GENERAL SUMMARY
Providing exceptional internal customer support while driving Human Resources (HR) functional excellence and process improvement requires strategic, “out-of-the box” thinking to be successful in a high performing HR department. As a Senior Team Member Relations Partner (STMRP) your role is critical in the implementation and maintenance of Talent Management services in the areas of team member relations, labor relations, performance management and human capital reporting to partner for success in executing our people initiatives. This role is the key Talent Management systems facilitator on people-related matters enabling the organization to achieve its business goals while minimizing risk.

Under the direct supervision of the Human Resource Talent Management Operations Manager, the STMRP shall display a positive approachable and professional demeanor and will serve as a process consultant to business management on HR related issues. Working independently, as well as with a team, the STMRP will provide accurate and timely HR information to business leaders ensuring priorities are aligned with business objectives, work cultures, legal requirements and HR programs/policies

KEY RESPONSIBILITIES
• Maintains the day-to-day tactical issues and systems for the Talent Management team.
• Partners with client groups to align Human Resources and organizational business initiatives.
• Coordinates shared service resources to enhance the effectiveness of managers and teams.
• Facilitates the design and implementation of reengineering and/or reorganization efforts to improve performance and meet business objectives.
• Assists managers and supervisors across the organization in all areas of employment law and team member relations, including but not limited to disciplinary matters, labor relations, job performance related matters, wage and hour issues, job standards, supervisory skills development, team member recognition and communications.
• Evaluates and makes determinations/recommendations on proposed team member disciplinary actions including administrative leave, separation decisions across the organization.
• Promotes open communication within all levels of the organization to positively resolve employee relations problems, while promoting and maintaining the integrity of employees and the organization.
• Conducts external research on legal rulings, precedents and standard employment practices to ensure the organization’s policies and programs are aligned with Federal regulations with thorough knowledge of both State and Federal employment laws.
• Conducts internal research in the form of employee satisfaction surveys, turnover/retention analysis, HR metrics one-on-one interviews and statistical analysis to assist management with improving team member performance and satisfaction.
• Counsels PR&C team members at all levels of the organization on legal policies and practices.
• Reviews reports outlining company demographics and “Hot Topic” issues to coach management on innovative solutions and best practices to resolve talent management issues.
• Partners with internal and external team members, to support the development and implementation of Human Resources/ Talent Management programs, policies and procedures that reflect Pechanga Resort & Casino’s Four Diamond commitment to guest service.
• Assesses exit interview data, provides feedback, and reports findings and solutions to HR Leadership.
• Complies with internal and external legal and regulatory requirements.
• Protects the assets of Pechanga Resort & Casino and maintains confidentiality and integrity when accessing team member information maintained in HR files and HRIS systems.
• Performs other job related duties as assigned.

CORE COMPETENCIES
• ADAPTABILITY & FLEXIBILITY- 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
• 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.
• DEPENDABILITY – Meets commitments and deadlines, and works independently, completing all assignments or job tasks without management follow up, and accepting accountability for results.
• INITIATIVE- Independently identifies problems and takes independent action to successfully resolve issues. Willingly seeks out new or additional responsibilities. Acts on opportunities to improve overall operations. Generates new ideas.
• 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.
• PERSONAL ORGANIZATION-Keeps information organized and accessible. Maintains a clean and functional work space. Works systematically and efficiently while managing time well and ensuring all critical commitments are addressed.
• CRITICAL THINKING (PROBLEM SOLVING) – 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 handles internal/external customer questions, concerns, and complaints effectively, and communicates positively. Consistently maintain a pleasant, approachable, and professional image.


MINIMUM QUALIFICATIONS
• Bachelor’s Degree in Human Resources, Organizational Development, or related field. Minimum of 5 years Human Resource operational experience with a strong emphasis in employee relations within all levels of the organization. Equivalent combination of education and progressive, relevant, and direct experience may be considered in lieu of educational requirement.
• Minimum of 3 years’ experience in a large multi- department organization.
• Professional Human Resources certification required (PHR and/or SHRM-CP) or obtained within one (1) year of hire.
• Firm understanding and practical application of employment laws to include but not limited to, HIPAA, OSHA, FMLA, PFL, EDD, Workers Compensation, SDI and CFRA
• Strong foundation in Microsoft Word, Excel and Power Point. Technical writing experience is preferred.
• Strong oral and written communication and presentation skills.

ACCOUNTABILITY: This position has no supervisory responsibilities.


Certificates/Licenses/Registrations
• Must be able to obtain and maintain a Class “A” Gaming License issued by the Pechanga Gaming Commission.
• Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR)
• Must have a valid driver’s license with an acceptable driving record as determined by the company’s insurance carrier.