Director, Cage and Credit

• The DCC supervises the Credit Manager and oversees the strategy operations in the credit department.
• The DCC supervises the Assistant Director, Cage Operations and oversees the Cage Operations function.
• The DCC will establish and oversee the completion of credit applications, while overseeing Credit Manager and Credit Clerks and assisting them with day to day operations as needed.
• The DCC will be a member of the Credit Committee responsible for setting, monitoring and collecting Customer Credit Accounts, issuing credit and collection or credit debt.
• The DCC establishes short term and long term strategic plans.
• The DCC keeps open communication within the Department and with senior executives while providing a positive work environment and encouraging teamwork and cooperation within the Department and with other Departments.
• The DCC establishes and monitor the credit department’s compliance with all Regulatory and Internal Control Policies and Procedures.
• Manages the tactical execution of short- and long-term objectives through the coordination of activities with a direct responsibility for results, including costs, methods, and staffing.
• Final responsibility for the development of sound and efficient operating procedures and reports that comply with all applicable rules and regulations, and provides for the security and accountability of casino assets.
• Directs and monitors fiscal budget, operations of assigned department(s) and marketing strategies to produce both short term and long term profitability.
• Responsible for credit making decisions that are in accordance Casino policy.
• Prepare statistical data and reports for management review on a routine basis.
• Participates in external audits, internal audits and other oversight activities.
• Provides input into the research, development, evaluation and implementation of new products, services, technology and processes to ensure the company’s competitive position.
• Creates and maintains a professional, appreciative and attractive working environment for all team members that fosters’ development of team members for future advancement.
• Facilitate open communication and collaboration with cross-divisional teams; focusing on continuous improvement efforts in alignment with company goals and objectives.
• Provide leadership, coaching and development plans for all direct reports to maintain an engaged and productive workforce; partnering with Human Resources on employee matters.
• Provide technical guidance and assist with various projects as assigned.
• Develop and oversee execution of company and property objectives and goals as they related to the Cage, Credit, and Pit Clerk departments.
• Manages the delivery and measurement of guest service consistent with the company’s core service standards and brand attributes, including implementation of the Casino’s Guest Services model.
• Direct smooth, efficient, cost effective operations; including labor management, supervision of all aspects of services and inventory control; overseeing staffing levels in accordance with business demand, create adjustments whenever possible and monitors compliance of full time equivalents (FTEs) per department policy.
• Final responsibility for compliance with applicable federal, state, and tribal regulatory and gaming internal control standards, including the effective implementation of all Title 31 and anti-money laundering regulatory requirements such as currency transaction reporting, suspicious activity reporting, and “know your customer” requirements.
• Oversee staff knowledge of fraud prevention and credit scams.
• Oversee quality hiring, training and succession planning processes that encompass the company’s diversity commitment.
• Direct operational functions consistent with the company’s strategic plan and vision.
• Oversee and monitor department expenses regarding daily operations and payroll.
• Lead the delivery and measurement of guest services consistent with the Company’s core service standards and brand attributes.
• Provide input into the research, development, evaluation and implementation of new products, services, technology and processes to ensure the company’s competitive position.
• Create a work environment that promotes teamwork, performance feedback, recognition, mutual respect and employee satisfaction.
• Work with casino executives, hosts and Credit department for the benefit of customers.
• Oversee guest service standards which are consistent with the property’s standards and brand attributes; respond to and resolve guest and/or employee complaints in a timely manner and creatively solve problems with the ability to anticipate, recognize, evaluate, and resolve potential difficulties.
• Develop employee-training procedures relating to supervising, cashiering and clerks.
• Oversee and Coordinate scheduling, staffing, and ensure resolution for payroll issues.
• Perform other duties as assigned to support the efficient operation of the department.

• Oversees all team management aspects including hiring, training, supervision, evaluation, disciplining and dismissal of a large, diverse and changing work force.
• Creates a work environment that promotes teamwork, performance feedback, recognition, mutual respect and employee satisfaction; quality hiring, training and succession planning processes that encompass compliance with the Casino’s policies, legal requirements.
• Manage staff and organize department functions in accordance with Casino guidelines. Responsible and accountable for the operation of cage activities during all shifts. Ensures that Cage Assistant Director, Cage and Credit Managers, Assistant Managers, Cage Supervisors, and Cashiers follow Cage Policies and Procedures.
• Delegate tasks and department assignments or projects, meeting deadlines related to those assignments.
• Develop staff skills to enhance department effectiveness and manage resources to eliminate excess cost or unnecessary expenditures.
• Coordinates scheduling, staffing, development of job descriptions and promotions. Handles issues relating to payroll and Human Resources. Appraises performance, rewards, discipline; addresses complaints and resolves problems.

Behavioral Anchors:

• Selecting Talent and Building Capability: Defines the strategy for improvement in the team’s overall skill set to create high performing teams across the department/function and makes talent selection and development decisions based on Company’s strategy and business goals.
• Deploying Talent: Effectively deploys employees to ensure the right people with the right skills are in the right roles to meet the business department/ function’s goals and to develop talent to meet future business needs.
• Creating Developmental Opportunities: Creates and promotes development opportunities for employees to work outside of their job scope by providing challenging assignments and goals, while balancing individual and department/function needs.

