POSITION SUMMARY
First Americans Museum is seeking a full-time Human Resources Manager. Reporting to the Chief Operating Office, the Manager manages all aspects of the human resource function. As a member of the Leadership Team, the Manager develops short and long-term strategy for benefits administration, organizational development and effectiveness, compensation, employment policies and staffing. The Manager oversees all benefits to ensure accuracy, legal compliance and cost effectiveness. S/he works closely with other staff in all aspects of human resources, including directing the Museum’s Volunteer and Safety programs.

KEY RESPONSIBILITIES
Manage the salary administration plan, working closely with the Executive Director/CEO and Chief Operating Officer to benchmark salaries. S/he will assign salary grades, set and maintain salary ranges and make recommendations to the Executive Team as to yearly adjustment to the ranges.
Serve as a member of the Benefits Committee, planning and preparing the appropriate materials for the committee meetings.
Direct the recruitment and hiring of a diverse staff, partnering with management staff to make hiring recommendations. S/he will maintain a new employee orientation program and HR policies, including those for supervisory staff, and oversee the upkeep of the employee handbook for accuracy and legal compliance.
Manage payroll processes and distribution in tandem with external partner and the finance department.
Evaluate benefit programs for program design and cost, provide long-term competitive and affordable solutions for staff and will educate employees about benefits.
Oversee the administration of the Museums’ insurance plans, including health, life and disability. S/he will also partner with Chief Operating Office to manage bid processes.
Manage the performance evaluation process, including identifying a new performance software system.
Conduct a comprehensive training plan that includes harassment and bias-related training for all staff, and s/he will coach management and supervisory staff on performance issues and other matters.
Maintaining all personnel files and related records in accordance with applicable labor laws

EDUCATION, TRAINING, AND SKILLS
A minimum 3 years of experience in a Human Resources Manager role, with a museum or non-profit background highly preferred.
Experience processing payroll for contract, full- and part-time employees.
Experience in administering a variety of health and employee benefit plans.
Bachelor’s degree in Human Resources or related field required.
Master’s Degree in Human Resources Management preferred.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential, preferred
Enthusiastic about the museum’s mission and in serving our diverse audiences
Some knowledge about First American cultures
Patient and flexible with a focus on positive visitor experience
Positive team attitude

SUPERVISION
This position reports to the Chief Operating Officer or other personnel as directed by the Executive Director/CEO.

GUIDELINES
The Manager is to adhere to the policies and ethics of FAM at all times. He or she wears the museum lobby attire per policy and asks for assistance on any matters or answers to any questions not covered by this job description.

QUALITY MANAGEMENT
Looks for ways to improve and promote quality. Demonstrates accuracy and thoroughness.

ETHICS
Treats people with respect. Keeps commitments. Inspires the trust of others. Works with integrity and ethically. Upholds organizational values.

JUDGEMENT
Displays willingness to make decisions. Exhibits sound and accurate judgment. Supports and explains reasoning for decisions. Includes appropriate people in decision-making process. Makes timely decisions.

PLANNING/ORGANIZING
Prioritizes and plans work activities. Uses time efficiently. Plans for additional resources. Sets goals and objectives. Organizes or schedules other people and their tasks. Develops realistic action plans.

PHYSICAL REQUIREMENTS
Dexterity enough to use a keyboard and telephone; occasional lifting, carrying, pushing, and pulling up to 50 pounds; may be subject to extended periods of walking, standing, sitting, reaching, balancing, bending, kneeling, handling, feeling, climbing, and twisting; and vision, speech, and hearing sufficient to perform the essential tasks. The work environment characteristics 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.

