Senior Director, Human Resources

Requisition ID 1782 -Posted - Colonial Downs Group LLC - Human Resources - Colonial Downs - VA Col Downs New Kent Colonial Downs Group (CDG) is owned and operated by Churchill Downs Incorporated and consists of several different brands across Virginia: Colonial Downs Racetrack, Rosie’s Gaming Emporium, Rosie’s Game Room, and Virginia Horseplay. CDG is an inclusive and fun place to work. We celebrate unique approaches and points of view. We believe diversity is a mindset that drives excellence. We’re always learning, evolving, and growing. We innovate through mutual respect of ideas and collaboration. This allows us to build a common language that inspires our team members and propels us toward the achievement of our vision. JOB SUMMARY The Senior Directorof Human Resources – Gaming Operations is responsible for leading all strategic and operational human resources activities for Colonial Downs Group (CDG) which currently includes all Virginia Gaming properties. This position is accountable for administering human resources policies and programs, advising property leaders and team members on the application of human resources in the context of recruitment and onboarding, retention, engagement, performance management, training and development, compensation, benefits, and other human resources matters. In the course of providing comprehensive HR support, maintaining the balance for employee advocacy with business operating needs will be key to success. They are expected to partner with business operational leaders to fully understand business issues and how HR can best support achieving results. ESSENTIAL DUTIES AND RESPONSIBILITIES Develop and execute HR strategies aligned with business goals across all gaming properties. Serves as a member of the Gaming Operations HR Leadership Team combined with serving as key advisor for the Virginia pod Senior Leadership Team. Manage execution of competing priorities, balancing short-term tactical implementation with longer-term strategic goals. Serves as a trusted advisor to property and business leadership on organizational design, workforce planning, and talent development. Establish collaborative and productive relationships with colleagues from properties, corporate, internal/external partners, and relevant affiliates. Guide employee engagement efforts, including surveys, feedback loops, and action planning across the properties. Develop and lead projects and/or work to drive HR solutions, process improvements, and best practices implementation. Leverage conflict resolution capabilities in addressing employee relations issues with sound judgement, discretion, and fairness. Collaborates with property leadership and HR teams to identify and deploy targeted training needs. Partners with properties to attract, hire, and retain top-quality employees — with an emphasis on high performance, learning, and career development. Responsible for driving the Talent Management initiatives including talent review and development, succession management, performance management framework, mentoring, internal mobility & training throughout the properties. Partner with property HR teams in developing and maintaining relationships with target schools (for both technical and university hiring) through careers services, student leaders, professors, and key faculty defined diversity and student organizations. Leverage HRIS systems for data-driven decision-making and reporting. Coach, mentor and develop HR team to ensure ongoing high performance. Manage a compensation plan that is equitable, responsive to business objectives, market-driven, transparent, and sustainable. Collaborate with CDI Corporate HR teams to ensure optimizing subject matter expertise, best practices, and standard procedures to effectively deliver HR programs and initiatives. Other tasks and duties as directed. REQUIRED SKILLS AND ABILITIES Demonstrated leadership and management abilities. Thorough knowledge and understanding of applicable State and Federal employment laws and regulations, and those that apply particularly to the state and the gaming industry. Must have the ability to make recommendations to effectively resolve problems or issues, by using judgment that is consistent with standards, practices, policies, procedures, regulations or law. Ability to communicate effectively and appropriately, both verbal and written, with employees from all levels of the organization. Exceptional communication, influence, and stakeholder management skills. Ability to objectively coach employees and management through complex, difficult, and emotional issues. Exceptional collaboration, negotiation, and conflict resolution skills. The ability to research and analyze various types of data. Strategic and analytical thinker with a data-driven approach to decision-making and problem-solving. Ability to organize and prioritize work. Ability to thrive in a fast-paced and dynamic environment, managing multiple projects simultaneously while meeting deadlines. Strong work ethics, integrity and confidentiality - a must. Excellent computer skills in all Microsoft applications, HRIS, and timekeeping/reporting preferred. Travel requirements subject to business needs (estimated ~15%). EDUCATION AND EXPERIENCE Bachelor’s degree in human resources, business administration or related field is required. Minimum ten (10) years of progressive human resources leadership experience preferred; other combinations of education and experience may be considered. Certifications such as SHRM-SCP or SPHR are a plus. Strongly prefer HR leadership experience in the casino/entertainment/hospitality industry. Proven success managing HR across multiple business units or geographic locations. Must be able to obtain and maintain valid gaming license and/or racing licenses, where applicable. Must have a valid driver's license with a minimum of three (3) years of driving experience. PHYSICAL REQUIREMENTS & WORKING CONDITIONS While performing the duties of this job, may be frequently required to sit or stand; walk; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and talk or hear. The person may be required to lift, push, and/or move up to 25 pounds. The noise level in the work environment is usually moderate to loud. Working conditions may include exposure to smoke in various areas at the properties. The person may be required to work long hours, including nights, weekends, and holidays. The physical demands described here are representative of those that must be met to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability. #J-18808-Ljbffr