CA – Sr. HR Business Partner – Jamul Casino

Job Title: Senior Human Resources Business Partner
Department: Human Resources
Reports To: Manager of Human Resources
Date: January 15, 2023
FLSA Status: Exempt

Reporting to the HR Manager, the Senior HR Business Partner will provide exceptional Guest/Team support to all levels of the enterprise workforce. This position will play a critical role on the HR team to drive performance that aligns with the enterprise’s human capital strategy and will serve in an operational lead capacity, providing guidance to the team member life cycle matters, team retention and engagement, organizational design and workforce planning, team member and labor relations, and core management issues. This role will work in harmony and collaboration with internal HR stakeholders and stakeholders throughout the enterprise to drive a best-in-class team member experience.  The Senior Business Partner will promote a culture of accountability, lead others in adopting a coaching and development mindset while consistently role modeling behaviors that will reinforce the Jamul Casino brand as the premier employer of choice. This role will require a “hands on” approach, one that understands that effective department leader, and team member partnerships begin with building relationships as well as by being approachable and accessible to a 24-hour workforce. The Senior Business Partner promotes open communication at all levels to positively resolve issues while promoting and maintaining the integrity of the team member.

Essential Duties & Responsibilities

• Executes on talent strategies to increase organizational, team and individual performance that aligns with Jamul Casino’s strategic vision.
• Provides full scope HR expertise, coaching and partnership on matters including but not limited to team member retention and engagement, organizational design, and workforce planning, change management and communication, performance management, and career development.
• Partners closely with internal HR stakeholders to relay information in a timely manner, by sharing information with the internal HR team and by being the HR conduit to get relevant HR information from the operations.
• Supports the operators in identifying performance and engagement trends and assists in the development of strategies to address gaps. Leads conversations on performance metrics, including but not limited to succession planning, bench strength, talent identification and calibration, and talent performance. Makes recommendations to increase overall performance and talent readiness.
• Provides lead support for change management efforts with an emphasis on gaining commitment and adoption of key enterprise initiatives.
• Collaborates with and guides stakeholders on workforce planning efforts which may include re-organizations and restructures and aligning job descriptions.
• Manages investigative efforts of team members and labor relations issues, grievances and responds to concerns reported to compliance, whistleblower hotlines, or through direct HR interface.
• Serves as a team member relations partner, engaging HR leadership when necessary to ensure effective utilization of internal and external resources.
• Investigates, documents, and provides advice or recommendations to managers and supervisors on issues related to the workforce, including conflict resolution, managing performance, corrective actions, grievances, progressive discipline, and terminations.
• Provides advice and guidance to department managers and supervisors regarding employment best practices, company policy and employment laws.
• Responds to team member concerns and complaints of potential unlawful behavior, such as discrimination and harassment, or that violate company policies, by conducting timely internal investigations independently or in conjunction with the team member department, key HR experts, and other stakeholders.
• Recaps and recommends on appropriate course of action.
• Serves as a subject matter expert on collective bargaining agreements (CBA) to resolve all steps of the grievance process and prepares as a potential backup during contract negotiations.
• Performs other duties as assigned to support the efficient operation of the department.
• Assumes other responsibilities, duties, tasks, and assignments that contribute to the mitigation or response to public health emergencies.

Education/Experience/Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, Psychology or related field required.
• Master’s Degree in Human Resources, Business Administration, Counseling, Psychology, or related field preferred.
• Minimum of four (4) years’ experience in Human Resources with at least two (2) years direct experience as an HR business partner.
• Strong understanding and knowledge of team member relations, labor relations, employment law, regulatory compliance, performance management and organizational development.
• Equivalent combination of education and progressive, relevant, and direct experience may be considered in lieu of educational requirement.
• Demonstrated ability to conduct confidential investigations on critical team member relations matters and present findings and recommendations to Human Resources.
• Possess strong investigative and analytical skills.
• Strong analytical, project management, initiative, and creative critical thinking skills.
• Ability to manage highly sensitive and confidential information in a manner that inspires confidence and trust.
• Ability to consult, respond to inquiries and influence a wide variety of key stakeholders with a sense of ownership and urgency.
• Must be able to communicate with and stakeholders in both oral and written form.
• Possesses the ability to relate well to wide variety of personalities.
• Ability to maintain objectivity when collaborating with team member situations without getting too emotionally invested or divested.
• Capable of mediating problem resolution while demonstrating calm and neutral demeanor.
• Exhibits diplomacy and acts as settling influence to defuse tensions.
• Able to shift gears easily and comfortably manage risk and uncertainty.
• Capable of producing accurate written communication that is clear, concise, and complete.
• Works to establish personal rapport with internal clients, is easy to approach, and acts with sensitivity and patience with the interpersonal anxieties of others.
• Flexible with working days and hours.

Certificates/Licenses/Registrations
• As required by the Jamul Casino Gaming Commission you are required to obtain and maintain a gaming license.
• A qualified candidate/team member must have a valid driver’s license with an acceptable driving record as
determined by the insurance carrier.
• Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) or
Global Professional Human Resources (GPHR) desired.

Physical Demands

• The physical demands described here represent those that must be met by a team member to perform the essential functions of this job successfully.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the team member is regularly required to stand and use hands to finger, handle, or feel objects, tools, or controls. The team member frequently is required to reach with hands and arms and talk or hear. Specific vision abilities required by this job include close vision, color vision, and peripheral vision.
• The team member must regularly lift and/or move up to 25 pounds, frequently lift and/or move up to 50 pounds, and occasionally lift and/or move up to 75 pounds, and must have the ability to push, pull, reach, bend, twist, stoop, stack, crouch, kneel and balance when performing job duties in varying work areas such as confined spaces.

Work Environment

The work environment characteristics described here represent what a team member encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually very loud. Team member will be exposed to an environment containing unrestricted secondhand tobacco smoke.

To apply, click here.