Director, Human Resources

Director, Human Resources

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.

Essential Duties And Responsibilities

1. 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.

2. 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.

3. 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.

4. 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 recommend 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.

5. 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.

6. 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.

7. 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.

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 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)

Licenses, Certifications And Registrations

Physical Requirements / Working Conditions Environment