HR Director
LiveNation
Atlanta, GAThis was removed by the employer on 4/2/2024 12:52:00 PM PST
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Full Time Job
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)
• Provides guidance to business leads on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement.
• Acts as escalation point for HRBPs and Leaders sat in LOBs across the HR Bus Ops ''Operations'' vertical.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• Proactively identify gaps in HR policy; programming and processes based on LOB needs and/or HR Best Practices.
Employee Relations
• 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.
• 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 across HR Bus Ops team of any legal or regulatory changes pertaining to labour, wage and hour, and employment laws, including manager communication/training.
People Management
• Cascade Global HR priorities and comms to all members of the Operations vertical.
• 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.
• Mentor and/or coach members of the wider team, in partnership with the HR Lead of the HR Bus Ops Corporate vertical.
• Coordinate and delegate work throughout HR Bus Ops Operations vertical.
• 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.
WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)
• 10-12 years proven track record in an HRBP capacity
• Experience managing a small and/or large team of HR professionals at various levels
• 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, Pow
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