About Sony Music Entertainment

Sony Music Entertainment is a global recorded music company with a roster of current artists that includes a broad array of both local artists and international superstars, as well as a vast catalog that comprises some of the most important recordings in history. Sony Music Entertainment is a wholly owned subsidiary of Sony Corporation of America.

Overview

Oversee people strategy for assigned business units, participating as a strategic business partner with senior leaders in development of plans and programs that will drive business success. Sony Music’s people strategy guides how we hire, on-board, develop, motivate, engage, and retain employees, as well as how we organize our work. Oversee implementation of HR strategy by leading / managing business unit HR staff and partnering with key cross-functional groups of HR subject matter experts. Serve as a member of Sony Music Client and HR senior leadership teams

 Key functional areas include leadership, talent management, employee engagement, conflict and problem solving,  executive coaching, compensation, career and succession planning, organizational planning, and overall HR accountability for fast-paced and high-performing client teams.

Essential Functions

  • 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 recognition
  • 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:  In Nashville: 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

 

Knowledge, Skills and Abilities

  • 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
  • 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
  • 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 judgement and escalate issues when appropriate
  • Operate with high degree of professionalism and care for the job

Competency Statement(s)

  • Human Resources Expertise – Expert
    • The knowledge of principles, practices, and functions of effective human resource management
  • Communication – Expert
    • ability to effectively communicate strategy and plans in oral and written communication and use appropriate communication modes and methods to achieve desired outcomes
  • Relationship Management – Expert
    • manages relationships at all levels and all levels of difficulty, up to and including the most senior levels in the business unit
  • Consultation – Expert
    • ability to provide coaching, feedback, and development strategies to help others strengthen specific knowledge/skill areas
  • Leadership & Navigation – Expert
    • Works with other executives to design, maintain, and champion the mission, vision, and strategy of the organization
  • Global and Cultural Awareness –Expert
    • fosters culture of inclusiveness within organization
  • Business Acumen – Expert
    • maintains advanced knowledge of key industry/organization metrics; understands the business
  • Critical Evaluation – Expert
    • creates and/or dissects organizational issues, changes, or opportunities
  • Ethical Practice – Expert
    • The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.

Reporting Relationship

EVP / Global Chief HR Officer > SVP / Head of HR, Americas > VP / HR

 

Working Conditions & Physical Demands

Climate-controlled office environment; 7.5-hour business workday; variations in work volume may require extended working hours; occasional domestic travel

 

Sony Music is committed to providing equal employment opportunity for all persons regardless of age, disability, national origin, race, color, religion, sex, sexual orientation, gender, gender identity or expression, pregnancy, veteran or military status, marital and civil partnership/union status, alienage or citizenship status, creed, genetic information or any other status protected by applicable federal, state, or local law.

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