Job Summary:

THE JOB

We have an exciting opportunity for an experienced Artist Lodging Manager to be a part of our Lodging team and deliver unparalleled experiences to artists at our destination events.

The Artist Lodging Manager will work with our Lodging Director to advance and execute headliner, support, and crew lodging at various hotels. This role will be responsible for managing rooming lists, hotel communication, and artist management communication to ensure a seamless lodging experience for each artist camp. 

This role requires someone who is detail-oriented, self-motivated, highly organized, and able to continually prioritize deadlines while balancing multiple projects. The candidate will also demonstrate strong communication and problem-solving skills. Come join our expert team of passionate travel and music lovers!

WHAT THIS ROLE WILL DO

Collect rooming lists from band management for all artists and crewWork with Lodging Director and artist hotels to update room block inventory to align with the rooming lists if needed Submit rooming lists to hotels, noting changes and areas of inventory increases/decreases with each updateCrosscheck and verify artist hotel confirmation lists as they are receivedConfirm artist and crew rooming lists are accurate prior to each hotel drop dateTrack and continuously update artist lodging budget throughout advance and on-site Email artist rooming list grids to each act prior to arrival/checkoutEnsure a seamless artist check-in process by reviewing rooming lists and room types for accuracyAdvance early check-in/late check-out, and any special requests with the hotelCross-reference the transportation grid with the lodging grid to be sure all arrivals/departures align Collect passports from guests in advance of arrivalAssist artist camps with any lodging questionsAdvance and oversee the operation of all off-site hotel check-ins for artists including a private check-in/out area when neededUnderstand potential charges and protocols for each band, discuss with internal teams and relay information to artist camps as neededAssist with all artist lodging-related inquiries and changes during the eventsSettle artist hotel folios post-eventEscalate any Artist Related/Talent issues to Leadership TeamUnderstand the Artist clientele, remaining professional in all circumstances

WHAT THIS PERSON WILL BRING

5+ years of experience working with lodging and hotelsFamiliarity with large room blocks, hotel procurement, and hotel procedures Bachelor’s degree from an accredited university or comparable work experienceWorking knowledge of Microsoft Office applications (Word, Excel, etc.)Excellent oral and written communicationMeticulous attention to detail & organizationEnthusiasm for the live event and travel industryAbility to get all tasks and assignments done in a timely manner while managing your own workload and day-to-day scheduleAbility to maintain, control and communicate deadlines, roadblocks, and escalations as neededAbility to provide leadership, prioritize, organize, motivate, problem solve, delegate, follow up, and communicateWillingness to adopt new project management tools and communication platforms as used by the companyLive Nation’s policy regarding vaccinations and masking will evolve based upon updated regulations and factors related to COVID-19. Currently, we strongly encourage employees to be fully vaccinated or have received a negative COVID test within 24 hours of entering an office.Preference will be given to candidates who are bilingual in Spanish and English, although this is not required.

EQUAL EMPLOYMENT OPPORTUNITY

We are passionate and committed to our people and go beyond the rhetoric of diversity and inclusion.  You will be working in an inclusive environment and be encouraged to bring your whole self to work.  We will do all that we can to help you successfully balance your work and homelife.  As a growing business we will encourage you to develop your professional and personal aspirations, enjoy new experiences, and learn from the talented people you will be working with.  It’s talent that matters to us and we encourage applications from people irrespective of their gender, race, sexual orientation, religion, age, disability status or caring responsibilities.

Live Nation strongly supports equal employment opportunity for all applicants regardless of age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), family and medical care leave or the denial of family and medical care leave, mental or physical disability (including HIV and AIDS), marital status, domestic partner status, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, political affiliation, national origin (including language use restrictions), citizenship, race, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, sexual orientation, or any other basis protected by applicable federal, state or local law, rule, ordinance or regulation.  

We will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Ordinance, San Francisco Fair Chance Ordinance and the California Fair Chance Act and consistent with other similar and / or applicable laws in other areas.

We also afford equal employment opportunities to qualified individuals with a disability. For this reason, Live Nation will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant consistent with its legal obligations to do so, including reasonable accommodations related to pregnancy in accordance with applicable local, state and / or federal law. As part of its commitment to make reasonable accommodations, Live Nation also wishes to participate in a timely, good faith, interactive process with a disabled applicant to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek. Any applicant who requires an accommodation in order to perform the essential functions of the job should contact a Human Resources Representative to request the opportunity to participate in a timely interactive process.  Live Nation will also provide reasonable religious accommodations on a case by case basis.

HIRING PRACTICES
The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Live Nation recruitment policies are designed to place the most highly qualified persons available in a timely and efficient manner. Live Nation may pursue all avenues available, including promotion from within, employee referrals, outside advertising, employment agencies, internet recruiting, job fairs, college recruiting and search firms.

**Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the Colorado Equal Pay for Equal Work Act and Equal Pay Transparency Rules. It is estimated based on what a successful Colorado applicant might be paid. It assumes that the successful candidate will be in Colorado or perform the position from Colorado. Similar positions located outside of 

Colorado will not necessarily receive the same compensation. Live Nation takes into consideration a candidate’s education, training, and experience, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the CO EPEWA, a potential new employee’s salary history will not be used in compensation decisions.