HR Advisor

Job Summary:

Location: Manchester or London, UK

Division: Ticketmaster

Line Manager: HR Manager, EMEA

Contract Terms: Permanent, full-time/40 hours per week (Hybrid)

THE TEAM

The HR Business Operations Team works closely with non-Tech lines of business (LOB) globally and is leading the charge on compliance driven HR practices across Canada, USA, UK and Ireland, while partnering with our Regional HR teams and peers on compliance in local markets. 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, and the North American Regional Sales teams.

The HR Business Operations team embodies Ticketmaster’s values and develops meaningful relationships with our client groups across the organization to foster equity and reinforce the continued adoption of HR best practices and delivery of business objectives. We drive evidence-based decision making, leveraging people data, feedback, and context to provide strategic guidance to business leads.

THE JOB

Working primarily across the Fan Support and Support & Operations LOBs, the HR Advisor will be responsible for working with teams, people managers, individual contributors 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 culture, vision, mission, values, and strategic objectives in order to support Leaders in the effective management of employee relations and ultimately aiding in Ticketmaster’s success.

The role’s primary function is to build partnerships with the business, to problem solve and help optimize each LOBs performance and culture. The role requires being solution oriented, able to understand interpersonal dynamics as well as broad business objectives, and through discussion and partnership, help teams and managers build appropriate solutions. This role will help to build and leverage various Talent Management resources and tools, with the support of partners across the HR Team and the business.

WHAT YOU WILL BE DOING

Employee Relations

• Lead internal investigations of employee relations issues and resolve according to law, company policy and precedent, escalating within reporting line 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 to wider team of any legal or regulatory changes pertaining to labor, wage and hour, and employment laws, including manager communication/training.

Talent Management

• Operate as the primary point of contact and triage inquiries for assigned client groups to provide clarity to employees on questions surrounding policy, procedure, benefit plans, perks, LOA’s, etc., and escalate with internal Centers of Excellence (COEs), as needed.
• Partner with the business and provide support to the HRM, EMEA on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement.
• Actively participate in select 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
• Support HRMs will rollout and action planning of annual 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/COE 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 first point of escalation for HR Shared Services on 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

HR Business Partnership

• 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
• Provide input 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

WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)

• Demonstrated experience resolving 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)

• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.

LIFE AT TICKETMASTER

We are proud to be a part of Live Nation Entertainment, the world’s largest live entertainment company.

Our vision at Ticketmaster is to connect people around the world to the live events they love. As the world’s largest ticket marketplace and the leading global provider of enterprise tools and services for the live entertainment business, we are uniquely positioned to successfully deliver on that vision.

We do it all with an intense passion for Live and an inspiring and diverse culture driven by accessible leaders, attentive managers, and enthusiastic teams. If you’re passionate about 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.

Our work is guided by our values:

Reliability – We understand that fans and clients rely on us to power their live event experiences, and we rely on each other to make it happen.

Teamwork – We believe individual achievement pales in comparison to the level of success that can be achieved by a team

Integrity – We are committed to the highest moral and ethical standards on behalf of the countless partners and stakeholders we represent

Belonging – We are committed to building a culture in which all people can be their authentic selves, have an equal voice and opportunities to thrive

EQUAL OPPORTUNITIES

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.

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