LA Kings - Sr Director Human Resources

AEG Worldwide · El Segundo · $148,956–$200,000 (stated in the posting)

The LA Kings are where hockey, culture, and community come together. As one of the most iconic franchises in the NHL, the Kings deliver high‑energy games, unforgettable moments, and a game‑night experience that goes far beyond the ice.

Owned by AEG, the LA Kings are powered by teams who bring passion, precision, and pride to everything they do, from game‑day operations and fan experiences to the work that happens behind the scenes. Every role plays a part in creating nights fans remember and a culture that represents Los Angeles.

If you want to be part of a team where the work matters on and off the ice, there’s a place for you here. You’re part of what makes it happen.

Job Summary

The Sr Director Human Resources provides strategic and operational leadership for the human resources function supporting the AEG Sports properties, including the LA Kings and Ontario Reign. The role serves as a senior advisor to business leaders on organizational design, workforce planning, leadership coaching, employee relations, talent strategy, and change initiatives. The Sr Director leads the HR team and provides direction across process improvement, staff development, talent acquisition, learning and development, compliance, and employee relations. This role works across each organization and department to promote consistent, practical, and business-aligned application of human resources programs, policies, and practices while addressing the distinct needs of each property.

Essential Functions

Translate business priorities into an integrated Human Resources strategy for each supported property. Advise senior leaders on workforce, organization, and people implications of business decisions. Participate in key leadership and department discussions, bringing a broad HR perspective and recommending practical solutions that support near-term operating needs and longer-term objectives.
Maintain current knowledge of industry trends and employment legislation and oversee the organization's compliance. Assess the impact of regulatory and policy changes, communicate requirements to leaders, and recommend updates to policies, procedures, controls, and practices to reduce risk and support consistent application.
Lead the Human Resources department, establish priorities, clarify accountability, coach and develop team members, and monitor goals and service delivery to ensure work is completed accurately, consistently, and in a timely manner.
Connect broader business strategy to HR priorities and ensure programs remain relevant to the needs of the supported organizations. Identify patterns and opportunities across properties and recommend approaches, policies, and processes that improve organizational effectiveness, productivity, and HR service delivery.
Provide proactive counsel on complex and sensitive people matters, serving as a trusted advisor, coach, and thought partner to senior leaders. Frame issues, assess risk and organizational impact, develop well-supported recommendations, and guide leaders toward timely and sustainable resolutions. Oversee significant employee relations matters and partner with Legal as appropriate.
Provide strategic direction for employee experience, recognition, training, and development initiatives. Partner with leadership and the administration team to assess organizational and employee needs, identify capability gaps, prioritize learning solutions, and evaluate whether programs support business and talent objectives.
Provide oversight for core HR operations supporting new hires, employee changes, payroll coordination, and benefits administration. Establish appropriate review and escalation practices, ensure regulatory and policy compliance, partner with Legal as needed, and provide leaders and employees with clear interpretation of HR policies.
Lead the performance review and merit increase processes for supported properties, ensure appropriate planning and governance, monitor completion and quality of performance discussions, and address exceptions with leadership and corporate partners.
Serve as the senior HR liaison between AEG corporate partners and the supported properties. Shape local implementation of enterprise programs and initiatives, communicate business requirements and feedback, and promote alignment while accounting for legitimate operating differences.
Provide governance and oversight for the integrity, security, and confidentiality of employee data and records, including documentation standards, access controls, record retention, and lawful disposition of personnel files.
Oversee talent acquisition strategy and execution across supported departments. Ensure recruitment, selection, and hiring decisions follow approved practices, address critical and hard-to-fill needs, strengthen candidate quality and experience, and support retention of key talent.
Develop and manage the Human Resources budget and workforce plan. Allocate resources against business priorities, monitor spending and capacity, and recommend adjustments that support effective and sustainable HR delivery.

Required Qualifications

BA/BS Degree (4-year) in Business Management, Business Administration, or Human Resources Management. Advanced degree preferred.
7+ years of Human Resources leadership experience, including direct people leadership, experience advising senior executives, and responsibility for leading a broad HR function or major client group.
Broad experience across Human Resources disciplines, including compensation, talent acquisition, employee relations, performance management, and talent management, with the ability to integrate these areas into practical business solutions.
Experience leading and developing HR teams that support multiple locations, properties, or business units.
Experience with Human Resource Information Systems (i.e. UltiPro; Workday; Oracle; PeopleSoft); and Applicant Tracking Systems (i.e. Greenhouse; Taleo)
Experience with compensation planning, job leveling, workforce planning, and organizational design and development.
Demonstrated experience designing, implementing, and improving HR initiatives that support measurable business and organizational outcomes.
Experience working within entertainment or sports industry is preferred.
SPHR or SHRM-SCP is highly preferred.

Skills and Abilities

Demonstrated ability to anticipate, assess, and resolve complex and sensitive Human Resources matters using sound judgment, discretion, and an appropriate balance of business and employee considerations.
Executive-level verbal, written, and presentation skills, with the ability to communicate complex or sensitive matters clearly and follow through on commitments.
Strong knowledge of California, Federal and local employment laws including, but not limited to, ADA, FLSA, EEOC, Title VII, Pay Transparency, etc.
Ability to professionally handle sensitive and confidential information
Ability to establish credibility and influence decisions with senior leaders while communicating effectively across all levels of the organization.
Ability to navigate conflict, competing priorities, and ambiguity and to recommend balanced, sustainable solutions.
Strong analytical and problem-solving skills, including the ability to synthesize data, identify implications, and present clear recommendations.
Strong proficiency with Microsoft Office Products (Word, Excel, Outlook, PowerPoint) and ability to learn applicable business systems.
HR Systems knowledge (i.e., UltiPro, applicant tracking system)
Ability to read, listen and communicate effectively.
Able to balance strategic priorities with operational requirements and respond with an appropriate sense of urgency.

Payscale: $148,956 - $200,000

Bonus: This position is eligible for a bonus under the current bonus plan requirements.

Benefits: We offer a comprehensive benefits package that includes: medical, dental and vision insurance, paid holidays, vacation and sick time, company paid basic life insurance, voluntary life insurance, parental leave, 401k Plan (with a current employer match of 3%), flexible spending and health savings account options, and wellness offerings.

AEG reserves the right to change or modify the employee’s job description whether orally or in writing, at any time during the employment relationship. AEG may require an employee to perform duties outside their normal description.

AEG's policy is to hire the most qualified applicants, and we comply with all applicable federal, state and local employment laws in making hiring and employee decisions. We are an equal opportunity employer and do not discriminate against applicants or employees on the basis of race, color, marital status, disability, religion, age, sex, sexual orientation, national origin, genetic information, veteran status, or any other legally protected status recognized by applicable federal, state or local law.

Employer does not offer work visa sponsorship for this position.

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