Responsible for assisting in directing the operations and staff of the HR department. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives.
Serves as strategic business partner to -all departments at the property. Understands the organizational structure for each department; develops and maintains knowledge of the business unit needs; and provides HR support to team members at all levels of the organization. Guides HR Business Partners in their relationships with their client groups and Corporate Talent Acquisition and Shared Services Organizations ensuring consistency across property and assisting in the development of programs that support the delivery of the world class HR services to the property.
Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results.
Identifies and develops strategies with respect to turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness, and, performance management issues.
Assists in preparing, monitoring and adhering to budgets and ensuring compliance to departmental budget initiatives. Reports budget concerns / deviations to the Vice President of Human Resources.
Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of customer service goals.
Ensures that scheduling is done in an effective and efficient manner, while maintaining labor costs, meeting staffing objectives and achieving guest satisfaction. Partners with the top HR leader in the monthly reconciliation, P&L review and approving departmental purchasing.
Analyzes property trends and metrics relative to engagement, turnover, staff development, etc. in partnership with HR team. Develops solutions, programs and policies, as necessary, relating to turnover, recruitment, engagement, leadership opportunities; identify trends in HR and offer solutions/modifications to programs to address; reviews and benchmarks the internal and external environment to improve HR policies and initiatives.
Develops reports and other key metrics; including but not limited to, the monthly HR Scorecard, Strategic Plan or other identified HR analytics.
Conducts and oversees effective, thorough and objective investigations in cases of grievances, harassment, employee concerns or EEOC issues.
Supports the internal and external recruitment efforts for the property.
Manages and resolves employee and/or labor relations issues; handles grievances and arbitrations if applicable.
Maintains current knowledge of HR policies, programs, laws and regulations. Makes recommendations for modifications if not meeting needs of business along with providing the supporting business case.
Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations, and internal policy/procedure.
Creates and develops staff development programs and delivers results that corresponds with established goals. Analyzes results from programs and redirects as necessary for talent development purposes.
Assists Executive leaders to identify Manager development opportunities and ensure they are able to meet current and future performance standards.
Participates in the creation of the property Talent Review process and development plans for property leaders.
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Participates in and provides human resources updates and feedback in property management meetings at various levels.
Develop and maintain knowledge of assigned department’s jobs, organization structures, and compensation and operating practices relating to Human Resources.
Monitors, evaluates, and develops strategies and practices to address potential areas of conflict among managers, employees, and departments.
Provides guidance and counsel to management concerning corrective actions, performance reviews, and terminations, to ensure compliance with governmental laws and regulations and internal policies and procedures.
Responsible for ensuring the compliance with all regulatory compliance within area of responsibility and reporting potential issues to Vice President of Human Resources.
Maintains strict confidentiality in all departmental and company matters.
Bachelor’s degree (B.A./B.S.) in human resources management or related field from four year college or university; ten years of progressive human resources experience; or equivalent combination of education and experience required. Minimum of five years of human resources management.
PHR or SPHR professional certification preferred.
Must be proficient in Microsoft applications (Excel, Word, Outlook, PowerPoint).
Must have excellent organizational and communication skills.
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
Ability to write reports, business correspondence, and procedure manuals.
Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner.
Demonstrated knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Five years progressively more challenging experience in a human resources or operations role is required; including, hiring, managing and separating employees.
Demonstrated intermediate level of competence in the areas of leadership, collaborative and service orientation, organizational insight, strategic perspective, change management, diagnostic insight, broad HR knowledge, coaching and counseling collaboration, and influence.
Responsible for staff development and training programs.
Responsible for rewards and recognition program to maximize employee engagement.
Evaluates team members within department and delivers constructive feedback to employees in regards to performance.
Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs.
Determines work procedures and expedites workflow.
Responsible for employee performance (disciplining, coaching, counseling).
Ability to read and interpret documents in English, such as safety rules, operating and maintenance instructions and procedure manuals. Ability to read and communicate verbally in English. Written communication skills in in English may also be required.
Ability to apply commonsense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
Must qualify for a license with the Pennsylvania State Racing Commission and meet any credentialing requirements of the Pennsylvania Gaming Control Board.
Penn National Gaming, Inc. is an operator of casinos and racetracks based in Wyomissing, Pennsylvania. It operates 44 facilities in the United States and Canada, many of them under the Hollywood Casino brand. The company also owns a 36% stake in Barstool Sports. In 2013, Penn completed the corporate spin-off of Gaming and Leisure Properties, a real estate investment trust.