Job Summary:

WHO ARE WE?

Live Nation Entertainment is the world’s leading live entertainment company, comprised of global market leaders: Ticketmaster, Live Nation Concerts, and Live Nation Media & Sponsorship. Ticketmaster is the global leader in event ticketing with over 500 million tickets sold annually and more than 12,000 clients worldwide. Live Nation Concerts is the largest provider of live entertainment in the world promoting more than 40,000 shows and 100+ festivals annually for nearly 4,000 artists in over 40 countries. These businesses allow Live Nation Media & Sponsorship to create strategic music marketing programs that connect over 1,000 brands with the 98 million fans that attend Live Nation Entertainment events each year. For additional information, visit www.livenationentertainment.com.

WHO ARE YOU?

Passionate and driven, with an entrepreneurial spirit. Resourceful, innovative, forward-thinking, and collaborative. At Live Nation Entertainment, our people embrace these qualities, so if this sounds like you, please read on!

THE JOB

We are looking for an experienced and people-focused HR Business Partner to join our team, specializing in Employee Relations. In this role, you’ll be a key point of contact for employees and managers, guiding them through critical aspects of the employee lifecycle. You will ensure a positive and productive experience for employees, from their first day to their last, while addressing and resolving employee relations matters to foster a supportive and respectful workplace environment.

WHAT THIS ROLE WILL DO

Business Partnership

• Offer strategic coaching and advice to managers and employees on HR policies, performance management, and professional development, promoting a culture of continuous improvement.

• Partner with leadership, legal, and other teams to execute employee engagement and retention strategies and support divisional objectives.

• Identify opportunities for efficiency improvements within HR functions and implement process enhancements that support organizational growth

• Drive high-impact initiatives, such as benchmarking studies, headcount analysis, and job leveling projects, ensuring alignment with business goals.

• Support employees throughout the employment lifecycle.

Employee Relations

• Serve as the primary advisor on employee relations issues, including performance concerns, workplace conflicts, and policy interpretation.

• Conduct thorough investigations into employee complaints and disputes, maintaining confidentiality, impartiality, and adherence to labor laws and organizational policies.

• Provide guidance to managers on addressing performance issues and disciplinary actions, fostering a fair and supportive work environment.

• Actively monitor employee engagement and morale, and work with leadership to address any trends or concerns through employee feedback channels like surveys and focus groups.

• Accurately document and maintain comprehensive records of employee relations cases, promptly logging notes and supporting materials in the case management system.

• Apply company policies and procedures consistently and fairly across all cases.

• Partner with cross-functional teams as necessary to manage case matters effectively.

• Handle highly confidential and sensitive business information, ensuring strict confidentiality and discretion with all matters, data, and documentation.

WHAT THIS PERSON WILL BRING

• Bachelor’s degree in Human Resources, Business Administration, or related field. HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) is a plus.

• 5+ years of HRBP experience, with a strong background in employee relations, onboarding, and offboarding processes.

• In-depth knowledge of employment laws and HR best practices.

• Strong interpersonal, communication, and problem-solving skills with the ability to build trust across all levels of the organization.

• Ability to handle sensitive information professionally and with integrity.

• Proven experience managing employee relations issues with a fair and consistent approach.

• Proficiency with Workday or any HRIS and onboarding/offboarding tools; familiarity with project management software is a plus.

Applicants for employment in the U.S. must possess work authorization which does not require sponsorship by the employer for a visa

BENEFITS & PERKS

Our motto is ‘Taking Care of Our Own’ through 6 pillars of benefits:

HEALTH: Medical, Vision and Dental benefits for you and your family, including Flexible Spending Accounts (FSA) and Health Savings Accounts (HSAs)

YOURSELF: Generous paid time off policy including paid holidays, sick time and paid days off for your birthday, Free concert tickets

WEALTH: 401(k) program with company match, Stock Program

FAMILY: New parent programs & support including caregiver leave and baby bonuses, infertility support

CAREER: Tuition reimbursement, student loan repayment internal growth and development programs & trainings

OTHERS: Volunteer time off, crowdfunding network

Live Nation’s policy regarding vaccinations and masking related to a pandemic or other infectious disease control measures, acts of God, health and safety mandates and/or restrictions imposed by applicable local, state or federal governments has evolved over time. Currently, we strongly encourage employees to be fully vaccinated from such infectious diseases for which vaccinations are available. You are expected to follow Live Nation’s health and safety protocols and policies as they change from time to time.

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.

Live Nation strongly supports equal employment opportunity for all applicants regardless of age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), family and medical care leave or the denial of family and medical care leave, mental or physical disability (including HIV and AIDS), marital status, domestic partner status, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, political affiliation, national origin (including language use restrictions), citizenship, race, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, sexual orientation, or any other basis protected by applicable federal, state or local law, rule, ordinance or regulation.

We will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Ordinance, San Francisco Fair Chance Ordinance, and the California Fair Chance Act and consistent with other similar and / or applicable laws in other areas.

We also afford equal employment opportunities to qualified individuals with a disability. For this reason, Live Nation will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant consistent with its legal obligations to do so, including reasonable accommodations related to pregnancy in accordance with applicable local, state and / or federal law. As part of its commitment to make reasonable accommodations, Live Nation also wishes to participate in a timely, good faith, interactive process with a disabled applicant to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek. Any applicant who requires an accommodation in order to perform the essential functions of the job should contact a Human Resources Representative to request the opportunity to participate in a timely interactive process. Live Nation will also provide reasonable religious accommodations on a case by case basis.

HIRING PRACTICESThe 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.

New York City Hiring Rate*: $100,000 - $120,000

**Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the New York Salary Transparency in Job Advertisements Law. It is estimated based on what a successful New York applicant might be paid. It assumes that the successful candidate will be in New York or perform the position in New York. Similar positions located outside of New York 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 NY Law, a potential new employee’s salary history will not be used in compensation decisions.