Back to Available Positions

Director of HR Shared Services

The Director of HR Shared Services provides direction and oversight of PRC’s Benefits, Compensation, and HRIS functions. The ideal candidate has experience in the design, development and execution of both Benefits and Compensation strategy and will lead a multi-tiered approach for delivering HR Shared Services consistently across PRC. Required to provide leadership, supervision and guidance to all shared services areas, serving as a mentor and coach in providing solutions to our internal customers. This position reports to the VP of HR and directly supervises four managers.

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.


• Evaluate and recommend effective new or enhanced benefits to add value to established programs.
• Direct PRC’s sponsored benefit programs including the annual health & welfare insurance renewal, workers’ compensation analysis and renewal, and 401(k) retirement plan administration
• Utilize critical-thinking and analytical skills to oversee the compensation function including the annual merit and bonus planning process.
• Partner with HR team members to conduct job evaluations and complete compensation recommendations on an ongoing basis.
• Complete annual compensation surveys and represent organization by participation in industry specific analysis discussion groups and forums.
• Define strategic and operational direction of HR Shared Services, including defining the operational model, process design and improvement, and enabling supporting technology solutions.
• Lead & coach the team to partner closely with the functional experts to build out and implement value-added processes.
• Work with management to ensure that the HR Shared Services function is positioned to scale quickly and efficiently to meet the needs of the business.
• Pursue self-service and automation opportunities to provide key information to employees and managers through cross-functional support and tool enablement.
• Define, monitor, and ensure the delivery of a comprehensive performance metrics that reflect the HR Shared Service operational model.
• Accountable for establishing service level agreements, determining control standards, and identifying an issue escalation matrix.
• Build and maintain a strong functional team through effective recruiting, training, coaching, team building and succession planning
• Lead HR Services Management Team to deliver an accurate and timely service to support the broader HR Team/s and apply continuous improvement toward team and process excellence.
• Instill a strong customer-focused mindset within the team to ensure adherence to internal service agreements and delivery of an exceptional experience to team members at all levels.
• Ensure compliance with the capture maintenance and retention of employee related documents. Ensures accurate HR data management for analysis and reporting.
• Ensure policies and programs are in alignment with the organization’s overall strategic objectives.
• Perform analysis of existing HR systems functionality, support the recommendation of process improvements and system enhancements to optimize their value to the business. Ensure HRIS processes are easy to use, easy to scale, and a source of value and satisfaction for all stakeholders.
• Develop a strategy to optimize HRIS systems to meet workforce requirements and drive accuracy and insights.
• Lead HR data and technology projects by:
o Obtaining key partner buy-in
o Developing requirements
o Leading change management initiatives
o Solicit feedback from end-users and review for value-added improvement opportunities




Supervisory Responsibilities

The Director partners with the VPHR 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.

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 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 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
• 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 issued by the Pechanga Tribal Gaming Commission
• 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.
• 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.

Back to Available Positions


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.