Job Abstract

Job ID

2024-16614

Location Name

OVG Corporate

Category

Human Resources

Type

Regular Full-Time

Oak View Group is the global leader in venue development, management, and premium hospitality services for the live event industry. Offering an unmatched, 360-degree solution set for a collection of world-class owned venues and a client roster that includes the most influential, highest attended arenas, convention centers, music festivals, performing arts centers, and cultural institutions on the planet.

More information at?OakViewGroup.com, and follow OVG on?Facebook,?Instagram,?Twitter, and?LinkedIn.

The HR Business Partner acts as a trusted business partner by planning, driving, and executing company People Operations initiatives, promoting OVG’s core values through the employee and manager experience at all levels of the organization. This position will be responsible for the state of California, requiring experience and deep HR working knowledge of California labor and HR related laws. This role will be reporting to the VP of Human Resources for the venue management and food services and hospitality business line.

The HR Business Partner will represent Oak View Group People Operations in new venue onboarding and assists management in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations. They also coach the business’s departmental heads and management in performance management processes, compensation practices, benefit adminstration, recruitment practices, and management decision making.

This role will pay a salary of $85,000 to $110,000.

Benefits for FT roles: Benefits: Health, Dental and Vision insurance, 401(k) savings plan, 401(k) matching, and paid time off (vacation days, sick days, and 12 holidays).

This position will remain open until Sept 9, 2024

TheHR Business Partner is an important position to the growth and culture of OVG360. This role is responsible for providing support to managers and employees regarding HR policies and practices, researching and/or investigating concerns and making recommendations that promote positive employee relations. The main area of responsibility is to serve as a resource to management and employees in solving day-to-day workplace matters. This includes conducting workplace investigations and recommending effective solutions and corrective actions in accordance with policy and applicable laws, as well as advising on performance management.

Job Responsibilities
• Counsel, guide, and educate managers for optimal performance and resolution of complex employee relations and performance management/discipline matters
• Conduct workforce planning, labor market assessment and analyze HR data to improve the acquisition process, solve problems and generate innovative programs
• Provide non-routine HR Policy consultation, guidance and interpretation for employees, and managers
• Respond to and resolve complex employee complaints regarding policy violations, such as allegations of discrimination, harassment, and other work-related issues originating from the employee hotline and other sources
• Conduct investigations and prepare relevant documentation, partnering with Global Security, Audit, ER COE and Employment Legal as appropriate.
• Recommend appropriate resolution of complaints, develop action plans and follow up to ensure completion.
• Coach and advise managers on performance management and discipline matters; ensure documentation is in place and strategize appropriate corrective action steps. Review draft performance improvement plans prior to delivery to the employee.
• Consult and review involuntary terminations. Collaborate with HR VP, Legal ER COE and/or line of business leadership as required to properly mitigate risk.
• Develop position statements in response to local, state or federal labor complaints, charges, audits and other legal matters. May represent the company for unemployment claims and appeals.
• Review dashboard metrics daily to optimize productivity and ensure work is completed in accordance with service level agreements (SLAs)

• Bachelor's degree in HR, Psychology, Org Dev, Management, or related field
• HR certification in California HR Certification a plus
• 5+ years of experience as an Senior HR generalist or business partner
• Experience in high-growth companies-fast-paced work projects
• Abiltiy to travel up to 20-25%
• Established working knowledge of all aspects of human resources, including but not limited to compensation, benefits, employee relations and labor relations, talent acquisition, leadership development, and training
• Bilingual a plus
• Intermediate or higher skills with Microsoft Office, including Excel, Word and Power-Point
• Excellent communication skills, with an ability to adapt for varying audiences
• Understanding of variable compliance, state labor laws, and other regulations relevant to the HR function, as it relates to the business environment
• Understanding and committment to confidentiality regarding sensitive matters
• Ability and personal accountability to effectively network and navigate through organizational relationships and work in a matrixed environment
• Ability to work independently to analyze data and provide management with constructive recommendations
• Has experience in public speaking and delivering presentations to different audiences
• Experience with HR systems required: ADP, iCIMS, Lattice preferred.
• Role needs to be located in one of OVG's California markets.

At OVG, we understand that to continue positively disrupting the sports and live entertainment industry, we need a diverse team to help us do it. We also believe that inclusivity drives innovation, strengthens our people, improves our service, and raises our excellence. Our success is rooted in creating environments that reflect and celebrate the diverse communities in which we operate and serve, and this is the reason we are committed to amplifying voices from all different backgrounds.

Oak View Group is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis (“protected class”) including, but not limited to veteran status, uniform service member status, race, color, religion, sex, national origin, age, physical or mental disability, genetic information or any other protected class under federal, state, or local law.