Job Description:

The human resources manager provides direction, development, implementation, maintenance and monitoring of the following areas: 

·         Employee relations

·         Payroll administration

·         Employee Health, Benefits and Total Compensation

·         Learning Management Software

·         Talent Management

·         Local, state, and federal compliance and reporting

 

Essential Functions:

·         General

o    Maintains and provides guidance, advice and counsel regarding policy and procedures to supervisors, managers and members of the Leadership Team.

o    Attends and participates in the Director’s Team meetings.

o    Recommends company policies that reinforce diversity in the workplace, addresses all kinds of harassment and protects minority groups

o    Manages staff training and development initiatives (wellness, employee recognition and performance incentive programs)

·         HRIS/ Payroll Administration

o    Develops and maintains comprehensive compensation program to provide motivation, incentives and rewards for effective performance. Oversees annual reviews and recommends updates based on market trends and organizational performance.

o    Oversees the maintenance of records and systems management (HRIS) including OSHA/DOT regulations compliance.

o    Oversees the accurate processing of bi-weekly payroll (via HRIS), tax and garnishment reporting.

·         Employee Health and Welfare Benefits

o    Provides oversight and hands-on administration of employee benefits (health, life, dental, disability, retirement programs, paid time off and FMLA), and wellness initiatives.

o    Serve as Retirement Plan Administrator.

o    Advises on design and implementation of the Total Compensation and Benefits Program.

·         Local, state and federal compliance and reporting

o    Ensures legal compliance with federal and state employment laws and OSHA/DOT regulations.

·         Other

o    Manages internal and external HR committees.

o    Responsible for workforce planning and annual HR budget.

·         Employee Relations

o    Coaches and conducts conflict resolution and litigation avoidance, minimizes risk to organization in employee disputes.

·         Life Cycle

o    Advises and manages on the full employee life cycle process, including attraction, recruitment, onboarding, development, retention and separation. 

·         Talent Management

o    Cultivates and implements strategies to attract, motivate and retain diverse and talented employees as part of an inclusive, engaged and productive workforce.

o    Executes talent management initiatives in the areas of on-boarding, orientation, performance review planning and completion, training and staff development.

o    The HR manager may perform other duties as assigned to attain organizational goals and objectives.

 

The Regional Food Bank’s core values help guide the day-to-day work of employees:

·         Vitality – The force that drives us forward with energy and enthusiasm (communication, development, teamwork).

·         Innovation – The spirit that drives us to pursue and initiate creative solutions (customer service, strategic thinking).

·         Stewardship – The commitment that drives us to care for the mission and resources (accountability, productivity, safety support).

 

Education and Work Experience:

·         Bachelor’s degree in Human Resources, Business Administration or related field.  PHR/SPHR preferred.

·         Three to five years of progressively responsible experience in human resources, of which half must be in management.

 

Knowledge, Skills and Abilities:

·         Strong skills in interpersonal communication, writing and organization.

·         Ability to handle confidential information with great sensitivity.

·         Good reasoning abilities. Sound judgment.

·         Ability to work well under pressure, meeting multiple and sometimes conflicting deadlines.

·         Advanced computer skills (MS Word, MS Excel, accounting software and human resources software – Paycom preferred).

·         Extensive knowledge of HR and personnel management practices, laws, government regulations and policies.

·         Extensive knowledge of health and wellness plans, including Section 125 cafeteria plans (flexible spending

accounts) and 401(k) retirement plans, including maintenance, recordkeeping and reporting requirements.

 

Additional Job Requirements:

·         Clearance of background investigation and drug screen.

·         Must be able to pass physical examination.

·         Must have a valid driver’s license and ability to operate fleet vehicles according to applicable state and federal transportation laws.

 

Core Competencies:

Strong skills in interpersonal communication,
Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate and not interrupting at inappropriate times.
Reading Comprehension – Understanding written sentences and paragraphs in work-related documents.
Speaking – Talking to others to convey information effectively.
Oral Comprehension – The ability to listen to and understand information and ideas presented through spoken words and sentences.
Writing – Communicating effectively in writing as appropriate for the needs of the audience.
Time Management – Managing one’s own time effectively.
Critical Thinking – Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
 

Personal Characteristics and Professional Requirements:

·         Integrity, enthusiasm, perspective, flexibility and a strong work ethic

·         A desire to be a part of an innovative, entrepreneurial organization with the ability to prioritize, move quickly and maintain strong follow-through in a dynamic environment

·         Superior writing and oral communication skills and the ability to understand and translate information for

Intended audiences with clarity, crispness, and elegance

·         A deep appreciation for, and an ability to articulate, the mission of the Regional Food Bank of Oklahoma

·         The intellectual depth, maturity, wisdom and collaborative skills to garner the trust and confidence of

Donors, volunteer leaders, staff and other constituents

·         Excellent interpersonal skills with a demonstrated ability to work well with people at all levels and a strong commitment to teamwork.

