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Filcro Media Staffing for the recruitment of media human resource executives for media and entertainment firm seeking media staffing firms that specialize in media HR staffing for the media and broadcating industries

Filcro Media Staffing for the recruitment of media human resource executives for media and entertainment firm seeking media staffing firms that specialize in media HR staffing for the media and broadcating industries

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Published by Tony Filson
Filcro Media Staffing recruits for firms seeking human resource executives with media experience across various media platforms. Staffing is conducted by recruitment professionals with extensive media HR experience in the attraction of U.S. and international human resources executives
Filcro Media Staffing recruits for firms seeking human resource executives with media experience across various media platforms. Staffing is conducted by recruitment professionals with extensive media HR experience in the attraction of U.S. and international human resources executives

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Categories:Types, Brochures
Published by: Tony Filson on Feb 02, 2013
Copyright:Attribution Non-commercial

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03/20/2014

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Filcro Media Staffing Human Resources Staffing for The Media Industryhttp://www.filcro-media-staffing.com/html/filcro_media_staffing_human_resources.html[2/2/2013 1:55:30 PM]
Senior DirectorHuman Resources
Based
New York City - USA
Search
Senior Director – Employee Relations
Search Firm
Filcro Media Staffing
Officer in Charge
Tony Filson
Reporting to
Vice President Human Resources
 
Media Human Resources
 
RecruitmentEmployee RelationsCompensationSuccession PlanningTraining & DevelopmentIncentive PlansExpatriate & InternationalWork & Family ProgramsPension AdministrationIndustrial RelationsDiversityHealth & WelfareO&D Planning & ChartingEAP & WellnessNon-Defined Benefits & CompGovernment & LegislativeWorkplace SafetyHRIS & Technology
Filcro Media Staffing identifies human resource professionals for union, non-union and hybrid environments with globalbroadcasting, multiplatform media and related telecommunications and technology industry interests.Filcro Media Staffing’s understanding of the complexity and sophistication of the human resource function and the uniqueskills, components and experience required in the media industries are distinct advantages offered by the firm.Many media environments contain business, technical and creative environments that require human resourceprofessionals who can work effectively with diverse corporate cultures and needs contained in closely knit populations.Filcro Media Staffing’s granular knowledge of specific HR skills and experience required to formulate, implement andchange human resource practices within business, creative and technical environments in the media and broadcastingindustries is unique. This industry specific knowledge is enhanced by our cultural and industrial understanding of specificmedia and broadcasting organizations and structures. Vice Presidents, Directors, Managers and
true 
Generalists areidentified in this search group.When Filcro Media Staffing participates in human resource searches relevant to Growth, Change Management, BestPractices, Diversity Initiatives or Succession Planning the firm utilizes proprietary O&D charting of every media,entertainment and telecommunications environment in the United States since 1985.Cablevision A Media and Entertainment ConglomerateHuman Resources - Employee Relations Executive Search Review 
Client
A diversified U.S. based global media and entertainment conglomerate with television network, sports, MSO/ Cable TV,radio, retail, venue, entertainment and advertising holdings. The firm operates businesses in 65 countries across the UnitedSates, Europe, Asia Pacific, Africa, Mexico and South America.
Client Situation
The Vice President of Human Resources identified Filcro Media Staffing through the referral of another Senior VicePresident of Human Resources and Employee Relations at a competing media and entertainment conglomerate thatutilized Filcro Media Staffing for senior Human Resource searches in the past. Filcro Media Staffing had also completed
 
Filcro Media Staffing Human Resources Staffing for The Media Industryhttp://www.filcro-media-staffing.com/html/filcro_media_staffing_human_resources.html[2/2/2013 1:55:30 PM]
non-HR searches through line management in the client’s Cable TV, Sports, Telecommunications and Venue businessgroups in the past. 
Industry and Sector inclusion
Television BroadcastingTelecommunicationsCable TVRadioSportsEntertainment and Entertainment VenuesAdvertising
Filcro Media Staffing is Retained
The Filcro Media Staffing Officer in Charge of Search Tony Filson was asked tocommence a national search and establish guidelines to assure the implementationof 360 methodologies; best practices; and management training programs for fiveoperating divisions of the company through the identification, recruitment andattraction of a Senior Director of Employee Relations to be based in New York City.Filcro Media Staffing was provided with O&D charting and succession plans for thefive operating divisions of the parent company. Clear definitions were established with HR in all (18) areas of concern.Filcro Media Staffing already had a cultural understanding of the firm through prior recruitment assignments and understoodthe sensitivities of inserting new and mandatory employee relations proactive policies across all lines of business. Union &Non-Union.The diversity of the five business groups posed an unusual challenge. Filcro Media Staffing established a hierarchy ofdesired skill sets and industry experience to proceed with universe compilation and tiering. The fact that Filcro MediaStaffing reported directly to the hiring manager who was also the VP of HR offered many advantages as the VP HR wasclearly identifying an heir apparent should she choose to exit the company.Due to “direct” and “dotted line” reporting issues the search offered many challenges. An executive had to be identified thatcould function effectively where in some instances employee relations functions were handled by line management notaware of or ever participating in formal HR instituted, ER policies in the past. The continuity of policies, training and thedesired empowerment of line management was going to offer many challenges in Union and Non Union environments.
Challenges Facing the New Senior Employee Relations Director (ERD)
Change ManagementTraining & DevelopmentCultural ReorientationEmpowering ManagementContinuity Across Varied Lines of BusinessBudget Controls for HR ProgramsCommon Goal - 360 ProgramsHR Best Practices
Filcro Media Staffing’s Recruitment Solution
Filcro Media Staffing proceeded to Identify the "best in industry" employee relations executives who had implemented
 
