Reporting to the Vice President, Human Resources, the Director of Talent Management and Engagement will help lead and mentor a team of dynamic Talent Management Strategists in addressing complex team member relations issues and working to build an effective, engaged, and inspired workforce. Salary range is $120-30k.
The Director will collaborate with business partners and department management across the organization to diagnose root causes and drive solutions for issues impacting the business and the team member experience. The Director will partner with key stakeholders to develop and execute specific team member relations and engagement training for management team members to ensure they are knowledgeable and have access to best in class practices to lead a dynamic workforce. The Director’s role is critical in the planning, implementation, and maintenance of oversight over Talent Management services in the areas of team member relations, labor relations, performance management, and human capital as well as success in the execution and oversight of Company’s people initiatives.
The Director will leverage experience and best practices to ensure that policies and procedures relative to the handling of team member relations matters are efficient, consistent, and relevant to the organization. This role will partner with department management across the organization on all aspects of people strategy, including, but not limited to: team member relations/change management, performance management, and organizational development and design. Additionally, where applicable, this role will have responsibilities pertaining to labor relations.
The Director must be prepared to leverage his or her knowledge and experience of proper and current workplace and employment investigative methodologies and practices. In addition, the Director should have experience utilizing case management tools, analyzing data to ascertain patterns and trends, and making sound recommendations for organizational improvements. This position will partner frequently with Public Safety, Risk Management, and Gaming on workplace investigations.
Helping to lead team member engagement throughout the Company, the Director will play a critical role in executing a people engagement strategy designed to drive loyalty, commitment, and team member satisfaction, which will directly and positively impact overall business results. The successful candidate will promote a culture of accountability, lead others in adopting a coaching and development mindset, while consistently role modeling behaviors that will reinforce the company’s brand as a premier employer of choice.
- Provide full scope HR expertise and partnership to Company leaders and peers on matters including but not limited to: business strategies, team member relations, team member engagement, organizational design and change, communications, performance management, and career development
- Work with various stakeholders to understand their organization and people needs, build effective HR engagement strategies to support those needs, and execute on plans with actions that tie back to the organizational strategy, team’s goals, and HR objectives
- Support leaders in identifying performance and engagement issues, identify trends from talent planning and performance management, and develop strategies to address capability/succession gaps
- Identify levers to drive team member engagement within functions and across the entire organization
- Lead the building, or changing, of cultural values, as needed
- Provide analysis and recommendations for organizational change, help set direction and provide appropriate resources
- Build relationships with leaders to ensure proactivity in engaging and retaining talent
- Help identify learning & development opportunities and provide recommendations and resources to management
- Coach leaders on difficult situations, team member relations, mediating discussions, and performance management
- Be actively involved in the oversight and coordination of the resolution of labor relations issues that may arise.
- Identify and assess improvements in HR strategies, policies, and processes as needed, and work with the HR team to implement
- Regularly address complex team member issues and guide business leaders through issues
- Consistently layer the business perspective into functional accountabilities
- Partner with Compensation to ensure pay levers are appropriately utilized to reward performance
- Proactively identify future team needs and develop long-term plans to support business objectives
- Monitor and ensure company compliance with employment laws in coordination with legal counsel
- Collaborate with other specialist functions to work on global HR initiatives
- Formulate and recommend programmatic goals, objectives, and solutions for all areas of team member relations including but not limited to: team member recognition programs, team member engagement surveys, corrective action processes, investigation procedures, and compliance with applicable laws.
- Plan and conduct investigative operations, develop and enforce staff investigative requirements, and oversee training of subordinates in the complete spectrum of investigative techniques
- Plan, direct, and/or carry out the most sensitive and complex investigations, investigative support operations, and investigative staff projects; brief senior management on the status of these investigations and projects
- Develop and implement best practices in employment investigations and employment risk mitigation
- Identify and promote effective relationship building strategies between team members and management.
- Provide solutions and communications between team members, management, other HR practice leaders, and other external entities as appropriate.
- Partner closely with other internal HR practice leaders to create and execute short and long-term HR strategies to grow and develop Company’s talent capabilities and stakeholders’ professional well-being.
- Be responsible for implementation of HR policies, particularly those relating to wages, hours, and working conditions to ensure compliance applicable contractual and legal requirements.
- Prepare HR reports and statistics; analyze the data and recommends actions as indicated.
- Research industry and HR best practices and lead implementation efforts to assure continuous improvement of HR services.
- Contribute to other duties as assigned to support the business needs of the department and organization.
The Director partners with the VP HR to lead the functions and team members within the Talent Management and Engagement Department. The Director carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include coaching and developing team members, planning, assigning, and directing work; appraising performance; rewarding and disciplining team members; addressing complaints; and resolving problems.
- ADAPTABILITY- Adapts to change, is open to new ideas, willingly takes on new responsibilities, handles pressure, and adjusts plans to meet departmental and business enterprise needs.
