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Director of HR Operations

Under the general direction of the Vice President of Human Resources (VPHR), the Director of HR Operations will provide support to all team members on various HR-related matters. The Director will be a strategic adviser to leadership, a partner to managers, and an ally to every team member at PRC. This role will be responsible for designing and deploying PRC’s strategy for candidate and employee experience – from recruiting, hiring, onboarding to talent development and performance management. The ideal candidate will partner with cross-functional Team Leaders to build and execute exciting programs and strategies that drive PRC’s business forward as the company evolves, develops and cultivates its people and culture. The successful director will provide leadership, supervision and guidance to all HR Operations team members, serving as a mediator and coach.

All Team Members will display a Four Diamond commitment to Customer Service through the delivery and maintenance of the Quality Standards established by Pechanga Resort Casino (PRC).

• Key Stakeholder in all aspects of the employee lifecycle, including talent acquisition, onboarding, performance, development, coaching, and finding innovative methods to create positive engagement.
• Be a champion and advocate of the PRC’s mission, values and culture by developing and implementing innovative ways to bring them to life and foster employee engagement that promotes career growth and personal wellness.
• Serve as a strategic adviser to the Executive team and other members of the management team primarily related to talent, organizational performance and culture.
• Identify and analyze data driven trends and emerging needs to address them with innovative people programs, systems, tools and processes.
• Manage PRC’s on-boarding program and be a critical part of the team assigned to ensure a warm and welcoming new hire experience.
• Oversee the process and progress to improve our HR processes and build in operational efficiencies to better streamline productivity and scalability.
• Manage and help develop key HR practices and procedures, i.e., onboarding, off-boarding, performance reviews, etc.
• Provide leadership for HR programs such as talent development, performance reviews, employee relations and L&D.
• Partner and advise HR managers in developing, updating and implementing HR related policies, programs, and procedures.
• Address HR compliance topics to ensure the company is in adherence with applicable federal and state regulations and company policies, procedures, and programs.
• Provide key insight in recruiting and talent acquisition – by developing a partnership with hiring managers, continuing to define and implement an approach on attracting top talent with a focus on building a diverse and inclusive, service-orientated, wellness-focused team.
• Help build a culture of teamwork, accountability, openness, collaboration and growth.
• Provide HR guidance on special projects, HR analytics & reporting, talent reviews, training, change management, organizational design, diversity and inclusion.
• Coach, mentor and develop leadership bench.




Supervisory Responsibilities

The Director partners with the VP of Human Resources to lead the functions and team members within the HR Operations Department. Direct reports include the Manager of Talent Acquisition, Training and L&D and HR Ops Partners. 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.

Core Competencies

• 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, Experience, and Qualifications

• 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 within the hospitality industry
• Must have experience managing large and complex projects that impact large volumes of team members
• Mastery of intermediate Excel skills required.
• 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 Pechanga 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
• 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 issued by the Pechanga Tribal Gaming Commission
• Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) preferred or must be obtained within one year of hire.
• Possess and maintain a valid driving license with an acceptable driving record as defined by the Tribe’s insurance carrier.

Physical Requirements/ Working Conditions – Environment
• The physical demands and working environment described here are representative of those that a team member encounters and must be met by a team member to successfully perform the essential functions of this job.
• Primary work environment is in a climate-controlled office setting and gaming facility.
• Work requires travel to attend meetings, trade shows, and conferences.
• 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, fingering, grasping, talking, hearing, and 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 team members, 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 Pechanga 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 team member may be exposed to fumes or airborne particles including secondhand smoke.

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The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Consistent with federal law, it is the policy of the Pechanga Band to give preference in hiring, promotions, and transfers into vacant positions to qualified Pechanga tribal members, Pechanga tribal member spouses, and non-member American Indians.