HR Manager - Months

Job Description

HR Manager - 12 months FTC (Maternity Cover)

Location: London, Farringdon - hybrid
Division: Ticketmaster
Line Manager: HR Director
Contract Terms: 12 months FTC (mat cover), 40 hours a week
THE TEAM
The HR Team works closely with Tech, Enterprise Product, Marketplace Product, Commercial, Ticketmaster Music, and Distributed Commerce business areas as well as the UK, Ireland, and Greece regions and help drive alignment on HR practices to achieve strategic business objectives while upholding Ticketmaster's core values.
The team builds meaningful relationships with employees across Business Operations and other key stakeholder groups within Ticketmaster. We champion equity and drive the continued adoption of HR best practices to support the achievement of business goals. Our approach is grounded in evidence-based decision-making-leveraging people data, employee feedback, and organisational context to provide strategic guidance to business leaders.
THE JOB
The HR Manager role is at the core of our HR Business Partner function. Working with teams, managers and key stakeholders to help build organisation and people capability, and shape and implement effective people strategies and activities within the organisation, this role has a strong understanding of Ticketmaster's culture, vision, mission, values, and strategic objectives and helps business deliver on these key components to Ticketmaster's success.
The role's primary function is to build partnership with the business, to problem solve with them and, to help build long term team success. The role requires being solution oriented, able to understand business challenges, and through discussion and partnership, help to build those solutions. Additionally the role will be responsible for identifying the long term success factors for the teams it supports, in order to then be able to identify the changes needed to ensure the team is able to achieve its goals. This role leverages various Talent Management resources and tools together with the support of partners within the business.
WHAT YOU WILL BE DOING
Talent Management
• 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 VP HR or HRD, hiring managers and Talent Acquisition, to establish and forecast people needs, establish staffing priorities, and manage related changes.
• Actively participate in 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
• Analyze 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 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 a point of escalation for 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
Employee Relations
• Conduct investigations of employee relations issues and resolve according to law, company policy and precedent, escalating to HRD, North America Region, as needed
• 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
• Help 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
HR Consultation
• 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
• Review and advise 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
Team
• Coordinate and/or help manage work amongst more junior members of the HR team
• Coach other members of the team by providing advice and guidance on HR philosophy and practice
• Manage day-to-day operations of the HR function, and provide input for problem solving, consistency and/or action planning
• Where applicable ensure development pathways and actively manage the performance of more junior members of the HR team
WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)
• Few years of experience resolving complex 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)
• Employee Engagement- An understanding of the key drivers of engagement and, what elements of the Talent Management system can impact those drivers.
• Talent Management- 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.
• Consultation- Partnering with our

[more...]

Jobcode: Reference SBJ-o11293-216-73-216-50-42 in your application.