HR Coordinator

This is a Full Time Job

LN Concerts, HR Coordinator - HOB New Orleans

THE JOB
The Human Resources Coordinator will provide administrative support to the HR Director and the House of Blues Houston Team

WHAT THIS ROLE WILL DO
• Work closely with the HR Director and Venue Management to facilitate and coordinate an exceptional on-boarding process for part time / seasonal employees at the HOB Houston
• Create job requisitions and postings of hourly positions
• Assist with submission and review of pre-employment background screening
• Provide exceptional levels of customer service to candidates, hiring managers, and management
• Support college recruiting efforts including college relations as needed
• Conduct Internet research and other projects as needed
• Work with HRIS team to assist with completion of Unemployment Insurance Claims

WHAT THIS PERSON WILL BRING
• 2-5 years in an HR/Recruiting support role required
• Undergrad education in Administration or Human Resources or equivalent experience preferred
• Familiarity with HRIS, preferably Workday
• Must be fluent in MS Office (Word, Excel, Outlook, PowerPoint)
• Excellent communication skills
• Ability to multi-task and prioritize in a fast-paced environment
• Exceptional organization skills with the ability to effectively managed multiple projects concurrently
• Self-motivated, resourceful, proactive, and collaborative team player.

BENEFITS & PERKS - Our motto is 'Taking Care of Our Own' through 6 pillars of benefits:
• HEALTH: Medical, Dental and Vision benefits for you and your family, including Flexible Spending Accounts (FSA) and Health Savings Accounts (HSAs)
• YOURSELF: Paid time off policy including holidays, sick time and day off for your birthday, free concert tickets
• WEALTH: 401(k) program with company match, Stock Program Reimbursement
• FAMILY: New parent programs & support including caregiver leave and baby bonus, infertility support
• CAREER: Tuition reimbursement, student loan repayment internal growth and development programs & trainings
• OTHERS: Volunteer time off, crowdfunding network

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.

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.