 

Physical Demands:

·         This position may be exposed to extreme temperatures in a warehouse setting.

·         There may be extended periods of sitting, standing and/or bending; listening, talking and/or visual concentration; writing and/or computer use.

·         This position would normally have routine opportunities to alter physical position or change eye focus.

·         Lifting should not normally exceed 30 pounds.

Work Environment:

·         This position works in a typical office setting with an option to work flexibly from a remote location when needed.

*Duties and responsibilities may be added or changed at any time at the discretion of your supervisor, formally or informally, either verbally or in writing.

Energy Transfer, recognized by Forbes as one of America’s best large employers, is dedicated to responsibly and safely delivering America’s energy.  We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Children’s Cancer Hospital, The Salvation Army, American Heart Association, Ronald McDonald House and many more. 

We value all of our employees who make our growth and success possible.  We are proud to offer industry leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO and abundant career opportunities.  

Come join our award winning 11,000 strong organization as we fuel the world and each other!

The Senior Manager of Human Resources supports Energy Transfer’s general management on employee relations matters. Support includes employee relations matters as well as administration of personnel changes and a strong working knowledge of employment practices and policies within the company to address employee/manager inquiries.

Essential Duties & Responsibilities:

• Administers, oversees, and/or supports the business in a variety of human resources areas in a generalist capacity.
• Acts as an internal advisor to management by analyzing and recommending solutions to employee relations issues.
• Conducts internal investigations on employment issues, including complaints involving discrimination or harassment and recommends appropriate action at the conclusion of the investigation.
• Coordinates and/or conducts new hire orientations and exit interviews. 
  Other duties and projects as assigned.
• Requirements:
  Education and/or Experience, Knowledge, Skills & Abilities:
• Bachelor’s degree in Human Resources or a related field (e.g. Business Administration or Psychology) and 10+ years of Human Resources experience or the equivalent in either experience or a combination of education and experience.
• Demonstrated knowledge of employee relations matters and investigations. Working knowledge of state and federal employment laws such as FMLA, FLSA, Title VII, etc.
• Strong critical thinking, problem solving, and attention to detail.
• Excellent work ethic, organizational and time management skills and ability to handle multiple projects, meet deadlines and function independently and efficiently in a fast-paced environment.
• Strong ability to partner and collaborate with Human Resources functional experts to develop solutions to Human Resources issues.

Preferred Qualifications:

• 8+ year of employee relations experience 

Energy Transfer is an equal opportunity employer and does not discriminate against qualified applicants on the basis of actual or perceived race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, pregnancy, veteran status, genetic information, citizenship status, or any other basis prohibited by law

At Johnson Controls, we’ve been making buildings smarter since 1885, and our capabilities, depth of innovation experience, and global reach have been growing ever since. Today, we offer the world’s largest portfolio of building products, technologies, software, and services; we put that portfolio to work to transform the environments where people live, work, learn and play.

 

What you will do

 

The Manufacturing Plant HR Partner is responsible for the delivery and execution of HR services to employees and managers. Specifically, this position will support a large union manufacturing plant in Norman, Oklahoma. S/He performs a variety of employment related functions for the ultimate purpose of enhancing employee engagement, productivity, and ensuring employee compliance with company policies.

