HR Advisor in Manchester

Position is a permanent, full-time HR Advisor role (40 hours per week) based in Manchester or London, UK, with a hybrid work model.

The HR Business Operations Team works closely with non-Tech lines of business (LOB) globally and leads compliance-driven HR practices across Canada, USA, UK and Ireland. It partners with Regional HR teams and peers on compliance in local markets, driving strategic alignment on HR practices to achieve business objectives while upholding Ticketmaster’s core values across Fan Support, Support & Operations, Corporate functions, Portfolio Companies, and North American Regional Sales teams.

Our team embodies Ticketmaster’s values and develops meaningful relationships with 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.

Working primarily across the Fan Support and Support & Operations LOBs, the HR Advisor will partner with teams, people managers, individual contributors and key stakeholders to shape and implement effective people strategies and activities. The role requires a strong understanding of Ticketmaster’s culture, vision, mission, values and strategic objectives to support leaders in managing employee relations and driving organizational success. The primary function is to build partnerships with the business, problem-solve, and optimise each LOB’s performance and culture.

The role is solution-oriented, understanding interpersonal dynamics and broad business objectives, and uses discussion and partnership to help teams and managers build appropriate solutions. The role will also leverage various Talent Management resources and tools with support from HR partners and business.

Employee Relations

• Lead internal investigations of employee relations issues and resolve them 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, conflict resolution and, where appropriate, terminations.
• Ensure compliance with and communicate highlights of any legal or regulatory changes regarding labor, wage and hour, and employment laws, including manager communication and training.

Talent Management

• Primary point of contact and triage for client group inquiries on policy, procedure, benefits, perks, LOA’s, etc., escalating to internal Centers of Excellence as needed.
• Partner with the business to support HRM, EMEA on all aspects of talent management, organization design, role design, workforce planning, leadership development and employee engagement.
• Participate in select leadership meetings to remain abreast of current and future departmental activities and act as partner on all people-related matters.
• Oversee the onboarding process for the business area and/or region.
• Identify and evaluate turnover and retention focus areas to mitigate regrettable attrition.
• Support HRMs in rolling out and action-planning annual employee survey results and developing strategies based on feedback.
• Assist managers in identifying talent and assessing learning needs and developmental opportunities.
• Partner with the Learning & Development team to design and facilitate training and education programs linked to development plans.
• Coach managers and employees on career development.
• Partner with Compensation on job levelling to ensure consistent and maintained levelling integrity.
• Take ownership of and manage people data for the assigned client group.

HR/COE Partnership

• Partner with HR Team and business leads on promotions, bonus plans, and salary increases; collaborate with Compensation on equity and re-evaluation of positions.
• Oversee the delivery of performance management systems and compensation review programs for their divisions.
• Work with the employee experience team on implementation and follow-up of employee surveys.
• Provide guidance on creation of job descriptions and job analysis.
• Help business areas properly process employee status change requests and paperwork.
• Oversee and provide guidance on company policies and procedures.
• Act as first point of escalation for HR Shared Services on complex questions outside of standard policy.
• Advocate and support use of Workday as primary source for all HR administration.
• Partner with Equity team on initiatives and advocate for equity within the organization.
• Utilize HR metrics as part of day-to-day HR activities.

HR Business Partnership

• Primary point of contact for assigned client groups/business areas to consult on routine and ad-hoc HR policy and people queries.
• Review and advise on team design principles creating environments where people can thrive.
• Provide input on proposed people policies, operationalizing them effectively.
• Act as central point within the HR team to advise on implementation of systems that 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 relevant laws, guidelines, regulations, ordinances and policies.
• Deep understanding of the organization’s hierarchy, jobs, qualifications, compensation practices and administrative practices.
• Working knowledge of multiple HR disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws.
• Proficient with Microsoft Office Suite.
• Proficient in Workday or similar HRIS.

You (behavioural Skills)

• Problem Solving – from basic task resolution to complex, equitable outcomes as the career progresses.
• Adaptability – shifting priorities, balancing efficiency and bespoke outcomes across diverse client needs.
• Teamwork – supporting teammates, coaching, managing workload, and leading initiatives with extensive knowledge.
• Employee Engagement – understanding drivers of engagement and how talent systems impact them.
• Talent Management – evolving from performance management to preventative practices and data-driven, evidence-based decisions.
• Consultation – partnering with business and HR partners, balancing forces and engaging the right stakeholders.
• Reliability – completing tasks consistently, managing complex workloads, and maintaining equitable approaches.

LIFE AT TICKETMASTER

We are proud to be part of Live Nation Entertainment, the world’s largest live entertainment company. Our vision is to connect people to the live events they love. As the largest ticket marketplace and leading provider of enterprise tools, we deliver on that vision with passion for live entertainment and an inclusive, diverse culture built on accessible leaders, attentive managers and enthusiastic teams.

Our Work Is Guided By Our Values

• Reliability – We trust fans and clients to power their live event experiences, and we rely on each other to make it happen.
• Teamwork – Individual achievement pales in comparison to collective success.
• Integrity – We commit to the highest moral and ethical standards for all partners and stakeholders.
• Belonging – We build a culture where all people can be authentic, have an equal voice and thrive.

EQUAL OPPORTUNITIES

We are passionate and committed to our people. You will work in an inclusive environment and be encouraged to bring your whole self to work. We will support work-life balance, professional growth and personal aspirations. It’s talent that matters to us, and we encourage applications from people irrespective of gender, race, sexual orientation, religion, age, disability status or caring responsibilities.