Director of Human Resources

Introduction
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Overview
We're always looking for talent that believes in having fun. At PENN Entertainment, you'll get to be a part of an exciting industry, where the days and nights are fast-paced. You'll work with an incredibly diverse set of co-workers driven by their enthusiasm for helping people find and have more fun. You'll also get to work at a company that cares about your career growth and will help you get the support you need to expand your possibilities.


Click HERE to learn more about our Day 1 Benefits, 401k Program, Company Perks, Career Opportunities, Advancement Programs, Scholarships, and more!

Responsibilities
The HR Director serves as a key member of the property executive team, contributing to business strategy, operational planning, and enterprise initiatives. This strategic business leader is responsible for shaping the team member experience from attraction through exit. As a trusted advisor to the GM and leadership team, the HR Director drives talent strategies that attract, engage, develop, and retain top talent, build leadership pipelines, and strengthen culture. Through influence, partnership, and talent expertise, the HR Director ensures the property has the talent and capabilities needed to deliver outstanding business results.

• Responsible for assisting in directing the operations and staff of the HR department. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives.
• Serves as strategic business partner to -all departments at the property. Understands the organizational structure for each department; develops and maintains knowledge of the business unit needs; and provides HR support to team members at all levels of the organization. Guides HR Business Partners in their relationships with their client groups and Corporate Talent Acquisition and Shared Services Organizations ensuring consistency across property and assisting in the development of programs that support the delivery of the world class HR services to the property.
• Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results.
• Identifies and develops strategies with respect to turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness, and, performance management issues.
• Assists in preparing, monitoring and adhering to budgets and ensuring compliance to departmental budget initiatives. Reports budget concerns / deviations to the Vice President of Human Resources.
• Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of customer service goals.
• Ensures that scheduling is done in an effective and efficient manner, while maintaining labor costs, meeting staffing objectives and achieving guest satisfaction. Partners with the top HR leader in the monthly reconciliation, P&L review and approving departmental purchasing.
• Analyzes property trends and metrics relative to engagement, turnover, staff development, etc. in partnership with HR team. Develops solutions, programs and policies, as necessary, relating to turnover, recruitment, engagement, leadership opportunities; identify trends in HR and offer solutions/modifications to programs to address; reviews and benchmarks the internal and external environment to improve HR policies and initiatives.
• Develops reports and other key metrics; including but not limited to, the monthly HR Scorecard, Strategic Plan or other identified HR analytics.
• Conducts and oversees effective, thorough and objective investigations in cases of grievances, harassment, employee concerns or EEOC issues.
• Supports the internal and external recruitment efforts for the property.
• Manages and resolves employee and/or labor relations issues; handles grievances and arbitrations if applicable.
• Maintains current knowledge of HR policies, programs, laws and regulations. Makes recommendations for modifications if not meeting needs of business along with providing the supporting business case.
• Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations, and internal policy/procedure.
• Creates and develops staff development programs and delivers results that corresponds with established goals. Analyzes results from programs and redirects as necessary for talent development purposes.
• Assists Executive leaders to identify Manager development opportunities and ensure they are able to meet current and future performance standards.
• Participates in the creation of the property Talent Review process and development plans for property leaders.
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.

Requirements

• Bachelor's degree (B.A./B.S.) in human resources management or related field from four year college or university; ten years of progressive human resources experience; or equivalent combination of education and experience required. Minimum of five years of human resources management.
• PHR or SPHR professional certification preferred.
• Must be proficient in Microsoft applications (Excel, Word, Outlook, PowerPoint).
• Must have excellent organizational and communication skills.
• Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
• Ability to write reports, business correspondence, and procedure manuals.
• Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
• Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner.
• Demonstrated knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Five years progressively more challenging experience in a human resources or operations role is required; including, hiring, managing and separating employees.
• Demonstrated intermediate level of competence in the areas of leadership, collaborative and service orientation, organizational insight, strategic perspective, change management, diagnostic insight, broad HR knowledge, coaching and counseling collaboration, and influence.
• Responsible for staff development and training programs.
• Responsible for rewards and recognition program to maximize employee engagement.
• Evaluates team members within department and delivers constructive feedback to employees in regards to performance.
• Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs.
• Determines work procedures and expedites workflow.
• Responsible for employee performance (disciplining, coaching, counseling).
• Ability to read and interpret documents in English, such as safety rules, operating and maintenance instructions and procedure manuals. Ability to read and communicate verbally in English. Written communication skills in in English may also be required.
• Ability to apply commonsense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
• Must qualify for a license with the Pennsylvania State Racing Commission and meet any credentialing requirements of the Pennsylvania Gaming Control Board.

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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to stand and use hands to finger, handle, or feel objects, tools, or controls. The employee frequently is required to reach with hands and arms and talk or hear. Specific vision abilities required by this job include close vision, color vision, and peripheral vision.
• The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds, and occasionally lift and/or move up to 50 pounds, and must have the ability to push, pull, reach, bend, twist, stoop, stack, crouch, kneel and balance when performing job duties in varying work areas such as confined spaces.