Vice President, Human Resources

The Shubert Organization
New York, NY
US

Job Details

DESCRIPTION

01 Our Client
The Shubert Organization is America’s oldest professional theatre company and the largest theatre owner on Broadway. Since the dawn of the 20th century, Shubert has operated hundreds of theatres in New York City and throughout the United States. Shubert currently owns and operates 17 Broadway theatres, six off-Broadway venues, and the Forrest Theatre in Philadelphia.

Under the leadership of Robert E. Wankel, Chairman and CEO, The Shubert Organization continues to be a leader in the theatre industry. Shubert also delivers innovative ticketing solutions via its Telecharge interface, API distribution, and private-label technology, offering unparalleled distribution and marketing to the theatre industry and beyond. Its consumer-facing brands sell millions of tickets each year.

The Shubert Foundation, sole shareholder of The Shubert Organization, Inc., is dedicated to sustaining and advancing live performing arts in the United States. The Foundation provides general operating support to not-for-profit theatres and dance companies. Foundation grants in 2023 totaled $37.9 million to 635 grantees. The Shubert Archive, a project of The Shubert Foundation, documents, collects, and preserves the history of The Shubert Organization.

Over the course of its 120-year history, Shubert has produced and co-produced hundreds of plays and musicals, including Cats (original and revival), Hugh Jackman - Back on Broadway, Passing Strange, Amour, Dirty Blonde, Passion, The Grapes of Wrath, City of Angels, A Few Good Men, The Heidi Chronicles, Jerome Robbins�� Broadway, Sunday in the Park with George, The Real Thing, Dreamgirls, The Life and Adventures of Nicholas Nickleby, Amadeus, Children of a Lesser God, Ain’t Misbehavin��, The Gin Game, Little Shop of Horrors (original Off-Broadway), School of Rock, Hedwig and the Angry Inch, Once, The Curious Incident of the Dog in the Night-Time, The Band’s Visit, Come From Away, and Dear Evan Hansen.

02 The Opportunity
The Vice President for Human Resources (VP) will provide visionary leadership to The Shubert Organization’s (TSO) human resources function, guiding the attraction and development of talent while promoting a diverse, inclusive, and performance-driven culture. The VP will be responsible for overseeing the full spectrum of HR functions, including recruitment, compensation, benefits, professional development, performance management, and employee engagement for TSO’s 250 corporate employees, 1,500+ union theatre employees and 100 off-Broadway employees. This leader will also manage a team of HR professionals, guiding them to optimize HR processes, ensure compliance, and align human resources with the long-term goals of TSO. The VP will serve as a trusted advisor to the senior leadership team, driving the transformation of HR policies, practices, and technologies over the next several years to support TSO’s strategic vision. This role requires both strategic vision and execution, to be successful, the VP will need to operate as a hands-on leader.

The ideal candidate will have a track record of success operating in organizations where it is paramount to honor and acknowledge the history and legacy of the organization while appreciating the need to evolve and adapt to meet the demands of the future. This leader will understand how to marry the best of the past with the opportunities ahead.

Key Responsibilities
Organizational and Talent Management
�� Lead a human resources effort which is characterized by a strong sense of urgency, minimal bureaucracy, high-quality delivery, and commitment to value-added service.
�� Provide guidance and training to hiring managers on best practices for recruitment, including developing job descriptions, screening candidates, and managing external recruitment resources.
�� Lead HRIS implementation and management with the support of other company stakeholders.
�� Analyze external market trends to ensure the company’s policies and benefits are competitive and effective.
�� Oversee the onboarding and offboarding processes, ensuring consistent and efficient execution.
�� Lead and mentor a team of HR professionals, encouraging collaboration, high performance, and continuous improvement.
�� Foster open communication and positive working relationships within the HR department and across the organization.
�� Develop and implement strategies to enhance employee engagement, fostering positive relationships between employees and management.
�� Interface with the theatre operations team in managing the various union employee relationships.
�� Cultivate a work environment that emphasizes innovation, integrity, recognition, accountability, and results.
�� Foster a culture of diversity, inclusivity, and mutual respect, ensuring that these values are embedded in the organization’s day-to-day operations.
�� Address elements of the workplace culture that may hinder individual and organizational effectiveness, aligning cultural efforts with TSO’s strategic objectives.

