Milwaukee Brewers | Vice President of Human Resources; Milwaukee, WI

The Vice President of Human Resources (“VP”) will provide comprehensive Human Resources leadership for the Brewers organization including: culture creation and development, organizational development and integration, identification of executive and employee training opportunities, diversity and inclusion recruiting and retention, strategic direction, policy development, recruiting, employee relations, creation of effective review processes, benefits and compensation.  The VP will establish the Human Resources function as a fully-integrated, highly communicative and innovative internal resource, servicing the entirety of the organization in the maximization of current people assets and future growth opportunities.

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Background:

For over 40 years, the Milwaukee Brewers have been a staple of summertime entertainment in the Midwest. Original owner Bud Selig worked to build an organization that took pride in representing not only the city of Milwaukee but the entire state of Wisconsin. Since then, it has housed baseball greats such as Hank Aaron, Robin Yount, Paul Molitor, Cecil Cooper, Rollie Fingers, and a number of memorable, high-profile events including two Major League All-Star games, the 1982 World Series, the 1981 American League Division Series, the 2008 and 2011 National League Division Series and 2011 National League Championship Series. Milwaukee baseball ushered in a new era with the 2001 opening of Miller Park, a $400 million stadium with a retractable roof that has received international recognition as one of the top sporting venues in the world. In both a 2014 survey conducted by The Sporting News and a 2012 survey conducted by ESPN, Miller Park was voted as Major League Baseball’s “Best Ballpark.”

As ownership transitioned to Mark Attanasio in 2005, the Milwaukee Brewers took significant strides on both the baseball and business fronts.  In addition, Attanasio and his management team have made it a priority to create environments second to none for both fans and employees. Continuous enhancement of offerings at Miller Park and throughout the community have produced record numbers of engaged fans while Attanasio’s management philosophy of providing staff with the resources needed to be successful fosters creative and effective teamwork internally. Overall, the organization’s culture embraces a collective approach around “one organization,” where open communication leads to an understanding that everyone is working toward the same ultimate goals.

In addition to the baseball team, the organization also has an ownership stake in Performance Clean, LLC (“PCL”), a sports venue cleaning company that oversees the cleaning of Miller Park and numerous other sports venues. In 2017, the organization also closed on a purchase of the Carolina Mudcats, the team’s High-A Carolina League affiliate.

Any interested candidates should contact Turnkey Search directly. Contacting the Brewers will only delay consideration of your qualifications.

Summary:

The Vice President of Human Resources (“VP”) will provide comprehensive Human Resources leadership for the Brewers organization including: culture creation and development, organizational development and integration, identification of executive and employee training opportunities, diversity and inclusion recruiting and retention, strategic direction, policy development, recruiting, employee relations, creation of effective review processes, benefits and compensation.  The VP will establish the Human Resources function as a fully-integrated, highly communicative and innovative internal resource, servicing the entirety of the organization in the maximization of current people assets and future growth opportunities.

Essential Duties and Responsibilities:

  • Serve as a highly-integrated, high-impactpartner to all organizational executives and employees; build, direct and coach internal HR team to provide consistently excellent service to all business lines.
  • Drive strategy creation and implementation to realize the franchise’s talent acquisition, talent management, organizational and people development needs and goals; champion diversity initiatives; build best-in-class internship and development programs aimed at attracting and organically growing in-house talent.
  • Develop training and development initiatives to provide additional learning and growth opportunities for internal staff; work with departmental leaders to identify content and course materials for continued development of staff.
  • Drive the development of the company’s onboarding programming, fully immersing new employees into the company culture and introducing all policies, benefits and resources available.
  • Partner with all managers to evaluate current team performance; identify ways to elevate productivity and output; create all development initiatives to realize optimum team performance and integration.
  • Oversee and strategize with respect to all Labor Union negotiations, relationships and personnel management.
  • Manage any and all personnel issues, including but not limited to: job satisfaction evaluation, employee engagement, resolving workplace conflict, termination/severance, etc.
  • Evaluate and drive all compensation practices including compensation reviews, research and reporting.
  • Consistently evaluate and champion the organization’s benefits program; assist with company health and welfare policies, FMLA and Worker’s Compensation; drive the development and administration of all insurance and retirement plans and enrollments; partner with all necessary service providers to implement programs.
  • Drive the development, implementation and adherence to policies and procedures to ensure fair employment practices and safe working conditions; ensure compliance with MLB collective bargaining agreement; drive full compliance with all federal, state and local reporting requirements.
  • Creatively develop and foster a company culture in which employees know that they are as valued as the organizations fans.

Qualifications Required:

  • Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology or related degree; Master’s degree preferred, but not required.
  • 7-10+ years of experience in Human Resources, preferably in sports, entertainment, hospitality, or related field.
  • Experience with High-Impact HR models preferred.
  • Ability to adapt to an ever-changing environment; utilizes creativity and strategic thinking in the development of internal policy and procedure.
  • Highly analytical, detail-oriented, thorough and collaborative.
  • Exceptional communication skills.
  • Experience in Workday preferred, but not required.
2017-11-14T10:59:18+00:00

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