Hard Rock International (USA), Inc.
DIRECTOR - HUMAN RESOURCES
Hard Rock International (USA), Inc., Gary, Indiana, us, 46401
POSITION SUMMARY:
The incumbent in this position is responsible for overseeing the recruitment, compensation, benefits, training and the employee relations and labor relations aspects of Human Resources. This position is responsible for ensuring that all team members adhere to all company philosophies, Missions, Mottos, policies, procedures and Indiana Gaming Regulations.
ESSENTIAL FUNCTIONS:
(These functions are intended as a general illustration of the work performed in this job classification and are not all inclusive for this position)
Manages and directs the Human Resources staff in the delivery of programs, policies and services in the following areas: Compensation and Benefits, Recruitment & Training, Performance Management, and Employee Relations/Labor Relations.
Provides guidance and direction to Human Resource staff.
Oversees the Benefits team responsible for assisting Team Members with their respective benefits programs.
Identifies critical issues impacting turnover, employee satisfaction and the company.
Develops strategies to attract and retain quality staff; improve communication and management skills/style.
Provide advice and guidance as needed during contract negotiations, grievance meetings as well as facilitate meetings with union representatives.
In the absence of the VP – HR leads ER/LR Specialists in the management of labor grievances as needed by investigating circumstances of the incident, the validity of claims, adherence to contract policies, and completion of resolution procedures.
Develop and present information briefings for management to improve understanding of Labor Relations and promote improved contractual and management solutions.
Support Human Resources during crisis situations, including labor disputes, to facilitate effective negotiations and resolve issues quickly.
Works closely with the VP – Human Resources on providing support to the management team.
Make recommendations to managers on appropriate corrective action based on written policies and procedures and circumstances of specific situations. In cases of recommendation for separation of employment, prepare all documentation for the review of the VP Human Resources.
Signatory ability and access to sensitive areas include F & B Comp, purchasing requests, employee files and records, PAFS.
Attend and participate in meetings, completing follow-up as assigned.
Perform work regularly and adheres to all Indiana Gaming Regulations.
NON-ESSENTIAL JOB FUNCTIONS:
Attend seminars when needed.
EDUCATION AND /OR EXPERIENCE REQUIREMENTS:
(Related education and experience may be interchangeable on a year for year basis)
Bachelor’s Degree in Human Resources or related field or 7 or more years of progressively responsible experience in Human Resources (of which, at least 3 years must be in a management role), or an equivalent combination of training, education, and experience. At least 2 years of labor relations experience working within the bargaining unit space.
ADDITIONAL REQUIREMENTS: (Licenses, Certifications, Testing, etc.):
Must obtain and maintain all licenses / certifications per Federal, State, and Indiana Gaming Commission.
Must successfully pass background check.
Must successfully pass drug screening.
Must be twenty-one (21) years of age.
Must be able to work holidays and weekends, as well as flexible shifts.
KNOWLEDGE OF:
Human Resources best practices in the areas of recruitment, benefits, compensation, and HRIS.
Effective communication skills with the ability to delegate responsibility and motivate and manage a diverse group of team members to achieve common goals and objectives.
Thorough knowledge of human resources practices, labor law and organizational development.
Office procedures, methods, and equipment including computers and applicable software applications such as word processing, email, spreadsheets, and databases to include excellent working knowledge of Microsoft Word, Excel, Outlook and PowerPoint.
Principles of supervision, training, and performance evaluation.
Pertinent federal, state, and local laws, codes, and regulations.
ABILITY TO:
Research, analyze, comprehend, and act upon information and be aware of the business environment to effectively manage areas of responsibility.
Ability to set clear directions for the department to ensure the successful execution of the strategic plan.
Ability to apply different and novel ways to deal with organizational problems and opportunities.
Observe and direct actions of subordinates.
Make unpopular and/or difficult decisions which benefit the organization in the short and long term.
Be a strategic, analytical, ethical and effective motivator.
Skill in developing successful working relationships with senior management, peers, and subordinates within department and outside of the department.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted during work.
Skill in coaching and developing others’ skills and competencies by planning effective development activities and providing staff with clear direction and line-of-sight in regard to their respective roles in achieving the business strategy.
The above information on this description has been designed to indicate the general nature and level of work performed by team members within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of team members assigned to this job. The Team Member understands that employment with the Company is at-will and that no express and/or implied contract of employment exists unless it is in writing and signed by the Department Head. The Team Member further understands that conditions may require the Company to modify this Job Description and that the Company reserves the right to exercise its discretion to make such changes.