Compliance and Administration
�� Ensure compliance with all applicable federal, state, and local labor laws, as well as organizational policies and regulations.
�� Lead initiatives to improve HR processes and practices, ensuring alignment with TSO’s strategic goals and operational needs.
�� Administer performance evaluation systems that provide actionable outcomes.
�� Lead employee conflict resolution process as necessary.
�� Oversee HR technologies (e.g. UKG and ADP) to ensure efficiency and responsiveness to the organization’s needs.
�� Ensure the availability of compliance training programs to maintain a well-informed workforce.

Desired Experience
�� Broad experience in all areas of human resources including employee relations, talent management, compensation and benefits, HRIS, and HR operations.
�� Understanding and experience in employment law, compensation, organizational planning, employee relations, safety and training, and development.
�� Ability to manage human resource planning and programs at both a strategic and hands-on level.
�� 10+ years of human resources leadership experience, including experience in for-profit organizations. Experience in the entertainment or hospitality industries preferred.
�� Management experience in organizations that employ union and non-union employees.
�� Experience with HR technology systems and optimizing operational processes to support organizational goals.
�� A bachelor’s degree is required; a master’s degree in human resources, business administration, or a related field is preferred.

03 The Executive
Leadership Competencies and Personal Attributes
Setting Talent Strategy
�� Possesses the ability to partner with executive leadership in order to align talent with enterprise strategy.
�� Seeks and analyzes data from a variety of sources to inform and support decisions and to align others with the organization's overall strategy.
�� Effectively balances the desire/need for change with an understanding of how much change the organization is capable of handling to create realistic goals and implementation plans that are achievable and successful.
�� Prioritizes requests and identifies long-term priorities and quick wins.
�� Collaborates with senior administration to align resources for optimal productivity; and
�� Drives change through a continuous cycle of observing, learning, and improving.

Executing for Results
�� Sets clear and challenging goals and mobilizes others to take shared ownership of implementation �� knows how to achieve impact through a diverse and distributed network of partners and stakeholders.
�� Accountable in driving results.
�� Possesses broad HR functional skills in all relevant areas, including organizational development, staffing and recruitment, compensation, benefits, training, employee, and labor relations.

Leading Through Influence
�� Able to relate to a broad and diverse workforce �� at all levels.
�� Inspirational leadership style motivates the HR team through mission, vision, authenticity, approachability, and expertise.
�� Fosters a healthy and caring work environment for the HR team and across the workforce.
�� Possesses the ability to attract and recruit top talent, motivate teams, delegate effectively, celebrate diversity within teams, and manage performances while being a strong developer of others.

Communications and Building Relationships
�� Naturally connects and builds strong relationships with various constituents, staff, and community members, demonstrating strong emotional intelligence and an ability to communicate clearly and persuasively.
�� Possesses well-honed influencing skills that will enable this individual to persuade minds, engage in difficult and deeply personal dialogue with empathy, and handle conflict with grace and humility.
�� Works comfortably in a collaborative and in-person environment.
�� Practices servant leadership.
�� Effectively negotiates with vendors, including health and welfare insurance brokers and retirement plan investment managers.
�� Inspires trust and followership in others through compelling influence, powerful charisma, passion in their beliefs, and active drive; and
�� Encourages others to share the spotlight and visibly celebrates and supports the success of the team

Compensation, Benefits and Location:
�� Competitive compensation package, including health, life insurance, retirement (401K with match and qualified pension plan), and professional development benefits. The compensation range for this position is $275,000- $300,000.
�� This position is based in New York, NY. Full-time onsite presence is required.

04 Contact
Russell Reynolds Associates, the global search and leadership advisory firm, has been exclusively engaged to lead this search. We welcome nominations and expressions of interest. All submissions will remain confidential. Please submit to [email protected].

SALARY

$275,000.00 – $300,000.00 per year

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