Filcro Media Staffing Human Resources Staffing for The Media Industryhttp://www.filcro-media-staffing.com/html/filcro_media_staffing_human_resources.html[2/2/2013 1:55:30 PM]
similar programs in similar organizations in the media and entertainment industries. The sophistication and efficacy of theprograms had to be from the ground up with a proven increase in productivity, lowering turnover and litigation avoidance toassure success.An executive capable of focusing on line ownership of issues on a more proactive level was essential. With such diversecultures and varied lines of business there needed to be effective policies in place to put out small fires and even preventthem in the first place by opening lines of communication above, on and below line.With an unusual need for clear ER organizational goals and programs we needed a person who could educate an entirepopulation that “reactive policies never work” in an effective Employee Relations environment.The VP of HR was receptive to varied approaches and gave Tony Filson autonomy during the search process to determinethe proper skill sets and experience required.
Successful Senior Director of ER Recruited
A Vice President of ER of a competing media and entertainment conglomerate was identified and hired as the new Directorof Employee Relations.This new Director with an MBA had organized the entire Human Resource department for herpresent entertainment conglomerate and instituted ER policies for 2,300 U.S. employeeslocated in diverse operating groups. She incorporated Human Resource Groups fromacquired companies into corporate units with decentralized field operations and designedtraining programs for senior management and staff including Change Management,Leadership Skills Development, Team Building, Stress Management and BuildingCommunication Skills. She conducted training in interviewing, hiring, firing, coaching andmotivating. Manage sexual harassment training programs, started the process of Wage andHour Audits to insure company-wide FLSA compliance and worked with the legal department in the writing of a corporatehandbook to establish consistent policies and proceduresShe also developed and implemented a web-based recruitment strategy including a Internet job board, resulting inimproved employee retention and lower turnover rates. Her ability to conduct all internal grievance investigations andhandle all Employee Relations issues while educating line management. This was exactly what the hiring company VP HRrequired. Her strong due diligence experience for all employment / benefit issues related to mergers and acquisitions wasalso well suited to get people acclimated to the new ER programsPrior to working at the entertainment company she had worked for one the World's largestcorporations in a Union / Non-union environment that was similar to our client company.She handled all bargaining and non-bargaining personnel as she formulated strategic plansfor staffing initiatives to meet revenue objectives that were also similar based on a“franchise” business model for one operating group.The executive easily became acclimated within the new environment and even under the most stressful conditions putforward by those who wanted to do things “the old way”, she proved highly successful. Her programs have change theculture of the company, lowered turnover, reduced litigation and made the company a more productive place to work. A Filcro Media Staffing Case HistoryTony Filson reporting to the Vice President of Human Resources (VPHR)
Director Human Resources
Client
 CBS is a leading global diversified media and entertainment conglomerate producing anddisseminating across multiple media platforms. Known as one of America's finest employersdevoted to comprehensive employee development CBS is respected for a tradition of corporateexcellence and philanthropically supporting the many communities it serves.CBS Corporation (CBS Corp.) is a mass media company with operations in Television, Radio, Outdoor and Publishingsegments. The Television segment consists of CBS Television, which includes CBS Television Network, CBS ParamountNetwork Television and CBS Television Distribution, Showtime Networks and CSTV College Sports Television. The Radiosegment owns and operates 140 radio stations in 30 United States markets through CBS Radio. The Outdoor segmentdisplays advertising on media, including billboards, transit shelters, buses, rail systems (in-car, station platforms andterminals), mall kiosks and stadium signage through CBS Outdoor, and in retail stores through CBS Outernet. ThePublishing segment consists of Simon & Schuster, which publishes and distributes consumer books under imprints, suchas Simon & Schuster, Pocket Books, Scribner and Free Press as the Company completed the acquisition of CNETNetworks, Inc.

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