Human Resources Manager | Full-Time | Ryan Field at Northwestern University

Oak View Group Oak View Group (OVG) is the global leader in premium live entertainment infrastructure and services, with a platform spanning venue development and end-to-end capabilities across venue management, hospitality, and sponsorship sales. Founded in 2015, the company serves a collection of seven world-class owned venues and a client roster of the most iconic arenas, stadiums, convention centers, music festivals, performing arts centers, and cultural institutions, spanning four continents. Overview The Human Resources Manager is responsible for leading all day-to-day Human Resources functions for a stadium venue, supporting venue management and administrative employees while fostering a positive, engaging, and compliant workplace. This role serves as a trusted business partner to venue leadership, providing strategic and operational HR support across employee relations, talent acquisition, onboarding, performance management, compliance, training, and employee engagement. The HR Manager ensures the venue attracts, develops, and retains top talent while promoting a culture centered on operational excellence, exceptional guest service, inclusion, accountability, and teamwork. This role pays an annual salary of $85,000 - $95,000. Benefits for Full-Time roles: Health, Dental and Vision Insurance, 401(k) Savings Plan, 401(k) matching, and Paid Time Off (vacation days, sick days, and 11 holidays). This position will remain open until October 2, 2026. Responsibilities Serve as the primary HR partner for venue leadership, providing guidance on employee relations, performance management, organizational development, and workforce planning. Partner with department leaders to align people strategies with operational goals and business objectives. Foster a positive workplace culture that promotes employee engagement, collaboration, and accountability. Ensure compliance with company policies, employment laws, and collective bargaining agreements, where applicable. Manage full-cycle recruitment for salaried and administrative positions. Partner with hiring managers to develop recruitment strategies and ensure timely hiring. Coordinate onboarding, orientation, and new hire integration programs. Support workforce planning initiatives for venue operations. Provide coaching and guidance to managers on employee performance, conflict resolution, corrective action, and policy interpretation. Conduct workplace investigations and recommend appropriate resolutions. Support performance management processes, including performance reviews, coaching, and development planning. Promote fair and consistent application of company policies and procedures. Maintain compliance with federal, state, and local employment laws. Manage employee personnel files and HR documentation. Oversee I-9 compliance, employment verification, and required reporting. Coordinate leave of absence administration and ADA accommodation processes in partnership with corporate HR. Ensure accurate HR records and data management within HRIS systems. Facilitate leadership development, compliance training, and employee education programs. Identify development opportunities and succession planning initiatives. Support learning initiatives that enhance leadership capability and operational effectiveness. Lead employee recognition and engagement initiatives. Plan and coordinate employee appreciation events and communication programs. Support diversity, equity, inclusion, and belonging initiatives. Encourage an environment where employees feel valued, respected, and empowered to succeed. Partner with corporate HR on compensation administration and annual review processes. Support benefits education and employee enrollment activities. Assist employees with HR-related questions regarding benefits, policies, and employment matters. Partner with Payroll and department leaders to ensure timely and accurate payroll processing. Review timekeeping practices and ensure compliance with wage and hour regulations. Resolve payroll-related questions and discrepancies. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. 3-5 years of progressive Human Resources experience. Previous HR experience in hospitality, sports and entertainment, venue management, or a high-volume service environment is strongly preferred. Experience supporting multiple departments and business leaders. Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred. Strong knowledge of federal, state, and local employment laws. Experience handling employee relations matters with professionalism and confidentiality. Excellent communication, coaching, and conflict resolution skills. Ability to build trusted relationships across all levels of the organization. Strong organizational and project management skills. Experience with HRIS, applicant tracking systems, and Microsoft Office Suite. Ability to manage multiple priorities in a fast-paced environment. High level of discretion when handling confidential information. Ability to work in an office environment and throughout the stadium. Ability to stand and walk for extended periods during events. Ability to work evenings, weekends, holidays, and special events as business needs require. Strengthened by our Differences. United to Make a Difference At OVG, we understand that to continue positively disrupting the sports and live entertainment industry, we need a diverse team to help us do it. We also believe that inclusivity drives innovation, strengthens our people, improves our service, and raises our excellence. Our success is rooted in creating environments that reflect and celebrate the diverse communities in which we operate and serve, and this is the reason we are committed to amplifying voices from all different backgrounds. Equal Opportunity Employer Oak View Group is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis (“protected class”) including, but not limited to veteran status, uniform service member status, race, color, religion, sex, national origin, age, physical or mental disability, genetic information or any other protected class under federal, state, or local law. Serve as the primary HR partner for venue leadership, providing guidance on employee relations, performance management, organizational development, and workforce planning. Partner with department leaders to align people strategies with operational goals and business objectives. Foster a positive workplace culture that promotes employee engagement, collaboration, and accountability. Ensure compliance with company policies, employment laws, and collective bargaining agreements, where applicable. Manage full-cycle recruitment for salaried and administrative positions. Partner with hiring managers to develop recruitment strategies and ensure timely hiring. Coordinate onboarding, orientation, and new hire integration programs. Support workforce planning initiatives for venue operations. Provide coaching and guidance to managers on employee performance, conflict resolution, corrective action, and policy interpretation. Conduct workplace investigations and recommend appropriate resolutions. Support performance management processes, including performance reviews, coaching, and development planning. Promote fair and consistent application of company policies and procedures. Maintain compliance with federal, state, and local employment laws. Manage employee personnel files and HR documentation. Oversee I-9 compliance, employment verification, and required reporting. Coordinate leave of absence administration and ADA accommodation processes in partnership with corporate HR. Ensure accurate HR records and data management within HRIS systems. Facilitate leadership development, compliance training, and employee education programs. Identify development opportunities and succession planning initiatives. Support learning initiatives that enhance leadership capability and operational effectiveness. Lead employee recognition and engagement initiatives. Plan and coordinate employee appreciation events and communication programs. Support diversity, equity, inclusion, and belonging initiatives. Encourage an environment where employees feel valued, respected, and empowered to succeed. Partner with corporate HR on compensation administration and annual review processes. Support benefits education and employee enrollment activities. Assist employees with HR-related questions regarding benefits, policies, and employment matters. Partner with Payroll and department leaders to ensure timely and accurate payroll processing. Review timekeeping practices and ensure compliance with wage and hour regulations. Resolve payroll-related questions and discrepancies. Bachelor's degree in Human Resources, Business Administration, or related field preferred. 3-5 years of progressive Human Resources experience. Previous HR experience in hospitality, sports and entertainment, venue management, or a high-volume service environment is strongly preferred. Experience supporting multiple departments and business leaders. Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred. Strong knowledge of federal, state, and local employment laws. Experience handling employee relations matters with professionalism and confidentiality. Excellent communication, coaching, and conflict resolution skills. Ability to build trusted relationships across all levels of the organization. Strong organizational and project management skills. Experience with HRIS, applicant tracking systems, and Microsoft Office Suite. Ability to manage multiple priorities in a fast-paced environment. High level of discretion when handling confidential information. Ability to work in an office environment and throughout the stadium. Ability to stand and walk for extended periods during events. Ability to work evenings, weekends, holidays, and special events as business needs require.