 

How you will do it

 

Work autonomously in ambiguous situations and adapt quickly to change, as well as guide varying levels of the organization through change.
Partner with plant leadership to assess current talent and develop long term talent strategies that establish required competencies and skill levels and that ultimately improve the performance of the organization. 
Identify workforce and hiring plans necessary to drive recruiting staff to develop strategy for recruiting top caliber employees, in partnership with Talent Acquisition.   
Identify, lead, and participate in organizational change / continuous improvement/ process improvement initiatives from design through implementation.
Develop and implement processes to facilitate organization changes and support with appropriate change management processes.
Leverage the full capabilities of the HR organization, e.g., centers of expertise (COE’s), shared service centers, business HR, and compliance.
Provide work direction and coaching to HR Generalists and others within the organization.
Consult on a variety of complex employee relations issues such as corrective actions, policy violations, and performance issues.
Leverage reputation as a neutral and approachable HR professional to identify the best solution based on the situation.
Is sought after by the broader HR Solutions and Services team, HR Business partner team, and COE’s to discuss current or future needs.
Present HR programs to customer groups and employees.
Respect differences and promote inclusion on an organizational level.
 

What we look for

 

Bachelor’s degree in Human Resources or related field or equivalent work experience required, Master’s degree or MBA is preferred.
Minimum 8 years of HR Generalist related experience, with at least 5 years of employee relations experience.
Ability to manage through conflict while maintaining strong relationships with stakeholders.
Experience delivering sensitive and difficult communications to employees and leadership.
Working knowledge of relevant labor laws, legal rulings, and regulations.
Ability to flex style when faced with numerous and competing priorities Strong employee relations skills and business management coaching. 
Demonstrated continuous improvement mindset and familiarity with continuous improvement practices.
Exceptional organizational, interpersonal, and oral/written communication skills are essential.
SPHR, PHR, SCP, or CP is preferred
Less than 15% travel may be required.
Where legally permissible, if hired, candidate is required to be fully vaccinated against Covid-19 no later than his/her start date, unless candidate has a valid medical condition or sincerely held religious belief precluding he/she from receiving the vaccine.

Job Summary:

The Benefits Specialist is responsible for the administration of all benefits and retirement programs, including medical, dental, vision, life insurance, short- and long-term disability, and 401(k) plan.

 

Duties/Responsibilities:

• Ensures the accuracy of all benefits enrollments in the HRIS to provide vendors with accurate eligibility information.
• Assists with new-hire orientations.
• Performs quality checks of benefits-related data.
• Assists employees regarding benefits claim issues and plan changes.
• Distributes all benefits enrollment materials and determines eligibility.
• Processes employee benefit enrollments and status changes through Paycom.
• Responds to benefits inquiries from employees on plan provisions, benefits enrollments, status changes and other general inquiries.
• Processes and administers all leave-of-absence requests and disability paperwork: medical, personal, disability and FMLA.
• Effectively interprets FMLA and ADA implications as they relate to leaves of absences/disabilities.
• Responds to 401(k) inquiries from employees relating to enrollments, plan changes and contribution amounts. Manages the annual catch-up contribution enrollment.
• Coordinates open enrollment employee education meetings, annual benefits fair, monthly benefit focus areas, and other benefit-related events. 
• Administers the tuition reimbursement program.
• Provides necessary reports for allocation/billing charges.
• Serves as primary backup for Payroll Specialist.
• Cross trains to provide coverage for all areas of People & Culture including, but not limited to, recruitment, employment, engagement, on-boarding, etc.

 

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent customer service skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to function well in a high-paced and at times stressful environment.
• Proficient with Microsoft Office Suite or related software.
• Ability to learn Paycom software. 

 

Education, Licenses, Certifications and Experience:

• Associates degree in HR or related field, but experience and/or other training/certification may be substituted for the education.
• Two years’ experience in benefits administration.
• Have a high level of accountability and strong attention to detail.
• HRCI or SHRM certification credential preferred.

JOB DESCRIPTION:               Human Resources Intern
Position Classification:           Non-Exempt

Alliant HR Outsourcing is in our tenth year in business serving over 300 Oklahoma based businesses with 1-50 employees, whom they care about. Alliant exists to eliminate business owner’s frustrations with their people processes so they can protect and grow their business. We do this by selling and serving our clients in four areas: Payroll, Time & Attendance, Benefits Coordination, and Human Resources. We are currently a team of eight that is growing and looking for high impact people who will exemplify the following core values;

Continuous Learners – We are focused on learning and getting better every day. We take control of our education, and we are always doing something to add to our expertise.

