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Chief People Officer

Company: Downtown Music Publishing
Location: New York
Posted on: January 15, 2021

Job Description:

Downtown Music Holdings (Downtown) is a modern global music company committed to building a more equitable music industry. We help millions of creators, rights holders and their partners to manage their music as a business and get paid fairly for their work. We service over 20 million music assets across North America, Europe, South America, Africa, Asia, and Australia, including some of the most well-known songs in popular music Established in the nascent days of streaming, we've spent more than a decade strategically building a global business that unites art, commerce, and technology to drive equity across the entire global music industry supply chain. Through our portfolio of brands - Downtown Music Publishing--, Songtrust--, CD Baby--, FUGA--, AdRev--, DashGo---, Soundrop--, and Sheer Publishing Africa - we work with creators at every stage of their career. As Chief People Officer for Downtown Music Holdings, you will lead a global HR organization serving Downtown and all of its subsidiary operating companies. You will be a thought leader responsible for developing, evaluating, and setting people strategies, principles, policies, and objectives for our global workforce. In addition, you will lead cross-functional initiatives to reinvent how our People, Comms, FP&A, IT, Legal and Workplace Experience teams support one another in anticipation of company needs. You'll be joining a global leadership team that is passionate about its mission, understands the value of its workforce, and is committed to the clients it serves.-- What you'll be doing:--

  • Lead in the creation and implementation of HR initiatives that align people strategies with organizational needs and contribute to a motivated workforce;
  • Develop programs that deliver on the company's objectives around diversity, equity and inclusion
  • Collaborate with colleagues to develop and implement a compelling Downtown employer brand that attracts diverse, experienced, and capable talent--
  • Provide strategic counsel to the Leadership Team on issues including, but not limited to organizational design, performance management, leadership development and coaching, talent acquisition, and retention
  • Design and develop an effective succession planning process to ensure management and professional readiness to meet the growth plans of the organization
  • Build and execute a learning and development roadmap across all brands, including development programs for the Leadership Team. Partner with leadership to define and execute on learning and development strategies to develop and train world class talent globally
  • Provide strategic support and guidance to People Managers to actively manage, change and improve organizational effectiveness through strategy, design and planning You are / have:
    • 15+ years of prior experience that spans both working in a global and high growth workforce of 500+ employees
    • Been an active part of a high growth environment including but not limited to M&A transactions, organic growth, and expansion
    • Communicate with equal parts empathy and confidence through complex situations--
    • Experienced and passionate in leading diversity, equity, and inclusion globally
    • Expertise in strategy and organizational design, learning & development, performance management, leadership development, employee growth, and succession planning
    • Able to execute on today's challenges while maintaining a forward-thinking mindset around where we'll be months or years from now
    • Enjoys working in a fast-paced and ever-changing environment
    • Excited to travel globally (eventually!) to our various offices Why you want to work here:
      • Ample opportunities to work collaboratively with a fantastic team
      • Vibrant, friendly, and inclusive culture
      • 401k (with matching)
      • Generous Paid Time Off Ensuring a diverse and inclusive workplace where we learn from each other is core to Downtown's values. We welcome people of different backgrounds, experiences, abilities and perspectives and encourage all to apply. Why are you interested in working with us at Downtown Music Holdings? --*
        Do you have experience in a high growth environment where you have scaled an international business rapidly? --*
        -- Do you have experience in a company with 500+ employees? If so, how many employees? Did the employee base grow during your time there? If so, please describe the growth. --*
        Have you lead a HR or People function for a parent company and it's subsidiary brands? --*
        -- Please elaborate on your experience including the number of subsidiaries and if the businesses were domestic, international, or a mixture of both. --*
        What are your salary expectations for this role? --*
        Are you legally authorized to work in the U.S.? --*
        -- Will you now, or in the future, require sponsorship for employment (e.g., H-1B, etc.)? --*
        -- What will your pronouns be as a candidate with Downtown?
        Acknowledging that gender can be fluid depending on the space, please share with us how you'd like to be addressed while interviewing with us. U.S. Equal Opportunity Employment Information (Completion is voluntary) Individuals seeking employment at Downtown Music Publishing are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file. Gender Please select Are you Hispanic/Latino? Please select Race & Ethnicity Definitions If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Veteran Status Please select Form CC-305 OMB Control Number 1250-0005 Expires 05/31/2023 Voluntary Self-Identification of DisabilityWhy are you being asked to complete this form? We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years. Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at . How do you know if you have a disability? You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:
        • Autism
        • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
        • Blind or low vision
        • Cancer
        • Cardiovascular or heart disease
        • Celiac disease
        • Cerebral palsy
        • Deaf or hard of hearing
        • Depression or anxiety
        • Diabetes
        • Epilepsy
        • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
        • Intellectual disability
        • Missing limbs or partially missing limbs
        • Nervous system condition for example, migraine headaches, Parkinson's disease, or Multiple sclerosis (MS)
        • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression Disability Status Please select 1 Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at . PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Keywords: Downtown Music Publishing, New York , Chief People Officer, Executive , New York, New York

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