Vice President, Human Resources

Full Time Job
Human Resources is all about supporting a people strategy that drives business success. This people strategy guides how we hire, on-board, develop, motivate, and retain employees, as well as how we organize our work. The Tennessee HR team of Sony Music Entertainment supports Sony Music Nashville and Provident Music Group. With our partners in New York, we get to touch all disciplines of HR at some level.

Sony Music’s divisions in Tennessee include Sony Music Nashville, Provident Label Group, RCA Inspiration, Essential Music Publishing, Provident Films, and Monument Records.

Reporting to Sony’s New-York based SVP/ Head of HR, Americas, you will oversee implementation of HR strategy by managing local HR staff and partnering with key cross-functional groups of HR subject matter experts. Serving as a member of the business unit leadership teams and HR senior leadership teams, you will contribute to these key functional areas: leadership, talent management, employee engagement, conflict and problem solving, executive coaching, compensation, career and succession planning, organizational planning, and overall HR accountability.

Responsibilities

• HR Leadership: Develop, build & implement HR processes, in alignment with business requirements & HR strategy; lead HR team to excellent execution; establish clear objectives and roles and hold team members accountable; ensure high performance and continuous development of HR team members; continuously improve HR systems and processes, using internal & external benchmarking; lead major HR projects / initiatives and ensure implementation; manage related budgets
• Implement HR operational strategy by guiding business unit HR staff; oversee performance management and hiring of employees within HR team; provide expertise to squad development
• HR Senior Leadership: Operate as a member of Sony Music HR senior leadership team, giving input into strategy to support organizational direction and culture and ensuring delivery of high-quality HR processes; make strategic connections between business units
• Business partner: Build a strong relationship with executives, and leaders, becoming a credible and trusted business partner and coach who adds value to the business and to leaders’ and employees’ professional development
• Reward: Lead, create, develop and implement recognition strategies that facilitate and support attraction and retention of top performers. Partner with Compensation staff to identify appropriate executive compensation, using grading and market competitive reward information; oversee execution of salary review process; ensure appropriate link between performance and reward
• Performance Management: Lead and manage culture of continuous feedback for the overall growth and development of the team
• Diversity & Inclusion: Set the vision for programs, practices, and processes that make a strategic connection between diversity and inclusion practices with organizational success
• Employee Relations (ER): Oversee and provide guidance on employee relations issues by consulting with ER partners, conducting investigations; escalate issues as appropriate
• Networking: Network external relationships to build talent pipeline and garner industry recognizances
• Talent Management & Development: Develop Human Capital initiatives that are aligned with the divisional strategy. This includes but is not limited to recruitment, employee development and retention, promotion and compensation processes, as well as employee engagement initiatives. Develop and implement talent review processes and development programs in alignment with HR strategy. Collaborate with executives to identify key talent; create development plans, career development, and succession planning. In partnership with Learning and Development team, develop meaningful learning and development programs to focus on internal talent and internal mobility
• Organizational Development: Manage and lead change management and organizational development initiatives
• Organization Planning/ Design: Set strategy for all organizational structural changes (restructures, RIF’s, acquisitions, and integrations)
• Labor Law: Maintain up-to-date knowledge and advise on employment regulations and individual local labor law
• HR Analytics: Make critical business decisions using data, evidence-based research, benchmarks, and HR and business metrics
• Talent Acquisition: Working closely with business unit senior leaders, guide talent acquisition strategy; oversee creation of efficient and high quality sourcing/recruiting planning and processes; participate in recruitment for senior-level positions

Qualifications

• In depth knowledge and experience with human resources best practices (including talent management, compensation practices, organizational design, employee relations, and performance management) typically gained through 15 years of experience in a higher level operational or business partner human resources role, preferably in a creative industry
• Bachelor's or Master’s Degree, preferably in General Management, Human Resources, Organization Development or equivalent discipline; professional HR qualification preferred
• Experience managing and developing a high performing HR team
• Strategic mindset with demonstrated ability to translate business & organizational challenges into concrete HR requirements, building and successfully implementing an HR strategy at a skill level typically gained through 10 years in strategic HR leadership roles
• An interest in supporting distinct teams: one that expands the message and platforms of Christian and gospel music artists/songwriters and one that supports country music artists
• Demonstrated experience as an influencer
• Profound expertise in building & successfully implementing people and leadership development as well as organizational development tools and processes
• Proven ability to design, lead and execute complex HR projects
• Successful experience facilitating change management initiatives
• Experience in counselling, consulting and coaching leaders and executives to achieve results
• Ability to travel locally (between three middle Tennessee locations) with overnight travel a few times a year
• Proven success as a team player, reliably working for a common agenda (not led by personal interests), communicating constructively, and supporting others to achieve shared goals
• Cross-cultural awareness: demonstrated ability to communicate successfully with people from a variety of background and cultures
• Possess a “Can-Do” Attitude
• Demonstrated ability to operate proactively
• Ability to have good judgment and escalate issues when appropriate
• Operate with high degree of professionalism and care for the job