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The incumbent in this position is responsible for overseeing the recruitment, compensation, benefits, training and the employee relations and labor relations aspects of Human Resources. This position is responsible for ensuring that all team members adhere to all company philosophies, Missions, Mottos, policies, procedures and Indiana Gaming Regulations.
ESSENTIAL FUNCTIONS:
(These functions are intended as a general illustration of the work performed in this job classification and are not all inclusive for this position)
Manages and directs the Human Resources staff in the delivery of programs, policies and services in the following areas: Compensation and Benefits, Recruitment & Training, Performance Management, and Employee Relations/Labor Relations.
Provides guidance and direction to Human Resource staff.
Oversees the Benefits team responsible for assisting Team Members with their respective benefits programs.
Identifies critical issues impacting turnover, employee satisfaction and the company.
Develops strategies to attract and retain quality staff; improve communication and management skills/style.
Provide advice and guidance as needed during contract negotiations, grievance meetings as well as facilitate meetings with union representatives.
In the absence of the VP – HR leads ER/LR Specialists in the management of labor grievances as needed by investigating circumstances of the incident, the validity of claims, adherence to contract policies, and completion of resolution procedures.
Develop and present information briefings for management to improve understanding of Labor Relations and promote improved contractual and management solutions.
Support Human Resources during crisis situations, including labor disputes, to facilitate effective negotiations and resolve issues quickly.
Works closely with the VP – Human Resources on providing support to the management team.
Make recommendations to managers on appropriate corrective action based on written policies and procedures and circumstances of specific situations. In cases of recommendation for separation of employment, prepare all documentation for the review of the VP Human Resources.
Signatory ability and access to sensitive areas include F & B Comp, purchasing requests, employee files and records, PAFS.
Attend and participate in meetings, completing follow-up as assigned.
Perform work regularly and adheres to all Indiana Gaming Regulations.
NON-ESSENTIAL JOB FUNCTIONS:
Attend seminars when needed.
EDUCATION AND /OR EXPERIENCE REQUIREMENTS:
(Related education and experience may be interchangeable on a year for year basis)
Bachelor’s Degree in Human Resources or related field or 7 or more years of progressively responsible experience in Human Resources (of which, at least 3 years must be in a management role), or an equivalent combination of training, education, and experience. At least 2 years of labor relations experience working within the bargaining unit space.
ADDITIONAL REQUIREMENTS: (Licenses, Certifications, Testing, etc.):
Must obtain and maintain all licenses / certifications per Federal, State, and Indiana Gaming Commission.
Must successfully pass background check.
Must successfully pass drug screening.
Must be twenty-one (21) years of age.
Must be able to work holidays and weekends, as well as flexible shifts.
KNOWLEDGE OF:
Human Resources best practices in the areas of recruitment, benefits, compensation, and HRIS.
Effective communication skills with the ability to delegate responsibility and motivate and manage a diverse group of team members to achieve common goals and objectives.
Thorough knowledge of human resources practices, labor law and organizational development.
Office procedures, methods, and equipment including computers and applicable software applications such as word processing, email, spreadsheets, and databases to include excellent working knowledge of Microsoft Word, Excel, Outlook and PowerPoint.
Principles of supervision, training, and performance evaluation.
Pertinent federal, state, and local laws, codes, and regulations.
ABILITY TO:
Research, analyze, comprehend, and act upon information and be aware of the business environment to effectively manage areas of responsibility.
Ability to set clear directions for the department to ensure the successful execution of the strategic plan.
Ability to apply different and novel ways to deal with organizational problems and opportunities.
Observe and direct actions of subordinates.
Make unpopular and/or difficult decisions which benefit the organization in the short and long term.
Be a strategic, analytical, ethical and effective motivator.
Skill in developing successful working relationships with senior management, peers, and subordinates within department and outside of the department.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted during work.
Skill in coaching and developing others’ skills and competencies by planning effective development activities and providing staff with clear direction and line-of-sight in regard to their respective roles in achieving the business strategy.
The above information on this description has been designed to indicate the general nature and level of work performed by team members within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of team members assigned to this job. The Team Member understands that employment with the Company is at-will and that no express and/or implied contract of employment exists unless it is in writing and signed by the Department Head. The Team Member further understands that conditions may require the Company to modify this Job Description and that the Company reserves the right to exercise its discretion to make such changes.
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