Director of Talent Acquisition

SUMMARY

Director of Talent Acquisition is responsible for the overall recruitment, onboarding, benefits, and compensation practices and procedures.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following

• Lead and manage the talent acquisition team and processes, including optimization of the Applicant Tracking System.
• Review KPI’s and weekly metrics, using benchmarks for planning purposes to set goals for hiring, onboarding, and retention.
• Design and participate in recruiting events for open positions at Four Winds Casino properties.
• Determine competency-based selection approach, training department hiring managers regarding interviewing and candidate selection best practices.
• Collaborates with the hiring managers during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
• Plans and directs the overall design, implementation, communication, and administration of the organization’s health and welfare benefits programs.
• Reviews and analyzes in collaboration with company broker, the benefits market to determine employee needs, trends, regulations, to develop competitive programs and services to meet the organizations goals.
• Directs preparation and distribution of written and verbal information to inform employees of benefits programs such as health and welfare plans, 401(k), life and employer-sponsored plans.
• Prepares personnel forecast to project staffing needs.
• Communicates with all levels of management and supervisors regarding approved policies and procedures.
• Consults with appropriate legal counsel to ensure that policies comply with applicable federal, state, and tribal law.
• Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
• Keeps abreast of new developments and trends in the HR arena.
• Writes and delivers presentations to management or government officials regarding human resource policies and practices.
• Reviews and evaluates job performance of human resources employees, coordinating with the Managers of Human Resources and Training, to take the necessary steps to resolve unsatisfactory results or conditions.
• Develops and implements annual departmental budget.
• Performs other duties as required.

The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required of personnel so classified.

Promotes the following within the department and among all employees:

• Creates an atmosphere of fun for all casino guests.
• Encourages mutual respect, dignity and integrity with all employees, by setting positive examples at all times.
• Instills an atmosphere that encourages employees to share ideas, discuss concerns and resolve conflicts.
• Retains employees through involvement in training and development.
• Explains why we do things, in advance of doing them.

SUPERVISORY RESPONSIBILITIES

Directly supervises the Onboarding Manager, Talent Acquisition Manager, and Benefits and Compensation Manager. Indirectly supervises all employees in the Human Resources and the Employment function. Responsible for the overall direction, coordination, and evaluation of these units.

Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees, planning, assigning, and directing work, appraising performance, rewarding and disciplining employees, addressing complaints and resolving problems.

QUALIFICATION REQUIREMENTS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE

Bachelor’s degree (B.A.) or equivalent, or four to six years human resource management experience and/or training, or equivalent combination of education and experience.

SPECIAL QUALIFICATIONS

Minimum of four years’ experience in human resources management, with progressive supervisory/managerial responsibilities required. Strong organizational & interpersonal skills as well as demonstrated leadership ability required.

PHR, SPHR, SHRM-CP, SHRM-SCP, or other human resources certifications highly preferred.

This position requires a Level 2 Gaming License.

LANGUAGE SKILLS

Ability to read, analyze, and interpret the most complex of documents, such as technical journals, financial reports and legal documents. Ability to write effective letters, memos, speeches. and articles for publication. Ability to respond to inquiries or complaints from staff members at all levels, guests, regulatory agencies, or members of the business community. Ability to effectively communicate in one-on-one, small group, and large group settings. Ability to effectively present information to top management and public groups.

MATHEMATICAL SKILLS

Ability to add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions, and decimals, and work with mathematical concepts such as probability and statistical inference.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit, use hands to finger, handle, or feel objects, and talk or hear. The employee is occasionally requited to stand and walk.

Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee 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 quiet. A casino environment is typically smoky.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.