Dedicated Nerds – We have an uncompromising attention to detail and we geek out on Payroll and HR.  

Team First Approach – We constantly try to help each other win. We put others needs ahead of our own and we get charged up when we get to brainstorm and solve problems with our teammates. 

Relentless Optimists – We keep a positive attitude even in the midst of challenges. We have the mindset that there is always a good solution, we just need to find it. We view client problems as an opportunity to shine and show our value. 

Extreme Owners – When things go wrong, we look inside ourselves first. We do not point fingers at our co-workers or our clients. We solve the problem first, then we ask what we could have done differently? Or what can we do to prevent this from happening again?

Summary/Objective 

The Human Resource Intern provides general office support as well as dedicated administrative support to the Human Resources and Benefit Coordination functions, including but not limited to: general office supply maintenance, reporting, record-keeping, file maintenance, HRIS entry, and new hire onboarding.

Essential Functions

• Welcomes guests to the office, answering phone inquiries and walk-ins from visitors in a professional and courteous manner.
• Completes general office tasks such as online purchasing, errand running, stocking of office supplies, cleaning & organizing of storage areas, checking the mail, scanning and filing documents into appropriate files.
• Assists with planning and execution of special events such as employee birthdays, organization-wide meetings, holiday parties and recognition celebrations.
• Performs customer service functions by answering general employee questions and requests, including employee portal assistance.
• Monitors and manages general Alliant HR email account.
• Submits online background checks and coordinates drug testing/other testing as necessary.
• Performs verifications of employment.
• Initiates onboarding in HRIS, ensures onboarding paperwork is complete, communicates new hire details to Payroll.
• Manages employee offboarding process for all applicable systems and files.
• Completes form I-9/E-Verify (as applicable), verifies I-9 documentation, conducts I-9 audits and recommends corrective action.
• Maintains accurate, organized and up-to-date human resources files, records and documentation; maintains their integrity and confidentiality.
• Assist in file digitization process of client files.
• Orders compliance posters for clients and organizes method(s) of delivery.
• May assist Benefits and Payroll Coordinators with projects.
• Performs other duties as assigned.

Required Skills and Abilities

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Functional understanding of human resource principles, practices, and procedures.
• Excellent time management skills with the proven ability to meet deadlines.
• Able to function well in a fast-paced and at times stressful environment.
• Proficient with Microsoft Office Suite, HRIS and payroll system software.

Education and Experience

• Currently working towards a Bachelor’s degree in Human Resources or related field.

Supervisory Responsibility
This position does not have supervisory responsibilities.

Work Environment
This is an office-based position.

Physical Demands

• Prolonged periods of sitting at a desk, working on a computer and utilizing office equipment.
• Must be able to lift up to 20 pounds at times.

Travel
This position may include occasional local travel to run business-related errands and visit with clients onsite at their business location.

Other Duties
Performs other duties as assigned.

EEO Statement

Alliant HR Outsourcing is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law.

 

The HR Generalist is responsible for providing general HR recommendations to business leaders, employees and the HR Business Partners in supporting the overall strategy of their assigned client groups.

RESPONSIBILITIES

– Provide recommendations to leaders and employees on simple human resources-related matters, ensuring alignment with corporate policies, goals, and objectives
– Work closely under direction of HR leadership in the implementation of corporate policies related to human resources, organizational and employee development at the client group level
– Analyze prepared turnover data for trends related to items such as engagement to provide and present recommendations to the HR Business Partner and/or client groups
– Audit personnel action forms for completeness, accuracy and alignment to Paycoms organizational and compensation structures
– Support the employee offboarding experience, conduct exit interviews and take the necessary steps to elevate any policy violations or compliance concerns to HR leadership
– Lead low complexity investigations with oversight from an HR Business Partner
– Assist HR Business Partners with moderate to complex investigations
– Participate in the maintenance and creation of job descriptions and overall compensation strategy for the assigned client groups
– Act as project lead on HR initiatives and/or point of escalation for unresolved issues requiring alignment to resolution
– Drive completion of HR initiatives by assigned client groups, such as development reviews and compliance training
– May play a role in administering talent management and succession planning activity within client groups
– Perform other duties as assigned
 
