HR Advisor

Ticketmaster-posted 7 days ago

Full-time • Entry Level

Hybrid • Manchester, NH

5,001-10,000 employees

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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.

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.
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.
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
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

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
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.

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