Senior Manager - HR (Raymond James Stadium)

LEGENDS & ASM GLOBAL

Two powerhouse companies have joined forces to redefine excellence in sports, entertainment, and live events. Together, we combine unmatched expertise with a global reach, offering end-to-end solutions – from venue development and event booking to revenue strategy and hospitality.

Legends brings a 360-degree, data-driven approach across Global Partnerships, Hospitality, Merchandise, and Attractions, working with top-tier clients to deliver exceptional experiences.

ASM Global, the world leader in venue management and live event production, oversees 350+ iconic venues stadiums, arenas, conventions centers and theaters. Our organization is committed to building an inclusive, innovative environment where differences drive solutions that benefit our team members, guests, and partners. Guided by our values of respect, integrity, and accountability, we create a workplace where everyone can succeed.

Are you ready to be part of the team that is transforming live entertainment? Join us to make Legends happen!

THE ROLE

The Senior HR Manager partners with senior leaders and provides strategic advice on a wide variety of areas to maximize organization effectiveness and performance. Develop and maintain strong partnerships with management and ensure HR strategies, processes and practices align with business needs. He/she provides expert advice, counsel, and coaching to senior leaders, managers, and employees (union and non-union) on all employee related issues such as, but not limited to: performance management, documentation, progressive discipline measures, career development, employee relations issues, policies and procedures, and all employment/labor laws. He/she will proactively anticipate labor/employee relations issues and provide counsel to resolve them. The Senior Manager is also responsible for building bench strength in the organization through the identification, recruitment, and development of top talent.

ESSENTIAL FUNCTIONS

• Labor (unions and third party management) – Establish, negotiate and maintain long-term labor relations strategies that support the business objectives, while creating an environment of trust. Ensure appropriate polices and processes are in place to meet all legal obligations, minimize organizational risk, and provide a safe and secure work environment for employees.
• Ensure proper preparation of information requested, or required, for compliance with all state and federal laws. Participate in grievance, arbitration, and contract negotiation proceedings. Partner with the General Counsel to investigate and respond to employment claims and demand letters, as well as state and federal agency claims (including claims filed with the EEOC, DLSE, DOL, NLRB etc.).
• Organizational Development – Ensure talent is developed within the organization to meet current and future business leadership needs. Partner with business leads to identify the training and development agenda. Develop a training curriculum, including customer service, safety, security and responsible alcohol policies, in conjunction with operations leaders for all event staff.
• Talent Management – Manage performance review process. Partner with business leads to ensure employees are aware of broader organizational, as well as individual priorities. Reinforce a constant feedback culture. Review, guide and approve management recommendations for employment terminations.
• Staffing & Retention – Develop staffing plan considering evolving business needs. Attract, select, onboard and retain a high performing, diverse workforce. Partner with General Managers to ensure proper onboarding of all seasonal staff.
• Employee Relations – Act as an employee advocate and champion, ensuring employee impact is considered as business decisions are made.

QUALIFICATIONS

To perform this job successfully, the candidate must be able to perform each essential duty above at the highest levels. The requirements listed below are representative of the knowledge, skill, and/or ability required.

• The ideal candidate must have a Master’s degree with a minimum of five to seven years human resources experience, preferably in a high-volume environment.
• Experience in a union work environment required.
• Employee relations experience, including conducting investigations and resolving grievances.
• Outstanding leadership skills with a high capacity for managing multiple projects simultaneously, influencing and gaining credibility with all levels of employees, management, union representatives and clients.
• Detail-oriented and extremely organized with the ability to learn new programs and procedures quickly.
• Strong interpersonal and customer servic