Salary: $60,000.00 to $80,000.00 /year
The Human Resource Manager is a member of the Casino team that is focused on solving problems and developing a high performance culture. Primary responsibilities include establishing and maintaining open and transparent communications with employees, partnering with top management, managers and front line supervisors to sustain a productive, positive, and engaged work environment.
Integrates the Human Resource Function with the strategic objectives of the Chicken Ranch Tribal Council by developing policy and direction, coordination and management of human resources activities, such as recruitment, employment, compensation, employee relations, benefits, professional development, complaint administration, employee retention, and employee services by performing the following duties personally or through subordinate managers.
- Communicates with the Tribal Gaming commission on matters of processing applicants; maintaining current employee data; and all other matters of common business interface.
- Assists with the recruitment of management and recruits qualified applicants for all positions as necessary.
- Provides support and direction on organizational changes, structure and efficiencies.
- Works with department leaders in forecasting and planning for personnel needs, job specifications, duties, qualifications and skills. Maintains approved headcount projections and authorizes replacement for or addition to headcount for all openings.
- Creates all job descriptions with approval of General Manager and/or Tribal Council.
- Develops and maintains a human resources information system that meets top managements information needs.
- Oversees the analysis, maintenance, and communication of records required by applicable law and, in doing so, protects confidentiality.
- Follows the Tribal document release policy.
- Attends Managers meetings. (May include Tribal Council Meeting).
- Identifies to management issues relative to employee retention, morale, compensation, benefits or managerial shortcomings and recommends programs/policies related to address as needed.
- Identifies trends from employee’s data and exit interviews.
- Oversees the creation and/or revision of the Employee Handbook and issues and policies related there to. Apprises management of inconsistencies in policy and/or practice within the organization.
- Responds to policies, procedures and programs.
- Develops, conducts and coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, sexual harassment, diversity and other subjects to improve management skills, meet legal requirements and meet the ongoing and changing needs of the organization.
- Ensures that all personnel and benefit files are properly maintained according to applicable law and procedure.
- Coordinates the selection process for complaint panel as necessary.
- Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
- Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
- Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
- Prepare detailed job descriptions and classification systems and define job levels in partnership with other managers.
- Coordinate transfer of data to external contacts for services, premiums and plan administration.
- Benefit Processing – Enrollments, COBRA.
- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
- Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
- Manage and update job descriptions.
- Manage and update policy and procedure.
- Maintain company organizational charts and employee directory.
- To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
- Must have the ability to prioritize and manage multiple projects in a fast, constantly changing pace.
- Must be able to influence and adapt communications to diverse audiences.
- Must be able to link Human Resource activities to Tribal strategies and objectives.
- Must be a strong relationship builder and agent for change.
- Must possess excellent interpersonal skills with associates, subordinates, vendors and employees.
Experience and Education:
- Requires a Bachelor’s degree and/or 5 plus years’ experience in human resources management. Master’s Degree preferred.
- HR certification (P.H.R., S.P.H.R., S.H.R.M.-C.P., or S.H.R.M.-S.C.P.).
- Has worked in a varying shifts, 24/7 workforce, environment.
- Excellent communication skills, written, oral and non-verbal.
- A proven background that exemplifies a pattern of collaboration and business partnering to achieve results.
Salary: Dependent on experience