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Broadcast Manager Jobs in Springfield, TN (NOW HIRING)

Digital Remedy

Content Creator

Nashville, TN

$121K/yr

Manage asset distribution across the network and track deliverables through Adobe Workfront. WHAT ... with all major broadcast networks; owns Tennis Channel, the premium destination for tennis ...

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Broadcast Manager information

See Springfield, TN salary details

$23.1K

$56.2K

$109.5K

How much do broadcast manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for broadcast manager in Springfield, TN is $56,215.00, according to ZipRecruiter salary data. Most workers in this role earn between $39,700.00 and $64,700.00 per year, depending on experience, location, and employer.

What is a broadcast manager?

Broadcast Managers are professionals who oversee the operations, programming, and technical aspects of radio and television broadcasts. They are responsible for managing staff, coordinating schedules, ensuring compliance with regulations, and maintaining broadcast quality. Broadcast Managers often work closely with producers, engineers, and on-air talent to deliver content effectively and efficiently. Their role is essential to ensuring smooth and successful broadcast operations.

What are the key skills and qualifications needed to thrive as a broadcast manager?

To thrive as a Broadcast Manager, you need expertise in media production, broadcast regulations, and project management, often supported by a degree in communications or a related field. Familiarity with broadcast automation systems, scheduling software, and technical equipment is typically required. Strong leadership, problem-solving, and communication skills help you effectively manage teams and coordinate live broadcasts. These competencies are essential to ensure seamless broadcast operations, regulatory compliance, and high-quality content delivery.

What are some common challenges a broadcast manager faces in coordinating live broadcasts?

Broadcast Managers often encounter challenges like managing last-minute changes to programming, ensuring seamless communication across technical and creative teams, and troubleshooting on-air technical issues under tight deadlines. They must also balance strict regulatory compliance with the creative vision, all while maintaining broadcast quality and adhering to schedules. Successfully navigating these challenges requires quick problem-solving, adaptability, and strong leadership skills.

What is the difference between Broadcast Manager vs Broadcast Technician?

AspectBroadcast ManagerBroadcast Technician
Required CredentialsBachelor's degree in communications, media, or related field; often some management experienceTechnical diploma or associate degree; specialized training in broadcasting equipment
Work EnvironmentOffice settings, overseeing broadcast operations, coordinating teamsOn-site at broadcast stations, operating and maintaining equipment
Employer & Industry UsageMedia companies, TV/radio stations, networksBroadcast stations, production companies, technical service providers

The main difference is that Broadcast Managers oversee the entire broadcast operation, focusing on management and coordination, while Broadcast Technicians handle the technical setup, maintenance, and operation of broadcasting equipment. Both roles are essential in the broadcasting industry but differ in responsibilities and required skills.

What cities near Springfield, TN are hiring for Broadcast Manager jobs?

Cities near Springfield, TN with the most Broadcast Manager job openings:

Broadcast Manager jobs near you
Infographic showing various Broadcast Manager job openings in Springfield, TN as of June 2026, with employment types broken down into 38% Full Time, 53% Part Time, 3% Temporary, and 6% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $56,215 per year, or $27 per hour.

Total Rewards, Sr. Analyst

Broadcast Music, Inc.

Nashville, TN • On-site

$80K - $104K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 20 days ago

Job description

About the Company
BMI is a mission-driven organization at the forefront of music rights and creator advocacy. Celebrating over 80 years of service to songwriters, composers, music publishers and businesses, BMI is a global leader in music rights management. Currently representing the public performance rights in over 25 million musical works created and owned by more than 1.4 million artists. BMI negotiates music license agreements and distributes the fees it generates as royalties to its affiliated writers and publishers when their songs are publicly performed.
About the Role
Position Summary
We're looking for a business-minded compensation professional to help build a modern, Performance Built Total Rewards capability at BMI.
Reporting to the Director, Total Rewards, this role will help design and evolve scalable global compensation programs that support business growth, organizational performance, and enterprise transformation. You'll combine market intelligence, analytics, and business insight to influence compensation decisions that attract, retain, and reward exceptional talent.
Beyond technical compensation expertise, you'll partner with HR Business Partners, Finance, Talent Acquisition, and business leaders to connect compensation strategy with organizational priorities, workforce planning, and business performance.
We believe the best compensation decisions happen when market data, business strategy, and leadership judgment come together to create better business outcomes.
Key Responsibilities
Business Driven Total Rewards
  • Partner with the Director, Total Rewards to build and continuously evolve BMI's global compensation and total rewards strategy.
  • Design, implement, and maintain scalable salary structures, job architecture, incentive programs, and recognition strategies that support business objectives.
  • Conduct market pricing, benchmarking and competitive analyses to ensure compensation programs remain market competitive and aligned with business needs.
  • Translate compensation data into practical recommendations that support talent attraction, retention, organizational effectiveness, and workforce planning.
  • Balance compensation science with business judgment to create thoughtful, practical solutions.

