Description

Job Title: Director of Human Resources

Reports To: General Manager

Department: Executive
Job Code: HRDIR

Date Written: 01/04/2022

Revision Date: 09/04/2026

Position Summary

The Director of Human Resources serves as a strategic business partner and member of the Senior Leadership Team, providing vision, leadership, and direction for all human resources functions of the organization. This position is responsible for developing and executing comprehensive human capital strategies that support organizational objectives, operational excellence, workforce engagement, regulatory compliance, and long-term succession planning.

The Director oversees all aspects of human resources, including talent acquisition, compensation, benefits, employee relations, organizational development, performance management, leadership development, workforce planning, HR technology, team member engagement, and compliance. This position works closely with executive leadership, Tribal leadership, and department leaders to foster a high-performing, inclusive culture while ensuring adherence to applicable Tribal, federal, state, and gaming regulations.

The Director exercises substantial independent judgment and decision-making authority regarding human resources strategy, policy development, workforce initiatives, and departmental operations.

Essential Duties and Responsibilities

Strategic Leadership

• Serve as a trusted advisor to executive leadership on human capital strategy, organizational effectiveness, workforce planning, succession planning, and talent management.
• Develop and implement strategic human resources initiatives aligned with organizational goals, operational objectives, and Tribal priorities.
• Participate as an active member of the Senior Leadership Team by contributing to organizational planning, business strategy, and operational decision-making.
• Evaluate workforce trends, labor market conditions, and industry best practices to ensure the organization remains competitive in attracting and retaining talent.
• Lead organizational change initiatives and promote a culture of accountability, engagement, continuous improvement, and service excellence.

Human Resources Operations

• Direct and oversee all Human Resources functions, including recruitment, onboarding, compensation, benefits, employee relations, HRIS administration, training and development, performance management, and compliance.
• Develop, review, implement, and maintain HR policies, procedures, and programs to support organizational objectives and ensure compliance with applicable laws and regulations.
• Ensure compliance with Tribal, federal, state, gaming, and employment laws and regulations.
• Maintain the integrity, confidentiality, and security of personnel information and employment records.

Talent Acquisition and Workforce Development

• Provide strategic oversight of recruitment, selection, onboarding, and retention initiatives.
• Lead executive-level recruitment efforts, employment negotiations, and workforce planning activities.
• Ensure the organization's hiring practices support diversity, equity, inclusion, and applicable Tribal hiring preference requirements.
• Develop and implement succession planning strategies to ensure leadership continuity throughout the organization.
• Partner with operational leaders to identify talent gaps and establish workforce development strategies.

Compensation and Benefits Administration

• Serve as Chairperson of the Compensation Oversight Strategic Team (COST), providing strategic leadership and governance of the organization's compensation philosophy, pay programs, salary structures, market competitiveness, and internal equity practices. Facilitate compensation review and recommendation processes and, with approval of the General Manager, authorize compensation decisions that support organizational objectives, financial sustainability, regulatory compliance, and employee retention.
• Direct the design, implementation, and ongoing administration of compensation programs, including job evaluation, position classification, market pricing, salary structure development, pay administration, and compensation analysis.
• Lead compensation planning activities and provide recommendations regarding base pay adjustments, promotional increases, incentive compensation, and total rewards strategies to ensure alignment with organizational goals and labor market conditions.
• Oversee the administration of employee benefits, leave of absence programs, wellness initiatives, workers' compensation, and unemployment claims, ensuring compliance with applicable laws, regulations, and organizational policies.
• Manage relationships with benefit providers, consultants, and other HR service vendors, including contract administration, performance evaluation, and negotiation of services to optimize value and employee experience.

Employee Relations and Organizational Culture

• Foster a positive and productive workplace culture that promotes employee engagement, collaboration, accountability, and professional growth.
• Provide guidance to leaders regarding employee relations matters, workplace investigations, performance improvement plans, and corrective action.
• Lead employee engagement initiatives, recognition programs, wellness activities, and organizational culture efforts.
• Resolve complex employee concerns and workplace issues while ensuring fair and consistent application of policies and procedures.
• Promote a culture that aligns with organizational values and supports exceptional guest and team member experiences.

Leadership and Department Management

• Lead, mentor, develop, and evaluate Human Resources team members.
• Establish departmental goals, performance metrics, and service standards.
• Ensure effective staffing, training, and development of Human Resources personnel.
• Develop future HR leaders through coaching, succession planning, and professional development opportunities.
• Maintain accountability for departmental performance and operational effectiveness.

Financial and Administrative Responsibilities

• Develop, administer, and manage the Human Resources operating and capital budgets.
• Analyze labor trends, workforce metrics, turnover data, and staffing forecasts to support informed business decisions.
• Prepare and present reports, recommendations, and workforce analytics to executive leadership and governing bodies as required.
• Monitor and manage departmental resources to ensure financial stewardship and operational efficiency.

Additional Responsibilities

• Maintain current knowledge of employment law, industry trends, gaming regulations, and emerging HR best practices.
• Attend meetings, conferences, training programs, and professional development activities as required.
• Travel between properties and other locations as necessary.
• Perform other duties as assigned within the scope and responsibility of the position.

System Access: Forms Database, Great Plains, HRIS, Endura Player, GIMS, DocuLink, and MS Office Suite

Minimum Qualifications:

Education and Experience

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Organizational Development, Labor Relations, or a closely related field.
• Minimum of ten (10) years of progressively responsible Human Resources experience.
• Minimum of five (5) years of senior-level Human Resources leadership experience with responsibility for multiple HR functions.
• Demonstrated experience leading recruitment, employee relations, compensation, benefits, performance management, HRIS, and organizational development initiatives.
• Experience managing and developing professional staff and leaders.
• Experience participating as a member of an executive or senior leadership team.
• Experience managing departmental budgets and strategic workforce planning.

Preferred

• Master's degree in Human Resources, Business Administration (MBA), Organizational Leadership, Public Administration, or related field.
• Seven (7) or more years of senior Human Resources leadership experience.
• Experience in tribal gaming, casino operations, hospitality, resort operations, Tribal government, or other highly regulated industries.
• Experience supporting organizations with 500 or more employees.
• Experience leading compensation strategy, executive recruitment, succession planning, and organizational development initiatives.

Preferred Professional Certifications

One or more of the following certifications are preferred:

• SHRM-SCP (Society for Human Resource Management Senior Certified Professional)
• SPHR (Senior Professional in Human Resources)
• CCP (Certified Compensation Professional)
• CEBS (Certified Employee Benefit Specialist)

Knowledge, Skills, and Abilities

• Extensive knowledge of Tribal, federal, state, and employment laws and regulations.
• Strong expertise in compensation administration, job evaluation, salary structure design, and benefits management.
• Comprehensive understanding of HRIS systems, workforce analytics, and human capital reporting.
• Strong business acumen and financial management skills.
• Demonstrated ability to analyze workforce data and make strategic recommendations.
• Excellent leadership, communication, conflict resolution, and relationship-building skills.
• Ability to exercise sound judgment, discretion, and confidentiality.
• Strong presentation, facilitation, negotiation, and executive coaching abilities.
• Ability to foster collaboration and influence decision-making across all organizational levels.
• Ability to successfully obtain and maintain all required gaming licenses.
• Must be able to obtain a gaming license in accordance with the regulations established by the LTBB Gaming Regulatory Commission and be able to serve in the position under any other applicable law.

Preference: Applies to Native Americans in accordance with applicable tribal law.