Director Of Human Resources

JOB DESCRIPTION POSITION INFORMATION POSITION TITLE: Director of Human Resources CLASSIFICATION: Exempt DEPARTMENT: Human Resources SUPERVISOR: Chief Executive Officer SALARY: DOE Revision Date: 1/23/2017 POSITION SUMMARY Under direct supervision of the Chief Executive Officer, accomplishes the Human Resources Office’s strategic objectives by planning, organizing, and supervising all assigned functions required to operate and maintain departmental activities and services. Ensures recruitment and employment; compensation and benefits; automated and manual record-keeping systems; management education; employee relations; policy formulation and implementation; and performance development and evaluation programs are maintained in accordance with established laws, regulations, policies, and procedures. Maintains confidentiality of all privileged information. ESSENTIAL DUTIES & RESPONSIBLITIES The list of duties and responsibilities is illustrative only of the tasks performed by this position and is not all-inclusive. Develops a strategic plan for all Human Resources functions, including recruitment and employment, compensation and benefits, personnel records, information systems and performance development and evaluation programs. Establishes, implements, and communicates goals, objectives, policies and procedures in accordance with strategic plan. Assists in developing, updating, and implementing the Personnel Policies and Procedures, in compliance with applicable laws, regulations, and ordinances. Reviews and makes recommendations on policies and procedures, rules, and regulations, forms and documents and ensures compliance with federal, state, county, local, and tribal laws. Assists in the interpretation of the policies and procedures manual, and ensures adherence. Assists in the compilation and analysis of employee data and records. Conducts audits of data to ensure accuracy; implements corrective action. Assists in the recruitment, selection, and termination of employees. Assists in the development, implementation, and maintenance of a salary administration plan, which includes compensation and benefit packages; the classification of positions; pay policies; and performance appraisal programs. Assists in the investigation of employee complaints and in the administration of the policies and procedures regarding employee grievances. Directs a process of organizational development that assures succession planning. Provides HR consultation and training for all departments regarding recruitment and employment, compensation and benefits, record-keeping systems, performance development and evaluation programs, and other related Human Resources functions. Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension and 401(k) administrators, training specialists, labor counsel, 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. Organizes, implements, and maintains an employee recognition program. Ensures confidentiality of all employee records, investigations, and other information. Achieves financial objectives by assisting in preparing the annual budget and proposal, inclusive of operational plans and objectives; recommending staffing and expenditures. Improves staff effectiveness by coaching, counseling, training and recommending disciplinary action for employees; planning, delegating, monitoring, and appraising 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; purchases hardware and software; ensures staff is fully trained on systems, policies and procedures. Represents the department and the Casino 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; recommending options and courses of actions; implementing directives. Conducts annual human resources program evaluation and assessments of program components and staff according to established policies, procedures and regulations. Maintains professional and technical knowledge by conducting research; attending seminars, educational workshops, classes and conferences; reviewing professional publications; establishing networks; participating in professional societies; 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. MINIMUM QUALIFICATIONS Bachelor's Degree in Human Resources or related field plus four years progressive work experience in Human Resources; or equivalent combination of education and experience. PHR or SPHR certification preferred. Must be 21 years of age. No felony, theft or stealing convictions. Must be able to successfully pass a pre-employment drug/alcohol screen and background investigation. 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. Knowledge of Title 31 and training, must complete update and test every six months. Ability to communicate effectively in the English language both verbally and in writing. Ability to establish and maintain professional relationships with individuals of varying social and cultural backgrounds and with co-workers 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 employees. 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. Must complete the Food Handler’s Training instruction online and obtain the Food Hander’s Certificate within 90 days of employment. The Certificate must be updated every 2 years. Must complete the Arizona Title 4 BASIC Liquor Law Training class and obtain the Certificate of Completion within 90 Days of employment. The Certificate must be updated every 3 years. Must be knowledgeable of the Tribe/State Compact and all Appendices NIGC MIC’s, and classification of employees. Must be knowledge of State and Federal statutes that pertain to employment, benefits and compensation. PHYSICAL DEMANDS While performing the duties of this job, the employee regularly is required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to walk. The employee occasionally is required to stand; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds. WORK ENVIRONMENT Work is generally performed in an office and Casino setting with exposure to second-hand smoke and a high noise level. Evening and/or weekend work may be required. Extended hours and irregular shifts may be required. #J-18808-Ljbffr