Director, Human Resources Job at Yuhaaviatam of San Manuel Nation in Highland

Overview

The Director, Human Resources reporting to the VP, Human Resources, is a strategic advisor and consultant to senior leadership, driving people strategies that support business objectives and foster a high-performance culture. The Director has broad HR experience and, along with a team of diverse Human Resources professionals, partners closely with business leaders to align HR initiatives with organizational goals, ensuring talent, culture, and operational excellence are at the forefront of decision-making.

Responsibilities

• Strategic HR Partnership: Collaborates with senior leaders to align HR strategies with business goals and improve organizational effectiveness.
• Implements HR strategies that align with evolving business models and market conditions.
• Serves as a liaison between HR and business units to ensure alignment of people strategies with operational goals.
• Leads enterprise-wide initiatives such as leadership alignment, organizational design, and workforce transformation.
• Leads cross-functional HR initiatives that support enterprise transformation.
• Mentors leaders on team dynamics, leadership, and change readiness.
• Workforce Planning: Partners with HR and business leaders to forecast talent needs, assess workforce gaps, and align staffing with strategic goals.
• Conducts workforce segmentation to identify critical roles and future skill needs.
• Leverages data to guide decision-making on turnover, productivity, and workforce trends.
• Leads workforce scenario planning to prepare for workforce shifts.
• Facilitates job description creation and updates through job shadowing and integrated activities.
• Collaborates with other HR functional leaders and SMEs to deliver integrated HR solutions.
• Talent Management: Leads talent development, performance management, succession planning, and retention strategies to build a strong workforce.
• Implements competency frameworks to guide performance expectations and development planning.
• Guides leader recognition of high-potential talent using performance data and manager feedback.
• Designs career paths and leadership development opportunities.
• Identifies skill gaps and recommends targeted development opportunities or training.
• Consults on Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs).
• Facilitates and reports on succession planning and bench strength sessions.
• Conducts in-service sessions on new or updated policies.
• Collaborates with HR Learning & Development to align training with business needs.
• Leads annual calibration meetings.
• Guides leaders on interpersonal and performance-related matters.
• Counsels on fair and consistent policy application across the enterprise.
• Organizational Development: Drives initiatives that strengthen leadership, team effectiveness, and engagement.
• Facilitates engagement strategy sessions to build alignment and trust.
• Drives or partners on organizational design, role creation, team effectiveness, and implements change management programs.
• Leads organizational health assessments and recommends interventions for improvement.
• Supports cross-functional collaboration through team effectiveness and conflict resolution workshops.
• Leads satisfaction conversations and stay/discovery interviews.
• Analyzes engagement data and recommends actions to boost morale and retention.
• Manages voluntary resignations and conducts exit interviews for insights.
• HR Analytics & Insights: Uses data to identify trends, measure impact, and guide talent and organizational decisions.
• Monitors HR metrics, analyzes trends, and leverages data to identify areas for improvement and informed strategic decisions.
• Uses predictive and prescriptive analytics to forecast needs and recommend interventions.
• Aligns analytics with business goals by partnering with leaders.
• Applies statistical methods to uncover correlations and causations.
• Translates complex data into actionable insights.
• Presents insights in a compelling, story-driven format.
• Benchmarks metrics against industry standards.
• Ensures ethical and secure use of employee data.
• Change Management: Supports business transformation through restructuring, process improvements, and cultural alignment.
• Leads stakeholder analysis and change impact assessments for major initiatives.
• Drives organizational change initiatives effectively.
• Develops communication plans, such as run of show plans, and assess change readiness with mitigation strategies.
• Monitors post-change adoption metrics and adjust strategies as needed.
• Manages complex projects related to HR strategy and initiatives.
• Employee Relations: Provides intake and support to the Employee and Labor Relations team on complex employee relations matters, ensuring fair and consistent practices aligned with company values and legal compliance.
• Conducts climate assessments to proactively identify and address workplace issues.
• Performs other duties as assigned to support the efficient operation of the department.

Supervisory Responsibilities

Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning reviewing and directing work; evaluating and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Makes hiring decisions and designs individual development plans with succession planning in mind for all key roles.

Education, Experience And Qualifications

• Bachelor’s degree in Business Administration, Human Resources, Organizational Development, Psychology, or related field required.
• Minimum ten (10) years of relevant and progressive experience in Human Resources, with a minimum of five (5) years in a senior-level HR role leading consultative, change management, or workforce planning initiatives in an organization of 2000 or more team members is required. Experience working with Tribal Governments and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred.
• Minimum seven (7) years of supervisory experience is required.
• Related, relevant, and/or direct experience may be considered in lieu of the minimum educational requirements indicated above.

Knowledge, Skills And Abilities (KSA)

• Must be able to work flexible hours, including evenings, weekends, and holidays.
• A deep knowledge of HR principles, employment law, and organizational behavior is required.
• Strong knowledge of the full talent lifecycle: recruitment, development, succession planning, and retention is required.
• Proficiency in HRIS platforms (e.g., Workday), data visualization tools (e.g., Power BI), and Office 365 are required.
• Skilled in workforce segmentation, benchmarking, and change management.
• Experienced in coaching, mentoring, conflict resolution, and team facilitation.
• Excellent interpersonal and communication skills to effectively engage with stakeholders at all levels.
• Demonstrated ability and experience to: Lead through influence across all organizational levels; Drive strategic HR initiatives aligned with business goals to enhance performance and engagement; Apply HR analytics to support data-driven decisions and improve organizational health; Communicate insights effectively through compelling, story-driven presentations; Manage cross-functional projects with a collaborative approach; Foster a culture of accountability, collaboration, and continuous improvement; Uphold high standards of integrity, professionalism, and confidentiality; Think strategically and with strong business acumen.

Licenses, Certifications and Registrations

• At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
• Certification as a Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or Global Professional Human Resources (GPHR) preferred.
• Driving Responsibilities: Role requires regular commuting between locations. A valid driver’s license and vehicle insurance with minimum liability limits is required. Role will not operate or drive Tribe-owned vehicles or patron vehicles.

Physical Requirements/Working Conditions – Environment

• Primary work environment is in a climate-controlled office setting.
• Work requires travel to attend meetings, trade shows, and conferences.
• Incumbents 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.
• Physical activities that apply to the essential functions of the position include balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions.
• Hearing and speech requirements to communicate in person, via videoconference and over the telephone.
• Visual acuity required for preparing and analyzing data and figures, transcribing, viewing a computer terminal, and reading related materials.
• Mobility and endurance to travel between locations and remain productive during extended work hours.
• May be exposed to fumes or airborne particles including secondhand smoke.

Reasonable accommodation will be made in compliance with all applicable law.