Nhcchq

Line Manager: VP, Human Resources. The HR Director role is at the core of our HR Business Partner function.. Present quarterly roadmaps of TA requirements for all LOBs in Operations vertical to VP, HR Bus Ops.. Conduct complex investigations of employee relations issues and resolve according to law, company policy and precedent, escalating to VP, HR Bus Ops and/or Legal, as required.. Partner with VP, HR Bus Ops and HR Lead – Corporate vertical to identify and craft team deliverables by each LOB; OKRs; identify skill gaps and develop personal learning plans.

ticketmaster

<h3>Atlanta, GA | posted: April 12, 2024 </h3>Job Summary HR DIRECTOR Location: Chicago, Nashville, Atlanta, Philadelphia, Cincinnati, Orlando Division: Ticketmaster NA Line Manager: VP, Human Resources 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 Director 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) <ul><li>Provides guidance to business leads on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement. </li><li>Acts as escalation point for HRBPs and Leaders sat in LOBs across the HR Bus Ops “Operations” vertical. </li><li>Makes recommendations to hiring managers and Talent Acquisition team to establish and forecast people needs, establish staffing priorities, and manage related changes. Collaborates with Finance Business Partners for budgetary data points, SOA approvals and forecasting for future quarters. Present quarterly roadmaps of TA requirements for all LOBs in Operations vertical to VP, HR Bus Ops. </li><li>Participant in the QBRs/Annual Kick Off/Strategic All Hands of all LOBs within the HR Bus Ops Operations vertical. Absorb and cascade information related to the LOB’s current and future priorities; challenges; and successes and contribute to the meeting agenda by way of strategic and/or global people-centric content. </li><li>Provide guidance to Leaders on best practices related to organizational structure, design and fostering effective and inclusive environments for employees. Review organaizational design/structure recommendations by HRBPs within the HR Bus Ops Operations vertical. </li><li>Partner across the HR Bus Ops team to guide and share best practices on how to interpret and leverage data insights and analytics to inform recommendations for operational success. </li><li>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. </li><li>Assist people managers with identifying talent, learning needs and developmental opportunities in order to update and maintain succession and retention plan for leadership and business critical roles. </li><li>Partner across the HR Centers of Excellence (COEs) to design, facilitate and track programming linked to development plans (i.e. training and education). </li><li>Coach people managers and employees on career development including the design of Development Plans </li><li>Partner with people managers and appropriate COE(s) on Job Levelling exercises to ensure consistent and maintained levelling data integrity. </li><li>Take ownership and manage people data for dedicated client alignment. </li> </ul>Cross Functional HR Partnership <ul><li>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. </li><li>Oversee the delivery of each LOB’s performance management process and ultimately facilitate the change management of moving to a unified solution. </li><li>Partner with the Employee Experience COE on the implementation; execution and follow up of engagement surveys. </li><li>Provide guidance on the creation of job descriptions and job analysis. </li><li>Partner with Shared Services to ensure proper processing of employee status change requests and paperwork for relevant client alignment. </li><li>Oversee and provide guidance on policy adherence on LOA’s. </li><li>Ensure appropriate internal corporate teams as related to Benefits; Payroll; and IT are providing timely and thorough responses to employee inquiries. </li><li>Advocate and support use of Workday as a primary source of all HR Administration. </li><li>Partner with Equity COE on the implementation of Equity based initiatives and advocate for Equity within our organization. </li><li>Provide feedback and insight pertaining to specific LOB needs that may be impacted by newly proposed policies, systems and/or processes. </li><li>Proactively identify gaps in HR policy; programming and processes based on LOB needs and/or HR Best Practices. </li> </ul>Employee Relations <ul><li>Conduct complex investigations of employee relations issues and resolve according to law, company policy and precedent, escalating to VP, HR Bus Ops and/or Legal, as required. </li><li>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. </li><li>Ensure compliance with and communicate highlights across HR Bus Ops team of any legal or regulatory changes pertaining to labour, wage and hour, and employment laws, including manager communication/training. </li> </ul>People Management <ul><li>Cascade Global HR priorities and comms to all members of the Operations vertical. </li><li>Partner with VP, HR Bus Ops and HR Lead – Corporate vertical to identify and craft team deliverables by each LOB; OKRs; identify skill gaps and develop personal learning plans. </li><li>Mentor and/or coach members of the wider team, in partnership with the HR Lead of the HR Bus Ops Corporate vertical. </li><li>Coordinate and delegate work throughout HR Bus Ops Operations vertical. </li><li>Manage day-to-day operations of the HR function, and provide input for problem solving, consistency, action planning, and team performance across the Operations vertical. </li> </ul>WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS) <ul><li>10-12 years proven track record in an HRBP capacity </li><li>Experience managing a small and/or large team of HR professionals at various levels </li><li>US HR Designation (or in progress) is considered an asset </li><li>Solid understanding of US employment legislation, in particular FMLA; FLSA; state pay transparency laws. </li><li>Solutions-oriented approach </li><li>Creative, out of the box thinker </li><li>Optimistic outlook and attitude </li><li>Entrepreneurial mindset highly valued </li><li>Excellent verbal and written communication in English, additional languages considered beneficial, given our global matrix </li><li>Demonstrated ability to work independently and operate in a highly resourceful capacity. </li><li>Proficiency in MS Office Suite tools such as Excel, PowerPoint, Word, etc. </li><li>Familiarity with HRIS system(s) such as Workday is considered an asset </li> </ul>You (behavioural Skills) <ul><li>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. </li><li>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. </li><li>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 the constantly moving forces between different parts of the business. Each case will be unique but, as you develop in your career you will be able to identify the key variables in each scenario and learn how to balance the nuance with an equitable approach, engaging the right partners at the right time to deliver on the key outcomes. </li><li>Reliability- To begin with this will be most evident in your ability to complete tasks on a consistent basis to a consistently good standard. As you progress through your career this will represent being able to handle an increasingly large, complex and varied workload, balancing the prioritization of that load and maintaining an equitable approach to it as well. </li><li>Adaptability- In the early stages of your career this will involve being able context shift from tasks to task, dealing with changing priorities and a range of different tasks. In the expert stages this will involve an ability to pivot not just yourself to changing priorities but also ensure you are helping your team and colleagues with understanding and adapting to those changes. You will also have to deal with often competing priorities from client groups, with very different needs and sometimes culture. Shifting between those two worlds in a way that can balance efficiency of standard processes with bespoke outcomes. </li><li>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. </li><li>Teamwork- At the early stages this will involve supporting other members of the team on various recruiting related situations. At the competent level this will involve coaching other members of the team and supporting on wider initiatives leveraging experience and knowledge to do so. You will also begin to have an awareness of the load on other members of the team and offer support when needed. At the accomplished level you will lead on wider initiatives that can help the whole team and you will understand the load across the team and be able to help manage that load using your extensive knowledge and experience. At the expert level you will understand the individual needs across the team and, how to best utilize the resources and tool available to prioritize initiatives to best deliver for the whole team. You can also measure and direct appropriate members of the team to support. </li> </ul>#J-18808-Ljbffr

START NEW SEARCH