Job Summary:
JOB DESCRIPTION – Human Resources Director
Location: New Delhi- India
Division: Ticketmaster
Line Manager: Vice President, Human Resources
Contract Terms: Permanent, 40 hours per week
THE TEAM
The Tech HR Team works closely with Tech, Product, Sports and Tournaments and Ticketmaster Music, business areas as well as the UK and Ireland region. As a team we help drive alignment on HR practices to achieve strategic business objectives while upholding Ticketmaster’s core values.
HR professionals on this team develop meaningful relationships with employees across the business areas 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
The HR Director role is a leading role in our HR Business Partner function. Working with key stakeholders and leading the HRBP Team to help build organization and people capability, and shape and implement effective people strategies and activities within the organization. The HRD role has an excellent understanding of Ticketmaster’s organizational strategy, culture, vision, mission, values, and strategic objectives and helps galvanize the HR Team and business leads around these key components to Ticketmaster’s success.
The role will be based in the New Delhi office directly supporting the client group based in India. The role’s primary function is to build partnership with business leads, 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 and provide direction to 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, hiring managers and Talent Acquisition, to establish and forecast people needs, establish staffing priorities, and direct related changes.
- Provide direction in senior management meetings in response to current and future departmental activities. Have a deep understanding of the objectives of the business and acts as partner on all people-related matters.
- Oversee and design the on-boarding process for the department or region.
- Identifying and evaluating turnover and retention and provide direction on focus areas to mitigate voluntary attrition.
- Analyze employee survey results and guide the leadership team(s) to develop departmental strategies based on feedback/results.
- Assist managers in designing the principles to identify their talent and the design of learning assessment tools
- Partner with the Learning & Development team in the design and facilitation of training and education programs linked to development plans.
- Coach snr 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 leveling integrity as well as facilitate the feedback on leveling design.
- Take ownership and oversee people data for the assigned client group.
HR Partnerships
- 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 implementation and aid in the design for the Company's performance management systems and compensation review programs for their divisions.
- Partner with the employee experience team on the initial design, oversee the implementation and follow up from employee surveys.
- Oversee and partner on the design principles on the creation of job descriptions and job analysis.
- Aid in the design of process for employee status change requests and paperwork.
- Partner on the design of policy for 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.
- Provide input on which metrics to track as an HR group and utilize these metrics in decision making on tactical HR initiatives.
Employee Relations
- Conduct complex investigations of employee relations issues and resolve according to law, company policy and precedent, escalating as required.
- Oversee implementation of performance improvement plans across divisions and assist on complex 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, advise and direct on department design principles and creating effective environments for people.
- Review and design proposed people policies, providing the unique insight to how it can be operationalized.
- Oversee and aid in design on implementation of systems to improve people services.
- Provide HR direction and leadership to senior leaders.
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
HR Strategy
- Take an active role in the input for design of HR Strategy
- Collate and facilitate feedback from the wider HR team and client groups on the practical benefits/challenges of HR initiatives for departments
- Provide suggestions to the HRLT on HR direction in any given focus area
WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)
- HR Certification or extensive experience
- Experience working in a large organization
- Experience with overseeing Talent Management systems and processes
- Experience overseeing complex Employee Relations cases
- Experience working in a multinational organization
- Extensive proven track record in an HRBP capacity and having held a Senior HR position
- Experience managing a small and/or large team of HR professionals at various levels
- Solid understanding of Indian employment legislation
- Excellent verbal and written communication in English, additional languages considered beneficial, given our global matrix
- Proficiency in MS Office Suite tools such as Excel, PowerPoint, Word, etc.
- Familiarity with HRIS system(s) such as Workday is considered an asset
YOU (BEHAVIOURAL)
- Reliability- 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 on equitable approach to it as well.
- Leadership- from a technical and strategic point of view, able to understand and devise strategies to lead the team forward but, leadership on an interpersonal level, helping teams with change management and coaching them through progress with effective communication.
- Adaptability- 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.
- Problem Solving- knowledgeable about the potential impacts on equity that your solutions can cause. 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.
- Integrity- HR must have integrity at its core. As an area that relies on employees to trust us in order to provide support in the most difficult of times. In the early parts of your career this will mostly focus on staying connected to our policies and processes to not waver and create inconsistency. As you advance in your career the complexity of problems faced will make decisions harder, but you will have to stay grounded and lean more on our philosophy and values to ensure you keep that level of integrity throughout the work we do. In the expert levels of your career, you will need to be able to demonstrate integrity at the highest levels of discussion representing our values and challenging senior leaders with the right questions and guidance centered on equity.
- People Management- You will manage a large team across multiple time zones and regions, employing strategies that impact the whole team, managing and planning work across the whole team. In addition, you will be able to create development plans which span the whole team.
- Managing Relationships- This will extend to managing relationships with leadership and exec levels around complex problems and projects.
- Teamwork- 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.
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.
Live Nation Entertainment will never request payment or equipment purchases as part of the hiring process. Recruiters will only contact candidates from official Live Nation or affiliated brand email domains.
