Human Resource Generalist

This is a Full Time Job

HR GENERALIST

Location: Austin, Chicago, Nashville, Atlanta, Philadelphia, Cincinnati

Division: Ticketmaster NA

Line Manager: Senior Manager, HR

Contract Terms: Permanent, Full-Time 40 hours a week, Exempt

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 Sr. HR Generalist role will be responsible for 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, in partnership with Sr. HR Manager. 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 and support 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 providing support on implementing HR best practices leveraging integrated talent management and workforce planning strategies.

WHAT YOU WILL BE DOING

Talent Management
• Operate as the primary point of contact 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.
• Provide support to Sr. HR Manager and various business leads on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement.
• Conduct regular meetings with key people managers to remain abreast of current and future team activities to understand the success, challenges and objectives of the team and, support on all-people related matters.
• Provide guidance to Leaders on best practices related to organizational structure, design and fostering effective and inclusive environments for employees.
• Monitor on-boarding processes for LOB new hires and partner with the Shared Services team to escalate as needed.
• Identify and evaluate turnover and retention focus areas to mitigate voluntary attrition.
• Partner with Sr. HR Manager and the business team(s) to develop specific LOB strategies based on survey results and insights.
• Understand the basic elements of job design and coach people managers and employees on career development including the design of Development Plan.
• Maintain employee personnel files and other materials, information, documents, etc. that are shared regionally and globally.
• Take ownership and manage people data for dedicated client alignment.

Cross Functional HR Partnership
• Provide assistance to Sr. HR Manager 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.
• Act as liaison between employees and COEs regarding leaves of absence, and benefit programs and payroll.
• Support the Sr. HR Manager and local HR teams on rolling out new initiatives, policies and procedures that impact the future of work and other strategic HR endeavors, while providing additional support on other HR priority projects/programs.
• 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.
• 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.

Employee Relations
• Lead internal investigations of employee relations issues and resolve according to law, company policy and precedent, escalating to Sr. HR Manager 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 labour, wage and hour, and employment laws, including manager communication/training.

WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)
• Minimum of 3 years' proven track record operating in an HR Generalist role.
• 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, PowerPoint, Word, etc.
• Familiarity with HRIS system(s) such as Workday is considered an asset.
• Up to 25% of travel will be required – frequency could be anywhere from bi-monthly to quarterly; however, this is subject to change based on the needs of the business.

YOU (BEHAVIOURAL SKILLS)
• 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

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