Education/Certification:

– Bachelors degree in Human Resources, Business or related field

Experience:

– Minimum 3 years experience in Human Resources

PREFERRED QUALIFICATIONS

Education/Certification:

– HR Certification (SHRM or HRCI)

Experience:

– Experience working in a dynamic, rapidly evolving organization strongly preferred
– Experience utilizing the Paycom system as an HR user

Skills/Abilities:

– Ability to manage and prioritize multiple projects.
– Ability to build and maintain relationships
– Self-motivated with a strong sense of personal accountability
– Strong analytical skills and the ability to draw conclusions from data
– Strong interpersonal, oral and written communication skills
– Experience with Microsoft Office, including PowerPoint, Excel, and Outlook
– Strong presentation, organization, multitasking, and time management skills
– Highly motivated and results-oriented
– Self-directed with the ability to work in a structured and fast-paced environment

Paycom is an equal opportunity employer and prohibits discrimination and harassment of any kind. Paycom makes employment decisions on the basis of business needs, job requirements, individual qualifications and merit. Paycom wants to have the best available people in every job. Therefore, Paycom does not permit its employees to harass, discriminate or retaliate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, military and veteran status, age, physical or mental disability, genetic characteristic, reproductive health decisions, family or parental status or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation benefits, and separation of employment. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Any questions or concerns should be referred to the Human Resources Department. ****To learn more about Paycom’s affirmative action policy, equal employment opportunity, or to request an accommodation – Click on the link to find more information: paycom.com/careers/eeoc

Description:
 
*Responsible for assisting in the administration and management of Benefits programs for American Fidelity and subsidiary companies as applicable, including auditing and maintaining the Benefits information in the HRIS systems to ensure accuracy and functionality of HR systems, data and reports.
*Responsible for the administration of various benefit offerings in support of the Benefit and Retirement Analysts by performing the following functions: administering benefit enrollment of new hires and life status changes throughout the year, assisting with the annual benefit enrollments and weekly new hire orientations, serving on Wellness team  and administering Wellness program initiatives.
*Responsible for the administration of offboarding (terminations) and serves as the backup for Compensation Administrator and Intern. Assists Total Rewards Department with general administrative functions as needed.

Requirements:
 
*Bachelors degree in Human Resources, Insurance or commensurate experience 
*Three to five years experience in HRIS administration, with emphasis on benefits administration preferred
*Strong technical knowledge to include troubleshooting capabilities, and ability to assess/communicate technological needs
*Strong software technical skills including proficiency in Microsoft Office (Access, Excel and Word), SharePoint, HRIS, Cognos Report Writing, email and Internet browsers. Includes ability to download from various applications by way of UltiPro, Access and Excel and establish system rules within UltiPro.
*Strong analysis and interpretation skills
*Knowledge of and ability to analyze and apply benefits, compensation and general Human Resources compliance
*Strong oral and written communication skills
*Ability to multi-task
*Good interpersonal skills
*Strong organization/time-management skills with the ability to meet deadlines
*Strong Customer service skills
*Ability to apply policy and procedures
*Strong attention to detail
*Strong math skills
*Experienced in team-based projects

About the Opportunity

Provides support, leadership, and manages all Human Resources functions. Responsible for the development and implementation of Human Resources programs, including employee relations, talent acquisition, training, benefits, communications, compensation, and regulatory compliance. In this role, the HR Manager will report to the HR Director.

