VIP Club Ambassador - Leader Bank Pavilion

VIP Club Ambassador

The VIP Club Ambassadors at Leader Bank Pavilion will engage with our seasonal clients that purchase VIP Cub Access, season tickets, box seats, or premium seating for our events. VIP staff members will be located throughout all of our VIP areas and will be required to assist with questions, issues, or complaints in these areas.

VIP staff will work concerts throughout our April 2026 October 2026 season. Shifts take place in the evening on event days. This position pays $18/hour.

What This Role Will Do:

• Represent Live Nation and Leader Bank Pavilion to all venue visitors, including our business partners and artists, in a professional way
• Adapt to the varying needs of our diverse artists and audiences Deliver exemplary customer service to maintain customer loyalty.
• Adapt to customer needs ensuring they are understood, and appropriate action is taken to meet and exceed their expectations.
• Other tasks as assigned by the VIP Manager and PSS Coordinator
• Maintain working knowledge of venue guest services programs and service recovery practices.
• Responsible for maintaining a fun, friendly, and safe environment throughout the venue; uphold venue policies and escalate concerns to appropriate members of the management team in a timely manner.

What This Person Will Bring:

• Must be at least 18 years of age
• Previous customer service experience is helpful, but not required
• Customer service friendly attitude, and a desire to create a great environment for our guests
• Position requires constant walking, climbing stairs, standing in one place for long periods of time in various types of weather.
• Experience in a host role is a plus!

Equal Employment Opportunity

We are passionate and committed to our people and go beyond the rhetoric of diversity and inclusion. You will be working in an inclusive environment and be encouraged to bring your whole self to work. We will do all that we can to help you successfully balance your work and home life. As a growing business we will encourage you to develop your professional and personal aspirations, enjoy new experiences, and learn from the talented people you will be working with. It's talent that matters to us and we encourage applications from people irrespective of their gender, race, sexual orientation, religion, age, disability status or caring responsibilities.

Live Nation strongly supports equal employment opportunity for all applicants regardless of age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), family and medical care leave or the denial of family and medical care leave, mental or physical disability (including HIV and AIDS), marital status, domestic partner status, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, political affiliation, national origin (including language use restrictions), citizenship, race, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, sexual orientation, or any other basis protected by applicable federal, state or local law, rule, ordinance or regulation.

We will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Ordinance, San Francisco Fair Chance Ordinance and the California Fair Chance Act and consistent with other similar and/or applicable laws in other areas.

We also afford equal employment opportunities to qualified individuals with a disability. For this reason, Live Nation will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant consistent with its legal obligations to do so, including reasonable accommodations related to pregnancy in accordance with applicable local, state and/or federal law. As part of its commitment to make reasonable accommodations, Live Nation also wishes to participate in a timely, good faith, interactive process with a disabled applicant to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants are invited to identify reasonable accommodation that can be made to assist them to perform the essential functions of the position they seek. Any applicant who requires accommodation to perform the essential functions of the job should contact a Human Resources Representative to request the opportunity to participate in a timely interactive process. Live Nation will also provide reasonable religious accommodations on a case-by-case basis.

Hiring Practices

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Live Nation recruitment policies are designed to place the most highly qualified people available in a timely and efficient manner. Live Nation may pursue all avenues available, including promotion from within, employee referrals, outside advertising, employment agencies, internet recruiting, job fairs, college recruiting and search firms.

**Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the Colorado Equal Pay for Equal Work Act and Equal Pay Transparency Rules. It is estimated based on what a successful Colorado applicant might be paid. It assumes that the successful candidate will be in Colorado or perform the position from Colorado. Similar positions located outside of Colorado will not necessarily receive the same compensation. Live Nation takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the CO EPEWA, a potential new employee's salary history will not be used in compensation decisions.