Director of Human Resources

Brief Description

of the Paskenta Band of Nomlaki Indians Tribal Policies). Applicants claiming Indian Preference must submit verification of Indian certified by tribe of affiliation or other acceptable documentation of Indian heritage. Native Preference in hiring is given to qualified enrolled members of Paskenta Band of Nomlaki Indians and Native Americans in accordance with the Band’s Preference Policy, Chapter 1-715 of the Paskenta Band of Nomlaki Indians Tribal Policies). Applicants claiming Indian Preference must submit verification of Indian certified by tribe of affiliation or other acceptable documentation of Indian heritage.

Position Summary

Under the guidance and direction of the Chief Operations Officer (COO), the Director of Human Resources will plan, lead, direct, and develop the Human Resources functions that span across the Tribal Government, Rolling Hills Clinics, Paskenta Mad River Brewing, Paskenta Brewery & Distillery and other non-gaming Tribal Enterprises as directed by the Executive Leadership Team. The Director of Human Resources will set and provide a high standard of vision, leadership and direction for the Tribe’s Human Resources efforts including but not limited to the attraction, recruitment and selection, employee retention, training and development, employee performance evaluations, position control, strategic and tactical compensation, benefits administration, records management, while promoting and maintaining a friendly, positive, diverse and inclusive workplace experience.

Duties & Responsibilities

Strategic Leadership & HR Planning

• Partners with the executive leadership team to develop and execute the organization’s human resource and talent strategy, including workforce planning, recruiting, retention, and succession planning.
• Lead the planning and implementation of a comprehensive HR strategy supporting organizational goals across Government, Clinic, and non-gaming Enterprise operations while ensuring consistency with operational variations.
• Provide strategic guidance and counsel to executive leadership on HR-related matters, trends, risks, and opportunities.
• Establish, monitor and report on HR metrics, dashboard, and performance indicators to support data driven decision-making.
• Plan and implement a full spectrum of HR functions, including staffing, compensation, benefits, HRIS, employee relations and compliance.

Policy Development, Compliance & Risk Management

• Lead the development, review, and implementation of HR Policies, procedures, handbooks and directives; provide recommendations to Executive Leadership.
• Ensure compliance with all applicable employment laws, regulations, benefit plan agreements and best practices.
• Consult with legal counsel on employee relations, compliance, investigations, and other HR matters.
• Ensure confidentiality, internal controls, HIPAA compliance, and adherence to wage and hour laws.
• Represent the organization at personnel-related hearings, investigations, and regulatory proceedings as needed.

Employee Relations

• Lead employee relations initiatives, including performance management, disciplinary actions, investigations, grievance resolution and corrective action processes.
• Provide support to operational directors and management regarding employee discipline, investigations, terminations and conflict resolution.
• Ensure all corrective action and terminations are conducted in accordance with organizational policy and legal requirements.
• Provide directors and/or managers with coaching, counseling, and guidance to promote effective leadership and workplace accountability.

Talent Acquisition & Workforce Management

• Oversee all recruitment programs, including executive-level recruitment and physician/provider recruitment for Rolling Hills Clinics.
• Administer contracts with outside suppliers for recruiters, staffing services, including temporary staffing and provider locum services.
• Ensure staffing strategies align with operational needs and long-term workforce plans.

Compensation & Benefits Administration

• Define, validate and maintain the organizations salary structures using third-party market data to ensure equity, competitiveness, and compliance.
• Analyze compensation and benefit trends; propose competitive base and incentive programs to attract and retain talent.
• In collaboration with executive leadership and the Benefits Committee, obtain and manage cost-effective employee benefit plans; monitor the national benefits environment for cost-saving opportunities.
• Ensure organizational compliance with benefit plan agreements and reporting obligations.
• Required to maintain HIPAA certification.

Performance Management & Employee Engagement

• Oversee the performance review process to ensure effectiveness, fairness, equity and compliance.
• Provide oversight and strategic direction for employee recognition, appreciation and engagement programs.
• Provide constructive and timely performance evaluations for direct reports.

Learning, Development & Organizational Effectiveness

• Assist in the design and directly responsible for the oversight of learning, training, and development programs that support compliance, leadership development and succession planning.
• Promote a culture of continuous improvement, accountability, and professional development.

HR Operations

• Ensure implementation, optimization, and maintenance of HR information systems (HRIS) to exceed management reporting and data need.
• Prepare HR-related reports, analyses, and RFP’s as required.
• Investigate workplace accidents and prepare reports for Workers’ Compensation insurance carriers.
• Develop, manage and monitor the annual Human Resources operating budget(s).
• Provide leadership, supervision, scheduling, and direction to HR staff to ensure coverage of all operational hours and service delivery excellence.
• Other duties may be assigned.

Minimum Qualifications

• Bachelor’s Degree from an accredited College or University with major course work in Human Resources, Management, or related field and ten years of progressive Human Resources leadership; or 15 years of progressive Human Resources leadership.
• THRP certified or ability to attain within the first year of employment.
• Excellent computer skills and experience in Microsoft applications.
• 2 years’ experience working for a Tribal entity in Human Resources is preferred.
• Managed the implementation of HRIS systems.
• A strong understanding of compensation programs, benefit programs, employee training & development activities, HR processes & systems
• Valid driver’s license.

Knowledge, Skills And Abilities

• Ability to effectively communicate throughout all levels of the organization.
• Ability to establish staff performance goals and increase accountability through effective motivational practices and performance systems.
• Ability to execute/implement concepts, plans, and ideas.
• Ability to proactively implement and sustain HR systems and programs that appropriately address the organization's needs.
• Ability to sustain corporate culture, which supports the organization's values and goals.
• Ability to implement and manage major change initiatives and instill a sense of urgency.
• Ability to develop and lead others.
• A highly strategic and responsive, service-oriented attitude
• High level of organizational skills, and ability to communicate effectively.
• Very strong interpersonal and effective communication skills, both written and verbal.
• Local travel is regularly required. Travel outside of the state is occasionally required.

Background Check Requirements

Pre-employment Drug Testing and a Department of Justice Fingerprinting clearance through Federal, State and Child Abuse Index is a contingency for an offer of employment.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk, and hear. The employee frequently is required to stand, walk, sit, use hands to finger, handle, or feel; and reach with hands and arms. The employee is occasionally required to stoop. The employee must occasionally lift and/or move up to 25 pounds. Position may require exertion up to 20 pounds of force occasionally and/or up to 10 pounds of force frequently or constantly lift, carry, push, pull or otherwise move objects. Specific vision abilities required by this job include close vision, distance vision, color vision peripheral vision, depth perception and ability to adjust focus.

WORK ENVIRONMENT

Work is performed in an office setting. The noise level in the work environment is usually low to moderate. This job routinely uses standard office equipment such as computers, telephones, photocopiers, and fax machines. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Employment with Paskenta Band of Nomlaki Indians is voluntarily entered. All PBNI personnel are employed on an at-will basis. At-will employment may be terminated with or without cause, and with or without notice at any time by the employee or by PBNI. No manager, supervisor, or employee of the organization has any authority to enter into an agreement for employment for any specified period or to make an agreement for employment other than at-will terms. The job description does not constitute an employment agreement between Paskenta Band of Nomlaki Indians and employee and is subject to change by the Paskenta Band of Nomlaki Indians.