POSITION SUMMARY

Serves as a trusted advisor and strategic HR business partner supporting various business leaders and their teams through understanding desired business outcomes required at a tactical and strategic level. Provides advice, guidance and support to leadership in the implementation and delivery of HR programs and the optimization of organizational effectiveness. Leads or involved in decisions for critical areas related to team member engagement and team member relations. Manages the full cycle of recruitment for assigned business units. Assists in other HR programs and projects such as process improvement, compensation, benefits and performance management.

LOCATION

Nashville, TN office. BMI has transitioned back to working in the office on a regular hybrid schedule. At present, most team members are expected in the office three (3) days a week. Decisions regarding future transitions will take place in phases as BMI continues to closely monitor COVID-19 as employee safety is our priority.

FUNCTIONS OF THE JOB

Partners with assigned leadership to create a culture that supports the strategy for business growth through value creation plans (VCP) and effective talent resource planning.
Advises, mentors and coaches business leaders on change management, organizational changes, talent and performance management.
Actively engages in new business pursuits and proposes strategies that contribute to successful outcomes and goal attainment.
Participates in the performance review and talent review processes to ensure consistency, fairness, and timeliness; trains managers to provide timely and holistic feedback and consistent reviews that align individual performance to departmental and company goals and objectives.
Partners with leaders to identify top talent, succession candidates and training and leadership development needs.
Engages in talent resource planning with management.
Collaborates with hiring managers on the talent acquisition strategy to include confirming job specifications, sourcing plans, screening process, interview team composition, selection criteria, update meeting cadence, and candidate feedback process.
Posts job opportunities on job boards, in publications, and through other means as decided upon; screens resumes; schedules interviews; conducts interviews; and administers candidates assessments as appropriate.
Manages the applicant life cycle for assigned positions, from candidate sourcing through the application and interview process, through the offer letter and acceptance process.
Collaborates with the Director, Total Rewards to ensure offers are appropriately based on the respective pay range and internal equity.
Participates in the new team member onboarding process and facilitates an effective transition to create a positive experience for the new team member and the team.
Employs the applicant tracking system (ATS) to manage the review and disposition of candidates, monitoring candidate progress through the interview process, and initiating the appropriate status communication to the candidates.
Tracks and maintains talent acquisition metrics to measure effectiveness and progress, including time to fill, applicant flow by source, hire by source, etc.
Engages in critical hires and talent resource planning needs and assists recruiters in focused efforts as appropriate including coordinating interviews, job offers and negotiations.
Provides guidance and coaching to management in the delivery of compensation programs like annual merit planning, incentive compensation, promotions, salary adjustments, etc.
Negotiates win/win solutions that meet the business needs. Represent business interests and facilitate support from HR functional areas as needed.
Utilizes HR metrics to monitor performance and identify actionable trends.
Provides project management for assigned key HR projects. Routinely reports on trends, evaluates risk and recommends management actions.
Influences and shape leaders’ behaviors to be consistent with the company’s core values. Supports business activities that support a culture that is diverse and inclusive.
Mitigates human capital related business risks and maintains in-depth understanding of legal requirements related to day-to-day management of team members, reducing legal risks and ensuring regulatory compliance.
Partners with HR team to ensure positive team member engagement, and team member relations. Conducts or participates in team member investigations as needed. Partners with assigned leaders to implement team member engagement action plans.
Maintains positive team member relations by responding to team member questions and concerns, facilitating discussions and escalating issues and engaging additional resources as appropriate.
Monitors and advises management team members with progressive discipline and coaching. Reaches agreement for appropriate actions. Escalates for review as appropriate.
Regular attendance.
Other duties as assigned.

POSITION QUALIFICATION REQUIREMENTS

Education: Bachelor’s degree in Human Resources, related field or equivalent professional experience. Continuing education is encouraged.

Experience: Minimum ten years in a progressive HR environment partnering with leadership and teams including coaching and influencing, talent acquisition, training and development, organizational effectiveness, team member relations, performance management, compliance, compensation, and HRIS.

SKILLS AND ABILITIES

Ability to develop strong relationships across a diverse client base, and while establishing trust and credibility with managers at all levels and across HR.
Up to date knowledge of talent management and talent acquisition best practices.
Proficiency in using applicant tracking systems and/or HRIS systems.
Proficiency in Microsoft Word, Excel and PowerPoint.
Exceptional communication skills for documentation and presentations
Proven exceptional interpersonal skills with demonstrated success in working with and developing cooperative relationships with team members at all levels.
The ability to build and maintain solid relationships with managers and provide a high-touch, high-quality experience for all team members.
Experience coordinating diversity recruitment efforts/initiatives.
Excellent detail orientation and organizational skills.
Knowledge of HR policies and procedures, legal compliance and employment laws.
Exceptional follow-through skills.
Ability to read, write and speak at a professional level. Able to present ideas in an easy to understand and engaging manner.
Highest level of confidentiality.
Assertive, self-starter, requiring minimal supervision.

License(s)/Certifications Required: SHRM-CP or SHRM-SCP preferred.

SALARY RANGE

The specific base salary offered to a successful applicant will be based on individual qualifications, skills, experience, and education. The pay range is subject to change at any time based on various internal and external factors. The position may also be eligible for one or more performance-based bonuses. In addition to cash compensation, BMI offers a competitive portfolio of benefits to its employees, as described below.

What We Give to You:

Health, dental, and vision insurance
401K with employer match
Flexible spending accounts
Paid vacation and paid sick/personal time
12 paid calendar holidays
Paid volunteer time off
Summer hours that offer more time for fun in the sun
Company paid life insurance
Up to 12 weeks paid parental leave
Tuition assistance for qualified team members
Commuter benefits (New York)
Amazing and engaging culture
Employee Resource Groups

BROADCAST MUSIC, INC. IS AN EQUAL OPPORTUNITY EMPLOYER: All applicants will receive equal opportunity for employment without regard of race, color, sex, religion, nationality, age, sexual orientation, gender identity and/or expression, veteran’s or marital status, disability, or any other cultural factor.

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Broadcast Music, Inc. (BMI)

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