 as well as the North American Regional Sales teams.

THE JOB

The HR Manager role is at the core of our HR Business Partner function. Working with teams, people managers 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 organizational strategy, culture, vision, mission, values, and strategic objectives in order to support Leaders achieve prioritized deliverables, ultimately aiding in Ticketmaster's success.

The role's primary function is to partner with the Leaders within their client alignment to develop creative solutions to mitigate challenges across their workforce. This requires a solution oriented and resourceful approach from an individual who has a demonstrated track record of implementing HR best practices leveraging integrated talent management and workforce planning strategies.

WHAT YOU WILL BE DOING

Human Resources Business Partnership (HRBP)
• Partner with business leads on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement.
• Work closely with the hiring managers, finance business partners and Talent Acquisition, to establish and forecast people needs, establish staffing priorities, and manage related changes. Present quarterly roadmaps of TA requirements to HR Bus Ops Leadership.
• Actively participate in senior leadership (SLT) meetings to remain abreast of current and future priorities; challenges; and successes and contribute people-centric content to meeting agendas.
• Provide guidance to Leaders on best practices related to organizational structure, design and fostering effective and inclusive environments for employees.
• Monitor on-boarding processes for LOB new hires and partner with the Shared Services team to escalate as needed.
• Identify and evaluate turnover and retention focus areas to mitigate voluntary attrition.
• Analyze employee survey results and work with HR Bus Ops Leadership and the business team(s) to develop specific LOB strategies based on survey results and insights.
• Partner across the HR Centers of Excellence (COEs) to design, facilitate and track programming linked to development plans (i.e. training and education).
• Coach people managers and employees on career development including the design of Development Plans
• Partner with people managers and appropriate COE(s) on Job Levelling exercises to ensure consistent and maintained levelling data integrity.
• Take ownership and manage people data for dedicated client alignment.

Cross Functional HR Partnership
• Partner with the Compensation & Benefits COEs 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.
• Oversee the delivery of each LOB's performance management process and ultimately facilitate the change management of moving to a unified solution.
• Partner with the Employee Experience COE on the implementation; execution and follow up of engagement surveys.
• Provide guidance on the creation of job descriptions and job analysis.
• Partner with Shared Services to ensure proper processing of employee status change requests and paperwork for relevant client alignment.
• Oversee and provide guidance on policy adherence on LOA's.
• Ensure appropriate internal corporate teams as related to Benefits; Payroll; and IT are providing timely and thorough responses to employee inquiries.
• Advocate and support use of Workday as a primary source of all HR Administration.
• Partner with Equity COE on the implementation of Equity based initiatives and advocate for Equity within our organization.
• Provide feedback and insight pertaining to specific LOB needs that may be impacted by newly proposed policies, systems and/or processes.

Employee Relations
• Conduct investigations of employee relations issues and resolve according to law, company policy and precedent, escalating to HR Bus Ops Leadership 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 labour, wage and hour, and employment laws, including manager communication/training.

WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)
• 5-7 years proven track record in an HRBP capacity
• HR Management degree, or equivalent work experience
• US HR Designation (or in progress) is considered an asset
• Solid understanding of US employment legislation, in particular FMLA; FLSA; state pay transparency laws.
• Solutions-oriented approach
• Creative, out of the box thinker
• Optimistic outlook and attitude
• Entrepreneurial mindset highly valued
• Excellent verbal and written communication in English, additional languages considered beneficial, given our global matrix
• Demonstrated ability to work independently and operate in a highly resourceful capacity.
• Proficiency in MS Office Suite tools such as Excel, PowerPoint, Word, etc.
• Familiarity with HRIS system(s) such as Workday is considered an asset

YOU (BEHAVIOURAL SKILLS)
• Employee Engagement- In the early stages of the career this will be focused on delivering outcomes to your partners that allow them to complete a task and processes and therefore achieve a specific aim. As you progress in your career this will develop into an understanding of the key drivers of engagement and, what elements of the Talent Management system can impact those drivers. At an expert level you will have a deep understanding of how we design and measure our impact on Engagement.
• Talent Management- The core of the team is the ability to understand the key areas of Talent Management. In the earlier stages of your career this may be focused mostly on dealing with active Performance/conduct Management or Sickness Absence. As you progress this will extend beyond these areas and include more preventative Talent Management practices and the increasing utilization of data to understand the overall Talent Management landscape and make data lead, evidence-based decisions to improve the employee experience and engagement. At the expert level this will involve understanding the importance of frameworks to govern these practices and developing Talent Management systems which include self-governance and equity.
• Consultation- Partnering with our business partners and other HR partners is a constant requirement and requires an ability to consult with people, understand their needs and wants and balance t

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Jobcode: Reference SBJ-d8ez5m-3-145-191-22-42 in your application.