Inspiring & Motivating Others – Inspires passion and enthusiasm in others to perform and excel.

Behavioral Anchors:

• Using Inspirational Communication: Leads engaging discussion among teams, using creative communication methods to build engagement and drive department/function and organizational goals.
• Creating Energy and Commitment: Energizes employees across the department/function by projecting a positive attitude and enthusiasm on a shared organizational purpose and by providing opportunities for employees to contribute to Company’s success.
• Motivating Individuals and Teams: Encourages and supports individuals and teams to work together across the department/function by sharing a common purpose, recognizing and celebrating individual, team, and department/function accomplishments.

Leading Change – Promotes and implements organizational changes by communicating the purpose for change, setting clear expectations and facilitating others’ understanding and acceptance of the change.

Behavioral Anchors:

• Driving Thoughtful Change: Creates and drives change across the department/function and implements effective operating plans, promoting the benefits for employees as well as for the organization based on changing business initiatives.
• Managing Expectations, Setbacks and Concerns: Anticipates and identifies potential stakeholders’ concerns and change barriers, and develops and implements strategies to gain support for change.
• Maintaining a Positive Attitude: Creates and reinforces a positive environment within the department/function by articulating the purpose for ongoing change and continuous improvement, as well as the resulting positive impact to gain buy-in from others.

Results Orientation – Demonstrates initiative and accountability to achieve results in order to attain individual and organizational goals.

Behavioral Anchors:

• Setting and Achieving Goals: Sets challenging short-and long-term specific, measurable, attainable, results-oriented, and time-bound goals for the department/function, encouraging individuals to stretch themselves within their role while continually looking for ways to help them achieve their goals.
• Demonstrating Perseverance: Displays perseverance by continuously driving for results despite challenges and revitalizes employees to sustain their efforts and determination to achieve goals.
• Driving and Delivering Results: Motivates and drives toward the department/function’s goals by emphasizing accountability for accomplishing objectives, delivering results, and holding teams and managers accountable for delivering results.

Strategic Visioning – Defines and articulates the future through an understanding of internal and external challenges, identifying unique opportunities to create value.

Behavioral Anchors:

• Identifying Business and Strategic Opportunities: Uses knowledge of the external market and internal conditions inside the department/function to challenge assumptions and considers opportunities and risks for generating new strategies and implementing plans for the department/function.
• Communicating and Translating the Vision: Creates and communicates the department/function’s vision within the context of Company’s strategy and translates it into clear and specific objectives and actions, creating a sense of shared purpose.
• Following Through on Strategies: Evaluates department/function progress against strategic priorities and performance criteria and makes adjustments as needed to create opportunities for added value.

• Bachelor’s degree in a related field; or equivalent work experience
• Seven (7) years of progression casino experience, which includes (4) years Casino Cage Management and (5) years Credit experience, Preferred.
• At least (5) years of management experience
• Effectively communicate in English, both written and oral forms
• Experience leading teams and operational units
• Understanding and knowledge of credit processes and related requirements
• Strong analytical and communication skills and make the most appropriate credit decisions based on the risk level.

• Strong working knowledge of Treasury, Title 31, GCB, and internal control requirements.
• Strong working knowledge of all Cage areas and Casino Cage systems.
• Knowledge of paperwork flow regarding credits and debits
• Strong knowledge and understanding of fraud prevention and credit scams
• Strong working knowledge of Excel and Microsoft Office.
• Financial aptitude and management experience preferred.
• Excellent customer service skills.
• Ability to lead and mentor a team.
• Have interpersonal skills to deal effectively with all business contacts.
• Professional appearance and demeanor.
• Work varied shifts, including weekends and holidays.
• Able to effectively communicate in English, in both written and oral forms

• At the discretion of the Gaming Commission you may be required to obtain and maintain a gaming license.
• Project Management Professional (PMP) certification is desired.
• A qualified candidate/employee must have a valid driver’s license with an acceptable driving record as determined by the company’s insurance carrier.

• Primary work environment is in a climate-controlled gaming facility.
• Work requires travel to attend meetings, trade shows, and conferences.
• Incumbents may be required to work evening, weekend and holiday shifts.
• Must be able to work in a fast paced, high demand environment.
• Strength sufficient to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects and/or move up to 40 pounds occasionally.
• Sedentary work; involves sitting most of the time. Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer.
• Physical activities that apply to the essential functions of the position are: Balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, repetitive motions.
• Hearing sufficient to hear conversational levels in person and over the telephone.
• Speech sufficient to make oneself heard and understood in person, in front of groups, in meetings, and over the telephone.
• Visual Acuity that best describes the requirements of the position: The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading; visual inspection of employees, visitors or facility.
• Mobility sufficient to safely move in an office environment, walk, stoop, bend, kneel, and enter, exit and operate a motor vehicle in the course of travel to promotional events, meetings, conferences, trade shows and other properties.
• Endurance sufficient to sit, walk and stand for extended periods, and maintain efficiency throughout the entire work shift and during extended work hours.
• The employee may be exposed to fumes or airborne particles including secondhand smoke.