- BUDGETS & COST CONTROL – Plans for and uses resources efficiently. Always looks for a way to reduce costs. Creates and contributes to accurate and realistic budgets. Tracks and adjusts budget accordingly.
- COMMUNICATION – Communicates well both verbally and in writing. Creates accurate and punctual reports, and demonstrates good listening skills. Demonstrates behavior that is welcoming, friendly, open, and approachable.
- DECISION MAKING & JUDGMENT – Recognizes problems and responds appropriately. Systematically gathers information, sorts through complex issues, and seeks input from others. Addresses root causes of issues and makes timely decisions. Is able to make difficult decisions. Communicates decisions to all appropriate personnel, departments, and business enterprises.
- JOB KNOWLEDGE – Demonstrates the necessary management, administrative, professional and/or technical skills to meet or exceed position expectations. Uses a common sense approach to completing tasks and meeting deadlines. Keeps job knowledge current and remains in command of all critical issues that develop day-to-day on the job. Seeks to increase job knowledge and value to organization.
- PEOPLE DEVELOPMENT- Provides feedback and coaching to the team. Rewards hard work and risk taking and takes a mentoring role. Is responsible for challenging and developing team members. Effectively embraces the diversity of skills, and leverages and improves the skills of all direct reports. Defines position requirements and necessary skills and embraces and encourages diversity in the applicant pool.
- PROBLEM SOLVING & ANALYSIS – Breaks down problems into smaller components in order to understand the underlying issues. Is able to simplify and process complex issues, and understand the difference between critical details and unimportant facts. Focuses attention on the primary source or cause of a problem. Demonstrates the ability to identify and successfully resolve issues before they become significant problems.
- RESULTS FOCUS – Targets and achieves results by setting challenging goals, prioritizing tasks, and overcoming obstacles. Accepts accountability for results achieved and sets team standards and responsibilities. Provides direction, leadership, and motivation.
- QUALITY SERVICE – Ability to handle internal/external customer questions, concerns, and complaints effectively, and communicates positively. Consistently maintains a pleasant, approachable, and professional image.
- TEAM AND ORGANIZATIONAL LEADERSHIP- Anticipates and resolves conflict. Is able to leverage team diversity as an advantage in driving business results. Motivates and inspires others to accomplish business objectives and effectively utilizes team talents to achieve those objectives. Listens well and communicates in a way that gets the job done.
||EDUCATION and/or EXPERIENCE
- A Bachelor’s Degree in Human Resources, Organizational Development, Business Administrations, or related field required
- Master’s Degree in related field preferred
- Equivalent combination of education and progressive, relevant, and direct experience will be considered in lieu of educational requirement
- Minimum six (6) years of relevant and progressive experience, with minimum five (5) years of supervisory level experience in talent management (team member relations) and/or investigative experience, preferably in a corporate or governmental setting
- Must have managed large and complex projects that impact large volumes of team members
- Mastery of intermediate Excel skills required, including light visual basic programming and complex formulas
- Must have the ability to demonstrate leadership, guidance, collaboration, and empowerment
- Must be a true change leader with the ability to help others gravitate toward and embrace change
- Must be capable of mediating problem resolution without getting overwhelmed, emotional, defensive, or withdrawn, and must be able to act as a settling influence to diffuse tensions
- Can shift gears comfortably and handle risk and uncertainty
- Must be comfortable challenging the status quo and communicating out of the box thinking and ideas
- Must be able to make reasonable decisions when solutions may be complex or ambiguous; must be very comfortable working in “gray space”
- Must be compassionate and have a passion for people
- Must have a proven track record of driving to business results
- Must be a business leader that sees the strategic impact of a well-managed talent management program
- Must be client-focused in cultivating the Company Talent Management Program
- Experience working with and influencing executive leadership
- Demonstrated success operating as a strategic HR leader and business partner
- Ability to gain credibility and build relationships and trust with team members and management as a respected business partner
- Confidence in expressing opinions and recommendations and regular demonstration of independent thought with senior level leaders
- Ability to translate business objectives and priorities into a corresponding people plan
- Ability to tailor messages to a variety of audiences, craft complex communications for all levels within client groups, and convey updates and training presentations to small or large groups
- Must be a highly collaborative team player with other HR team members, organization team members, and managers
- A strong ability to influence people and decisions, push back where appropriate, and become a trustworthy partner within the organization
- Ability to work independently
- Must have strong conflict resolution, decision making, and communication skills
- Ability to conceptualize, plan, and implement new projects and programs
- Must obtain and maintain a Class “A” gaming license.
- Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) or Global Professional Human Resources (GPHR) required or may be obtained within one year of hire.
|This job description indicates, in general terms, the type and level of work performed as well as the typical responsibilities in this classification. The duties described are not to be interpreted as being all-inclusive. Nothing in this job description changes the at-will employment relationship existing between the employer and employees.
Essential Job Functions, Physical Requirements, and Work Environment characteristics will be available to successful candidates to review prior to acceptance. They are representative of those that must be met to successfully perform the essential functions of this job. Management reserves the rights to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job