Filcro Media Staffing identifies human resource professionals for union, non-union and hybrid environments with global broadcasting, 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 unique skills, 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 resource professionals 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 and change human resource practices within business, creative and technical environments in the media and broadcasting industries is unique. This industry specific knowledge is enhanced by our cultural and industrial understanding of specific media and broadcasting organizations and structures. Vice Presidents, Directors, Managers and true Generalists are identified in this search group.
When Filcro Media Staffing participates in human resource searches relevant to Growth, Change Management, Best Practices, 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 Conglomerate Human Resources - Employee Relations Executive Search Review
Senior Director Human 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
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 United Sates, Europe, Asia Pacific, Africa, Mexico and South America.
The Vice President of Human Resources identified Filcro Media Staffing through the referral of another Senior Vice President of Human Resources and Employee Relations at a competing media and entertainment conglomerate that utilized Filcro Media Staffing for senior Human Resource searches in the past. Filcro Media Staffing had also completed non-HR searches through line management in the client’s Cable TV, Sports, Telecommunications and Venue business groups in the past.
Industry and Sector inclusion
Entertainment and Entertainment Venues
Filcro Media Staffing is Retained
The Filcro Media Staffing Officer in Charge of Search Tony Filson was asked to commence a national search and establish guidelines to assure the implementation of 360 methodologies; best practices; and management training programs for five operating divisions of the company through the identification, recruitment and attraction 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 the five 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 understood the 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 of desired skill sets and industry experience to proceed with universe compilation and tiering. The fact that Filcro Media Staffing reported directly to the hiring manager who was also the VP of HR offered many advantages as the VP HR was clearly 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 that could function effectively where in some instances employee relations functions were handled by line management not aware of or ever participating in formal HR instituted, ER policies in the past. The continuity of policies, training and the desired 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)
Training & Development
Continuity Across Varied Lines of Business
Budget Controls for HR Programs
Common Goal - 360 Programs
HR Best Practices
Filcro Media Staffing’s Recruitment Solution
Filcro Media Staffing proceeded to Identify the "best in industry" employee relations executives who had implemented similar programs in similar organizations in the media and entertainment industries. The sophistication and efficacy of the programs had to be from the ground up with a proven increase in productivity, lowering turnover and litigation avoidance to assure success.
An executive capable of focusing on line ownership of issues on a more proactive level was essential. With such diverse cultures and varied lines of business there needed to be effective policies in place to put out small fires and even prevent them 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 entire population 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 determine the 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 Director of Employee Relations.
This new Director with an MBA had organized the entire Human Resource department for her present entertainment conglomerate and instituted ER policies for 2,300 U.S. employees located in diverse operating groups. She incorporated Human Resource Groups from acquired companies into corporate units with decentralized field operations and designed training programs for senior management and staff including Change Management, Leadership Skills Development, Team Building, Stress Management and Building Communication Skills. She conducted training in interviewing, hiring, firing, coaching and motivating. Manage sexual harassment training programs, started the process of Wage and Hour Audits to insure company-wide FLSA compliance and worked with the legal department in the writing of a corporate handbook to establish consistent policies and procedures
She also developed and implemented a web-based recruitment strategy including a Internet job board, resulting in improved employee retention and lower turnover rates. Her ability to conduct all internal grievance investigations and handle all Employee Relations issues while educating line management. This was exactly what the hiring company VP HR required. Her strong due diligence experience for all employment / benefit issues related to mergers and acquisitions was also well suited to get people acclimated to the new ER programs
Prior to working at the entertainment company she had worked for one the World's largest corporations 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 plans for 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 put forward by those who wanted to do things “the old way”, she proved highly successful. Her programs have change the culture of the company, lowered turnover, reduced litigation and made the company a more productive place to work.
A Filcro Media Staffing Case History Tony Filson reporting to the Vice President of Human Resources (VPHR)
Director Human Resources
CBS is a leading global diversified media and entertainment conglomerate producing and disseminating across multiple media platforms. Known as one of America's finest employers devoted to comprehensive employee development CBS is respected for a tradition of corporate excellence and philanthropically supporting the many communities it serves.
CBS Corporation (CBS Corp.) is a mass media company with operations in Television, Radio, Outdoor and Publishing segments. The Television segment consists of CBS Television, which includes CBS Television Network, CBS Paramount Network Television and CBS Television Distribution, Showtime Networks and CSTV College Sports Television. The Radio segment owns and operates 140 radio stations in 30 United States markets through CBS Radio. The Outdoor segment displays advertising on media, including billboards, transit shelters, buses, rail systems (in-car, station platforms and terminals), mall kiosks and stadium signage through CBS Outdoor, and in retail stores through CBS Outernet. The Publishing segment consists of Simon & Schuster, which publishes and distributes consumer books under imprints, such as Simon & Schuster, Pocket Books, Scribner and Free Press as the Company completed the acquisition of CNET Networks, Inc.
Director Human Resources - New York City, NY - USA.
The Vice President of Human Resources was seeking an addition to staff based on a distinct need to service a growing and diverse media population across multiple verticals and business units.
CBS is known for having outstanding human resource policies and leadership devoted to the needs of a diverse and sophisticated media and entertainment population. It was important during this search to identify a Director of Human Resources who could be effective with broad media constituencies and cultures in the company's business, technical and creative groups.
The advent of CBS leading across multiple media platforms required distinct synergies of internal clients requiring sophisticated talent acquisition and retention modality to maintain CBS as the leading provider of quality content in The United States and international markets.
Industry and Sector inclusion for Universe Compilation
Cable Television Networks
Digital Media Networks
Motion Picture Studios
Technology and Media Conglomerates
Selected Fortune 500 - 1000
Filcro Media Staffing proceeded to Identify Human Resource professionals with specific broadcasting experience in organizations that mirrored The Networks’ structure, business units, technology, populations and cultures.
Directly recruiting from the identified media HR targets was the only modality that proved effective. Conventional awareness through print and Internet sources was not effective. The Human Resource professionals we were seeking were currently employed and happy in their current positions. Aggressively targeting a well researched media HR universe ultimately brought this search to fruition.
Having a long standing relationship with CBS, Filcro Media Staffing utilized a professional relationship with a former CBS employee to ultimately identify the ideal Director of Human Resources.
Successful Director of Human Resources Recruited
A former Manager of Broadcast Network TV Human Resources who was currently in a large multinational consumer products company was identified and hired by the Vice President of Human Resources. The compilation of Network TV and Fortune 500 Human Resources experience lent well to initiating new HR practices while providing sensitivity to existing HR practices and cultures. Filcro Media Staffing was quick to capitalize on identification by expediting Filcro Middle Staffing’s internal process and that of CBS to assure that the Network could attract the new Director.
The Human Resource executive was successfully attracted in New York and did not require relocation.
The new Director of Human Resources has proven to be a valuable addition to staff and made a smooth transition to service a diverse population of clients across all business units and media platforms.
Filcro Media Staffing’s intimate knowledge and relationships in the media and broadcasting industries with over 25 years of exposure to broadcasting human resources at the major networks and cable networks ultimately led to the successful completion of this search assignment. It was a privilege to fill this executive search assignment. The new Director of Human Resources recruited and the Vice President we reported into, are both people we respect greatly. Thank you.