HUMAN RESOURCES DIRECTOR

Job Title:  Human Resources Director Department: Human Resources Gaming License: Class III FLSA Status: Exempt Reports To: Human Resources Vice President Summary The Director of Human Resources serves as the operational leader of the Human Resources function and is responsible for the effective administration, compliance, delivery, and continuous improvement of all HR programs, services, and processes.  The Human Resources Director ensures HR operations are executed consistently and efficiently while supporting organizational objectives, mitigating risk, and enhancing the Team Member experience. Supervisory Responsibilities This position provides leadership and oversight for Team Member Relations, Recruitment, Total Rewards & HRIS, TM Engagement, and ECM Development. The Director serves as a strategic business partner to operational leaders while ensuring HR practices align with organizational values, business goals, and applicable regulatory requirements. Leadership Job Expectations: Fostering ECM Development through Pathways to Success Program The Gaming Enterprises are committed to the employment and advancement of Enrolled Community Members (ECMs) of the SRP-MIC. The Gaming Enterprises’ Pathways to Success Program is a comprehensive program designed to provide ECMs with quality casino work experience, educational opportunities and to prepare them to become the Gaming Enterprises’ future leaders. Pathways to Success is designed to foster the participant’s preparedness for success on the job. A Director level leader is expected to actively support ECMs in their professional and academic goals through: •    Strategic Oversight: Set strategic priorities for ECM development in alignment with organizational objectives. Ensure that developmental initiatives are integrated into departmental plans. •    Culture Building: Foster a culture that values continuous learning, professional advancement, and the sharing of knowledge across teams. •    Cross-Team Initiatives: Champion and facilitate cross-functional developmental programs, promoting collaboration and the exchange of best practices. •    Program Evaluation: Regularly assess the effectiveness of the Pathways to Success programs, soliciting feedback and making data-driven improvements. •    Leadership Pipeline: Identify and nurture high-potential talent, preparing future leaders through targeted development opportunities. Essential Duties and Responsibilities include the following. Other duties may be assigned. Human Resources Operations Leadership • Lead and oversee the day-to-day operation of the Human Resources department. • Ensure the consistent delivery of HR programs, services, and support across all departments. • Develop, implement, and maintain efficient HR processes and service delivery standards. • Establish departmental goals, performance metrics, and accountability measures. • Identify opportunities for continuous improvement and operational excellence. Team Member Relations & HR Business Partner Leadership • Provide leadership and direction to the HR Business Partner and Team Member Relations functions. • Ensure consistent application of policies, procedures, and employment practices. • Review and consult on complex Team Member relations matters, investigations, workplace conflicts, and corrective actions. • Coach leaders on performance management, accountability, and workplace concerns. • Monitor trends and recommend proactive strategies to improve engagement, retention, and organizational effectiveness. Compliance & Risk Management • Ensure compliance with applicable Tribal, Federal, State, and gaming-related employment requirements. • Oversee HR policies, procedures, and documentation standards. • Direct HR audit activities and ensure regulatory readiness. • Monitor employment law developments and recommend appropriate organizational responses. • Partner with Legal, Compliance, Risk Management, and operational leadership to mitigate organizational risk. Recruitment Leadership • Provide strategic oversight of enterprise recruiting efforts. • Monitor workforce planning needs and hiring trends. • Review recruiting effectiveness metrics, sourcing strategies, and talent pipeline development. • Support recruitment of critical, leadership, and hard-to-fill positions. • Promote a positive and engaging candidate experience. Total Rewards Administration • Oversee compensation and benefits programs. • Ensure equitable and competitive compensation practices. • Review market trends and staffing challenges impacting workforce competitiveness. • Support annual compensation planning and budget forecasting. • Ensure effective administration of leave and accommodation programs. HR Technology & Workforce Analytics • Provide oversight of HRIS systems and HR operations technology. • Promote data-driven decision-making through workforce analytics and reporting. • Review and interpret workforce trends, turnover data, hiring metrics, and labor indicators. • Develop executive-level dashboards and HR scorecards. • Champion automation and process efficiency initiatives. Team Leadership & Department Development • Lead, coach, develop, and mentor HR leaders and team members. • Build technical HR expertise throughout the department. • Foster cross-training, succession planning, and career development opportunities within HR. • Establish a culture of accountability, service excellence, continuous learning, and collaboration. Team Member Engagement • Establish a culture of communication, fun, hospitality and recognition across the enterprise. • Ensure that communication strategies are multi-faceted and conform to Team Members’ communication needs. • Lead, create and champion the Team Member experience that aligns with our Mission, Vision and Core Values. • Ensure a calendar of activities, communication, education, and events is in place to provide opportunities for Team Member engagement. Education and/or Experience HS/GED required; Bachelor’s degree (B. A.) from four-year college or university required; Master’s degree in Human Resources, Business Administration, Organizational Development or Industrial Psychology and SPHR certification preferred. Eight (8) + years of progressively responsible HR experience required. Five (5) + years of experience leading professional level HR professionals required.  Experience leading multiple disciplines within HR such as: Team Member Relations, Total Rewards, Recruitment, HRIS & HR Operations and experience supporting a large complex employer with multiple departments or locations preferred. A combination of experience may be considered. Computer Skills To perform this job successfully, an individual should have excellent PC skills and knowledge of HRIS; Spreadsheet software and Word Processing software. Other Qualifications Must have strong and demonstrated experience in employee relations, recruitment, wage and salary administration, compensation and benefits experience.  Bi-cultural experience preferred.  Must have strong oral, written and administrative skills.  Must be able to work harmoniously with both line employees and management personnel. Language Skills Must be able to read, write, speak and understand English. 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 use hands and fingers to handle, or feel; reach with hands and arms and talk or hear. The employee is frequently required to walk and sit. The employee must frequently lift and/or move up to 25 pounds. 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 The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. While performing the duties of this Job, the employee is regularly exposed to secondary smoke.  The noise level in the work environment is usually moderate.