Enterprise Compensation Strategy
  • Support the continued development and governance of BMI's global job architecture, career framework, and compensation philosophy.
  • Help build scalable compensation practices that support a growing global organization.
  • Participate in job evaluations, compensation governance, and organizational design initiatives.
  • Support enterprise transformation initiatives including workforce realignment, organizational design, and business growth.

Mergers, Acquisitions & Transformation
  • Support compensation and benefits due diligence for acquisitions and strategic business initiatives.
  • Evaluate compensation programs, salary structures, incentive plans, and job frameworks of acquired organizations.
  • Assist with post-acquisition integration, harmonization, and implementation planning.
  • Identify compensation-related opportunities, risks, and recommendations that support successful integration.

Analytics & Business Insights
  • Build dashboards, reporting, and analytics that help leaders make faster, smarter compensation and talent decisions.
  • Conduct pay equity analyses, market trend reviews, workforce analytics, and compensation modeling.
  • Support annual compensation planning including merit, bonus, and long-term programs.
  • Ensure compliance with applicable compensation regulations and global pay transparency requirements.

Enterprise Partnership
  • Partner closely with HR Business Partners, Talent Acquisition, Finance, and business leaders to align compensation strategy with business priorities.
  • Provide clear, data-driven recommendations that support organizational effectiveness and enterprise decision making.
  • Support communication and change management efforts related to compensation and total rewards initiatives.

Qualifications
Required
  • Bachelor's degree in Human Resources, Business, Finance, Economics, or related field.
  • 3 - 5 years of experience in compensation, total rewards, finance, consulting, or HR analytics.
  • Demonstrated experience supporting compensation programs across multiple countries and regions.
  • Strong analytical, financial modeling, and advanced Excel capabilities.
  • Experience conducting market pricing, salary benchmarking, and compensation analysis.
  • Knowledge of job architecture, job leveling, and global compensation frameworks.
  • Demonstrated ability to translate complex compensation data into practical business recommendations.
  • Strong communication skills with the ability to influence leaders and build trusted partnerships.

Preferred
  • Experience supporting mergers and acquisitions, including compensations due diligence and post-acquisition integration.
  • Experience in a multinational or global organization.
  • Experience with executive and incentive compensation compensation programs.
  • CCP certification (or progress toward certification).
  • Experience with Dayforce, PayFactors, Mercer, Radford, SuccessFactors, or comparable compensation platforms.

Key Competencies
  • Business Value Driver - Understands how compensation creates enterprise value and supports business performance.
  • Builder Mindset - Continuously improves processes, capabilities, and solutions that scale with the business.
  • Enterprise Thinking - Looks beyond individual functions to optimize outcomes for the entire organization.
  • Data + Judgement - Combines analytics, market intelligence, and business judgment to make balanced decisions.
  • Bias Toward Action - Moves with speed while maintaining quality and thoughtful execution.
  • Curious Problem Solver - Challenges assumptions, asks better questions, and pursues practical solutions.
  • Executive Presence - Communicates with confidence, credibility, and influence across all levels of the organization.
  • Continuous Improvement - Looks for opportunities to simplify, innovate, and make work better.
  • Rule Breaker Energy - Challenges conventional thinking, simplifies complexity, and pursues better business outcomes with sound judgment and integrity.

What Success Looks Like
  • You think like a business leader before a compensation analyst.
  • You use data to influence decisions, not simply report it.
  • You simplify complexity and create practical solutions.
  • You build scalable capabilities that strengthen the organization.
  • You challenge convention with thoughtful judgment.
  • You build trusted partnerships across HR and the business.
  • You leave every process, leader, and team stronger than you found them.

Why Join Us?
Join a Performance Built HR team that's redefining how Total Rewards creates business value.
You'll help build world-class global compensation capabilities, influence enterprise decisions, support organizational transformation, and partner directly with leaders to shape the future of BMI.
If you're energized by building, thrive in change, and bring a builder mindset with a little rule breaker energy, we'd love to meet you.
Benefits & Perks
We take care of our people, here's what you can expect when joining the team:
  • Medical, Dental, and Vision Insurance
  • 401K with employer match on 100% of the first 4%.
  • Flexible Spending Accounts
  • Hybrid Office Schedule & Remote Friday's
  • Short-Term & Long-Term Disability Benefits
  • Paid Vacation & Sick/Personal Time
  • Paid Volunteer Time Off
  • 12 Paid Holidays
  • Summer Half-Days
  • Company Paid Life Insurance
  • Up To 12 weeks Paid Parental Leave
  • Tuition Assistance Program
  • Commuter Benefits (New York)
  • Employee Resource Groups
  • Entertainment discounts and access to BMI concerts and events in our offices
  • Employee appreciation events and holiday parties hosted at all office locations

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