Job Summary: THE TEAM Ticketmaster, a proud division of Live Nation Entertainment, is the world's leading live event high-tech ticketing company selling nearly 455 million tickets each year, supporting over 145,000 events and more than 12,000 clients in 21 countries worldwide. At Ticketmaster, we power the people who create culture through live events, connecting more passionate fans to those experiences than anyone else. We are innovators that embrace change and work hard to help others succeed. We believe in open communication and stress accountability, because fans and clients count on us every day. We strive for ease of use for our clients and fans while seeking out those who have a bias for action versus a desire for directives. THE JOB The HR Manager role is at the core of our HR Business Partner function. 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 orientated, 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. Through these two core responsibilities the role will be able to leverage the various resources and tools of Talent Management available, 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 participating in the senior meetings 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 department or region + Identifying and evaluating turnover and retention focus areas to mitigate voluntary attrition. + Analyze employee survey results and work with HRD(s) and the leadership team(s) to develop departmental strategies based on feedback/results. + Assist managers in identifying their talent and assessing/actioning learning needs and developmental opportunities to result in a documented succession and retention plan as applicable. + 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 including the design of Development Plans + 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 the Compensation & Benefits teams 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 the process for Company'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. + Assist with and ensure proper processing of employee status change requests and paperwork. + Oversea and provide guidance on policy adherence on LOA’s. + Be a point of escalation for complex benefits questions and refers employees to appropriate resources. + Advocate and support use of Workday as a primary source of all HR Administration. + Partner with Equity team on the implementation of Equity based 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 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 labor, wage and hour, and employment laws, including manager communication/training. HR Consultation + Be the primary point of contact for assigned client groups to consult on routine and ad hoc questions around HR policy and people queries. + Review and advise on team design principles and creating effective environments for people. + 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 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 + These are the main skills and competencies needed to be successful in the role. + Knowledge, skills and ability should be expressed in terms of 'need to know' - the required knowledge of techniques, processes, procedures, systems and the business generally (its products or services), and 'need to be able to do' - the skills required in each area of activity. These are the technical competencies required by the job. + Bullet points should be used but should not exceed 10. + Include any education levels, experience and languages required. First think- is it essential for candidates to have a degree/certain level of education to be capable of this role? + What you are ideally looking for and any proven track records. YOU + Employee Engagement- Understanding of the key drivers of engagement and, what elements of the Talent Management system can impact those drivers. + Talent Management- 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 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. + Reliability- 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. + Adaptability- You will 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. + Problem Solving- 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. + Teamwork- 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. CULTURE We’re fans who help fans everywhere get into the live events they love. A proud division of Live Nation Entertainment, Ticketmaster has changed the way the world connects with their favourite artists, teams, and shows, and we continue to shape innovation every day. We’re not just selling tickets (though we do that better than anyone else), we’re enriching lives one amazing experience at a time. And we think that’s pretty amazing. If you’re passionate about the magic of live entertainment like we are, and you want to work at a company dedicated to helping millions of fans experience it, we want to hear from you. We have a ‘Fan First’ mindset, placing customers at the heart of everything we do. Whether working behind the scenes or engaging directly with the ‘Fan’ you will be part of a culture that supports and enriches the fan experience. Your work, our passion… delivering world class experiences – Fan First.