San Manuel Band of Mission Indians
Manager, HR Business Partner
San Manuel Band of Mission Indians, Highland, California, United States, 92346
The Manager, HR Business Partner reports to the Director, Human Resources and serves as an advisor and consultant to business leaders, driving HR initiatives that support organizational goals. This role is responsible for aligning HR strategies with business objectives, fostering a high-performance culture, and delivering solutions in areas such as talent management, organizational development, and workforce planning.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1.
HR Partnership & Support • Collaborates with department leaders to support HR initiatives that align with business needs. • Acts as a point of contact between HR and assigned business units to ensure consistent application of HR policies and practices. • Leads HR efforts in support of organizational initiatives such as team alignment and process improvements. • Leads the implementation of HR programs and provides guidance on team dynamics and change readiness.
2.
Workforce Planning • Works with HR and business leaders to assess and advise on staffing needs and supports recruitment planning. • Interprets and reports workforce data to identify trends in turnover and productivity. • Ensures the accuracy of job descriptions and the job description workflow, collaborating with internal teams to remove obstacles as needed. • Coordinates with HR functions and SMEs to implement HR solutions.
3.
Talent Management • Facilitates performance calibration and level-setting conversation with leaders. • Supports department in the identification of key talent and advises on developmental plans. • Facilitates key training programs and career development initiatives. • Provides oversight to the HR team on Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs). • Works with department leaders in the identification of skill gaps, bench strength and career development initiatives.
4.
Organizational Development • Facilitates team-building activities and engagement sessions to improve collaboration. • Co-Facilitates organizational health assessments and recommending basic interventions. • Initiates stay interviews and satisfaction conversations to gather employee feedback. • Helps analyze engagement survey results and suggest action plans.
5.
HR Analytics & Reporting • Monitors HR metrics, analyzes trends, and leverages data to identify areas for improvement and informed strategic decisions. Interprets HR metrics to support decision-making. • Prepares presentations and summaries of workforce data for leadership review. • Ensures accurate and ethical handling of employee data. • Benchmarks internal metrics with industry standards when applicable.
6.
Change Management Support • Assists in the development and execution of communication planning and change readiness assessments for department-level initiatives. • Monitors tracking of post-change adoption metrics and feedback collection.
7.
Employee Relations • Provides intake support for employee relations issues and escalates complex matters to the Employee and Labor Relations team. • Conducts basic climate assessments and supports resolution efforts.
8. 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 seven (7) years of relevant and progressive experience in Human Resources, with a minimum of three (3) years of HRBP experience required in leading 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 three (3) years of supervisory experience is required. Related, relevant, and/or direct experience may be considered in lieu of 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
The physical demands and working environment described here are representative of those that an employee encounters and must be met by an employee to successfully perform the essential functions of this job. 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, such as a calculator, copy machine, and computer printer. Physical activities that apply to the essential functions of the position are balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions. Hearing sufficient to hear conversational levels in person, via videoconference and over the telephone. Speech sufficient to make oneself heard and understood in person, in front of groups, in meetings, via videoconference and over the telephone. Visual acuity that meets the requirements of the position: The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading and visual inspection of employees, visitors or facility. Mobility sufficient to safely move in an office environment, walk, stoop, bend and kneel, and enter, exit and operate a motor vehicle in the course of travel to promotional events, meetings, conferences, trade shows and San Manuel properties. Endurance sufficient to sit, walk and stand for extended periods, and maintain efficiency throughout the entire work shift and during extended work hours. The employee may be exposed to fumes or airborne particles including secondhand smoke.
Reasonable accommodation will be made in compliance with all applicable law.
As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today!
ESSENTIAL DUTIES AND RESPONSIBILITIES
1.
HR Partnership & Support • Collaborates with department leaders to support HR initiatives that align with business needs. • Acts as a point of contact between HR and assigned business units to ensure consistent application of HR policies and practices. • Leads HR efforts in support of organizational initiatives such as team alignment and process improvements. • Leads the implementation of HR programs and provides guidance on team dynamics and change readiness.
2.
Workforce Planning • Works with HR and business leaders to assess and advise on staffing needs and supports recruitment planning. • Interprets and reports workforce data to identify trends in turnover and productivity. • Ensures the accuracy of job descriptions and the job description workflow, collaborating with internal teams to remove obstacles as needed. • Coordinates with HR functions and SMEs to implement HR solutions.
3.
Talent Management • Facilitates performance calibration and level-setting conversation with leaders. • Supports department in the identification of key talent and advises on developmental plans. • Facilitates key training programs and career development initiatives. • Provides oversight to the HR team on Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs). • Works with department leaders in the identification of skill gaps, bench strength and career development initiatives.
4.
Organizational Development • Facilitates team-building activities and engagement sessions to improve collaboration. • Co-Facilitates organizational health assessments and recommending basic interventions. • Initiates stay interviews and satisfaction conversations to gather employee feedback. • Helps analyze engagement survey results and suggest action plans.
5.
HR Analytics & Reporting • Monitors HR metrics, analyzes trends, and leverages data to identify areas for improvement and informed strategic decisions. Interprets HR metrics to support decision-making. • Prepares presentations and summaries of workforce data for leadership review. • Ensures accurate and ethical handling of employee data. • Benchmarks internal metrics with industry standards when applicable.
6.
Change Management Support • Assists in the development and execution of communication planning and change readiness assessments for department-level initiatives. • Monitors tracking of post-change adoption metrics and feedback collection.
7.
Employee Relations • Provides intake support for employee relations issues and escalates complex matters to the Employee and Labor Relations team. • Conducts basic climate assessments and supports resolution efforts.
8. 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 seven (7) years of relevant and progressive experience in Human Resources, with a minimum of three (3) years of HRBP experience required in leading 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 three (3) years of supervisory experience is required. Related, relevant, and/or direct experience may be considered in lieu of 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
The physical demands and working environment described here are representative of those that an employee encounters and must be met by an employee to successfully perform the essential functions of this job. 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, such as a calculator, copy machine, and computer printer. Physical activities that apply to the essential functions of the position are balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions. Hearing sufficient to hear conversational levels in person, via videoconference and over the telephone. Speech sufficient to make oneself heard and understood in person, in front of groups, in meetings, via videoconference and over the telephone. Visual acuity that meets the requirements of the position: The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading and visual inspection of employees, visitors or facility. Mobility sufficient to safely move in an office environment, walk, stoop, bend and kneel, and enter, exit and operate a motor vehicle in the course of travel to promotional events, meetings, conferences, trade shows and San Manuel properties. Endurance sufficient to sit, walk and stand for extended periods, and maintain efficiency throughout the entire work shift and during extended work hours. The employee may be exposed to fumes or airborne particles including secondhand smoke.
Reasonable accommodation will be made in compliance with all applicable law.
As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today!