Human Resources Director

Human Resources Director

Under the general supervision of the General Manager, works to accomplish the Human Resources Office's strategic objectives by planning, organizing, and supervising all functions required to effectively operate and maintain departmental services and initiatives. The Director will ensure that all talent acquisition, employment, compensation, benefits, record-keeping systems, human relations, Human Resources policies, organizational development, tribal development, tribal talent acquisition, retention, learning and development and performance management programs are in alignment with Enterprise vision, mission, and values and are maintained in accordance with established laws, regulations, policies, and procedures. Maintains confidentiality of all privileged information.

Administration: Develops a strategic plan for all Human Resources functions, including talent acquisition, employment, human relations, compensation, organizational development, tribal development, tribal talent acquisition, retention, learning and development, benefits, personnel records, information systems, and performance management programs. Establishes, implements, and communicates Human Resources goals, objectives, policies and procedures, ensuring their alignment with the Enterprise's vision, mission, values, and strategic plan. Oversees the monitoring of compilation and analysis of team member data and records. Ensures that data is audited to ensure accuracy; implements corrective action where necessary. Provides Human Resources consultation and training for all departments regarding talent acquisition, employment, compensation organizational development, tribal development, tribal talent acquisition, retention, learning and development benefits, record-keeping systems, performance management programs, and other related Human Resources functions. Selects and coordinates the use of Human Resources consultants, training specialists, and other outside advisors. Keeps leadership and other departments informed of status of activities and of significant events and problems by attending meetings, submitting reports, and meeting individually as necessary. Reviews and oversees the updating of HR forms and documents, as necessary. Achieves financial objectives by preparing and overseeing the annual budget, inclusive of operational plans and objectives, recommending staffing and expenditures.

Employment: Oversees the development, updating, and implementation of Human Resources policies and procedures, ensuring compliance with applicable laws, regulations, and ordinances. Oversees the interpretation of, and adherence to, all Human Resources policies and procedures. Oversees talent acquisition, selection, and termination of team members. Coordinates with departments on succession planning. Organizes, implements, and maintains team member recognition program.

Compensation: Responsible for the development, implementation, and maintenance of a salary administration plan, which includes compensation, job classification, pay policies, and performance appraisal programs.

Employee Relations: Provides guidance and counseling to the leadership team regarding human relations. Investigates, or oversees the investigation of, team member complaints and the administration of the team member grievance process.

Benefits: Selects and coordinates the benefits plans, the use of benefit plan insurance brokers, benefit plan insurance carriers, 401(k) administrators in conjunction with the Plan Administrative Committee, and other benefits consultants. Recommends new benefit options/plans and revisions to current options/plans. Participates as an active member of the 401(k) Plan Administrative Committee.

Organizational Development: Develops or recommends, and implements, management and leadership development programs. Oversees the Learning and Development function, its strategies and training offerings, to ensure the curriculum, program, and activities meet the Enterprise's strategic objectives. Develops and monitors all Tribal development and mentorship initiatives and programs. Oversees the Enterprise's internal (team member) communications efforts. Oversees the Enterprise's Guest Service Program initiatives and staff. Plans, develops, and provides assessment tools, surveys, and analyses that enhance the overall effectiveness of the Enterprise.

Other: Ensures confidentiality of all team member records, investigations, and other information. Improves staff effectiveness by coaching, counseling, training, and recommending disciplinary action for team members; plans, delegates, monitors, and appraises job tasks and results in a timely manner. Hosts regular staff meetings to ensure communication among personnel regarding program-related activities. Coordinates the technology needs of the office in conjunction with the IT Department; recommends purchases of hardware and software to the IT Department; ensures staff is fully trained on systems, policies and procedures. Represents the department and the Enterprise to external agencies, consultants, and other organizations and individuals. Contributes to departmental effectiveness by identifying short-term and long-range issues and goals that must be addressed, providing information and commentary pertinent to deliberations and recommends options and courses of actions. Maintains professional and technical knowledge by conducting research, attending seminars, educational workshops, classes and conferences, reviewing professional publications, establishing networks, participating in professional societies, and conferring with representatives of contracting agencies and related organizations. Contributes to a team effort and accomplishes related results as required. Performs other duties as required.

Qualifications: Education and Experience Bachelor’s Degree in Human Resources or related field plus 10 years progressive work experience in Human Resources. Equivalent combination of education and progressive, relevant and direct experience may be considered in lieu of degree requirement. 5 of the 10 years of Human Resources experience must have been at an executive level or above in a large (1000+ employee) organization. Gaming experience required. Strong analytical ability required. PHR or SPHR certification preferred. No felony, theft or stealing convictions. Must be able to successfully pass a pre-employment drug/alcohol screen, background investigation, obtain and maintain a gaming license; and including the following: Knowledge, Abilities, Skills, and Certifications Knowledge of applicable federal, state, county and local laws, regulations, and requirements. Knowledge of principles, practices and trends in recruitment and employment; compensation and benefits; record-keeping systems; and performance development and evaluation systems. Knowledge of effective principles and practices of education and development. Knowledge of business English, proper spelling, grammar, punctuation, and basic arithmetic. Ability to communicate effectively in the English language both verbally and in writing with staff and the general public. Ability to establish and maintain professional relationships with individuals of varying social and cultural backgrounds and with team members at all levels. Ability to work effectively with individuals and demonstrate leadership and team-building skills with empathy and enthusiasm. Ability to maintain confidentiality. Ability to create and present effective speeches and presentations. Ability to analyze situations and adopt appropriate courses of action. Ability to work independently and meet strict time lines. Ability to make solid decisions and exercise independent judgment. Ability to be persuasive and tactful in controversial situations. Ability to demonstrate excellence in everything, and continually seek improvement in results. Ability to interpret applicable federal, state, county, and local laws, regulations, and requirements. Skill in operating business computers and office machines, including in a Windows environment, specifically Word, Excel, Access, and presentation software (such as PowerPoint). Skill in coaching and consulting management and executive level team members. Skill in budget preparation and administration. Skill in preparing, reviewing, and analyzing operational and financial reports. Skill in providing leadership to, supervising, training, and evaluating assigned staff. Skill in analyzing problems, projecting consequences, identifying solutions, and implementing recommendations

Disclaimer: This Company is an Equal Opportunity Employer but does practice Indian Preference hiring in accordance with Public Law 93-638, the Indian Self Determination and Education Act. Per Casino Policies, employees must pass a pre-employment Alcohol and Drug test and be free of drugs and alcohol. This job description indicates, in general terms, the type and level of work performed as well as the typical responsibilities of team members in this classification. The duties described are not to be interpreted as being all-inclusive to any specific team member. Nothing in this job description changes the at-will employment relationship existing between the Company and team members. The Essential Job Functions, Physical Requirements, and Work Environment characteristics required are representative of those that must be met to successfully perform the essential functions of this job. Management reserves the rights to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified team members can perform the essential functions of the job.