Director of Talent Development

The Director of Talent Development is the strategic leader of Seneca Resorts and Casinos talent development strategy. This role is responsible for designing, implementing, and managing programs that support leadership and career development, enhance talent experiences, promote internal mobility and advance skills and competency development across the organization. Responsibilities include learning and development, talent reviews, succession planning, performance management, leadership development, workforce development programs and change management that are aligned with the organization’s values and strategic business objectives. This role fosters a high-performance culture and ensures the organization attracts, develops and retains top talent while building capabilities needed for future business success. This role will also ensure the growth and advancement of all employees in accordance with the Native Preference Policy. ESSENTIAL FUNCTIONS AND RESPONSIBILITIES: Develop and implement comprehensive talent development strategies that align with the organization’s values and business objectives, including the design and optimization of talent processes within Workday HCM (learning, skills, performance management, talent review, succession planning, and reporting/analytics). Leads the development and implementation of skills and competency frameworks to support talent development, succession planning, career pathing, workforce planning, and organizational capability building while enabling consistent, data-informed decision-making and strengthening the attraction, development, and retention of top talent. Manage multiple projects to successfully implement talent and organizational development initiatives that support employees across all career stages-from early career and technical experts to senior leaders. Leads change management activities to drive adoption, ensure stakeholder alignment, and achieve sustained business impact while preserving our core values and culture. Lead all aspects of the performance management process, including design and implementation of tools & resources, and the education of leaders to ensure they understand how to set goals, provide and receive ongoing feedback, and effectively calibrate talent across the business. Ensures the process promotes a culture of open dialogue and gives all employees a voice in performance discussions, development planning, and career growth opportunities. Partners and engages with senior leadership, Centers of Excellence, Leadership Seneca and HR teams to identify talent gaps, develop leadership talent pipelines and build programs to attract, develop, and retain top leadership talent. Collaborates with the Director of Leadership Seneca to build and expand leadership development initiatives, including leadership coaching, leadership assessments and top talent programs designed to strengthen organizational capability and build a strong leadership bench. In alignment with the Native Preference Policy, designs and implements strategies to attract, develop, mentor, and train team members for future senior management and supervisory opportunities. Establish and track key performance indicators (KPIs) to measure the effectiveness of talent development initiatives that improve internal mobility. Provide regular reports, analytics, and insights to senior leadership on talent management metrics, workforce trends, and employee engagement to support data-informed decision-making. Maintains knowledge of industry trends, best practices, regulatory changes, and emerging technologies in talent development and learning systems including Workday and AI; applies this knowledge to continuously enhance policies, procedure, programs and resources to ensure innovative, effective and leading-edge talent practices. Practice, support, and promote the Mission, Vision, and Core Values of Seneca Resorts and Casinos by consistently demonstrating exceptional employee experience, professionalism and leadership that sets a positive example for others. Foster a values-based culture that enhances team member engagement, develops the talent team and promotes high performance, accountability and professional growth. Develop and maintain a deep understanding of our business, the market and competitive landscape, while building and sustaining relationships within the community and, when applicable, nationally, to expand networks of connections and continuously support and strengthen talent development efforts. Develop and maintain a comprehensive strategy of a university/academy-style training program that enables structured career progression of all employees through skill development, supports skill acquisition aligned to current and future business needs, and drives internal mobility and talent pipeline growth across the organization. STANDARD REQUIREMENTS: Develops, mentors and trains enrolled Seneca Nation members for future senior management positions within the company. Oversees departmental administrative matters. Meets individually and as a team on a regular basis. Responsible for ensuring the department adheres to all company policies and internal controls, including but not limited to Compact, Human Resources, Native Preference compliance guidelines and Purchasing. Manages labor and scheduling to ensure adequate coverage at all times while minimizing overtime. Liaise with other department/company management to ensure consistency and smooth flow of information, policies and procedures. Maintains a strong network of contacts throughout the industry and community to facilitate both formal and informal gathering of information. Supports the implementation and adoption of the guest service standards for all internal and external interactions. Must complete all required SGC Training programs within assigned timeframes. Attends all necessary meetings to stay informed; including company and community meetings. Oversees an operation that is 24/7 and requires hours that can extend up to 60 hours per week or more, and be inclusive of work weeks that consist of 6 or 7 days. This individual is on-call and requires accessibility 24/7. Perform any other duties as assigned. QUALIFICATIONS/REQUIREMENTS: Education/Experience: Must be 18 years of age or older upon employment. Bachelor’s degree in Business, Human Resources, Psychology or related field required; MBA or Master’s Degree in human resources, organizational development, or learning/development preferred. Certified Professional in Talent Development (CPTD) preferred. Ten (10) years of progressive HR experience in a learning and talent development role including talent assessment, succession planning, performance management, employee development, coaching and skills-based talent development initiatives with at least seven (7) years at a Manager or above level. Experience designing and facilitating organization-wide leadership development programs, succession planning processes, talent assessments and calibration processes (e.g., 9-box or equivalent) to support talent strategy and workforce planning. Experience utilizing talent and skills assessments to evaluate individual capabilities and use for development planning, along with coaching individuals to improve performance. Certification in coaching and assessment tools (e.g., Hogan, Predictive Index, DiSC) strongly preferred. In-depth knowledge and experience in of current trends, best practices, and technologies in talent development including emerging skills-based approaches to workforce planning, skills framework and capability design, and the application of skills intelligence to drive talent development and organizational effectiveness. Proven experience in leading organizations through change, including organizational integration and driving adoption of new talent practices and new ways of working. Demonstrated people management experience required, with strong emotional intelligence and the ability to develop, engage, and motivate team members. Demonstrated track record of developing and sustaining effective and energized working relationships with leaders to align people at all levels in support of talent development strategic objectives. Strong critical thinker with financial aptitude, business acumen and quantitative/qualitative analytical skills with the ability to use data to make data driven decisions. Excellent leadership, interpersonal, communication, presentation and influencing skills with ability to communicate effectively to all levels of the organization, both verbally and written. Must have proficient computer skills, including working knowledge of an HCM System, Workday preferred. Language Skills and Reasoning Ability: Must possess excellent communication skills. Ability to write routine correspondence and to speak effectively to the public, employees and customers. Must have the ability to deal effectively and interact well with the customers and employees. Must have the ability to resolve problems/conflicts in a diplomatic and tactful manner. Physical Requirements and Work Environment: 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. 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. The noise level in the work environment is usually moderately loud. When on the casino floor, the noise levels increase to loud. Must be able to work in an environment where smoking is permitted. Must be able to stand, walk, and move through all areas of the casino/hotel. Maintain physical stamina and proper mental attitude to work under pressure in a fast-paced, casino environment and effectively deal with customers, management, employees, and members of the business community in all situations. Salary Starting Rate: $143,936.00 Compensation is negotiable based on experience and education. #J-18808-Ljbffr