 

Duties and Responsibilities

• Combine in equal measure day to day business activity alongside the implementation of critical business initiatives and the roll out of core HR foundation blocks.
• Ensure company adherence to relevant federal and provincial laws regulating employment, but not limited to Employment Standards, Human Rights, and Workers Compensation
• Utilize data to identify trends and diagnose organizational effectiveness issues.
• Influences people leaders to implement changes needed to improve functional performance.
• Encourage employee success by focusing on simplifying processes through innovation, integrity, teamwork, accountability, and a friendly work environment.
• Provide coaching, advice and approval for employee relations, performance management and terminations.
• Ensure management provides appropriate documentation for new hires, promotions, transfers, and termination.
• Assist with the development, design, and launch of learning events including tool deployment and  
• Create, conduct, and report on employee onboarding, orientation, new hire survey and exit interviews.
• Assist with Safety and Security including OSHA logs, accident reporting, and safety alerts.
• Work with support depts to ensure compliance with payroll, leave of absence, benefits.
•  HRIS, ATS and LMS management.
• Coordinate and conduct recruiting process from requisition to hire.
• Create and maintain job descriptions and other HR related documents/forms.
• File and maintain HR Department documents.
• Run reports.
• Conduct investigations.
• Contribute to the HR Department annual goals set by HR Director and ATW.
• Promote, live organizational core values, and acts as cultural champion.
•  Other responsibilities, as assigned.

 

 

Required Abilities

• Thrives in a fast paced, performance excellence-based culture.
• Demonstrates self-awareness and constantly strives to improve.
• Embraces change with confidence.
• Ability to prioritize workload, manage projects and handle multiple responsibilities while meeting tight deadlines.
• Self-starter with creative mind and an ability to put ideas into practice.
• Excellent presentation skills.
• Demonstrates and maintain strict confidentiality of data and information.
• The capacity to work with people at all levels.
• High comfort level in ambiguous situations; able to learn quickly and exercise judgment in situations where data may be elusive.
• Ability to travel domestically and internationally (up to 25%)
   

Qualifications

• Minimum of 5 years related experience
• Bachelor’s degree in human resources preferred
• Certified HR designation
• Strong knowledge of relevant federal and all state employment laws.
• Knowledge of payroll and benefits
• Proficient computer skills (HRIS, LMS, ATS, Microsoft Office, Excel, PowerPoint, Teams, etc.)
• Positive attitude and desire to comply with the ATW culture and core values

Partner with property leadership to ensure effective organization structure, design, and staffing models.
Assess and facilitate organization design and leadership changes.
Provide strategic direction to develop a high-performance culture.
Identify and plan for future talent needs while upgrading the organizations talent bench strength.
Partner with property leadership and strength succession planning & champion talent readiness.
Provide leadership and guidance regarding team member relations to anticipate, identify and facilitate resolution of team member relations issues.
Develop and lead the organizations Change Management efforts:
Understand and articulate what is required to engage stakeholders through technology, process, and behavioral changes.
Create strategies to support the change effort, which includes recommendations for change related approaches, activities, and deliverables.
Apply change management processes and tools to support the adoption required by a project or initiative to maximize return on investment.
Conduct impact analyses to understand the change journey, identifying potential resistance and mitigation tactics.
Evaluate method and cadence for assessing and reporting out change readiness at various stages throughout a project.
Create communication strategies and plans that address stakeholder groups, key messaging, approach, and delivery mechanisms.
Provide input, document requirements, create strategies, and support the design and delivery of training programs.
Integrate change management activities into project plan, tracking completion of all agreed-upon deliverables and key activities.
Define and measure success metrics and monitor change progress.
Counsel VP’s, directors, and managers consistent with Company policies/practices, legal considerations, and company priorities, advocating both company and team member concerns.
Develop, implement and oversee a team member opinion survey process, analyzing results, monitoring, and supporting facility focus group activities and action plan development and implementation, with a goal to ensure continuous improvement of team member satisfaction levels within the work environment.
Facilitate periodic assessments of departments in support of continuous improvement and monitor open recommendations and ensure open actions are closed in a timely manner.
Manage HR projects in partnership with the leadership team, such as strategic workforce planning, functional excellence strategies, and organizational capability assessments.
Partner with department leadership to implement regular Talent Reviews, Organization Reviews, Career Development Planning, Performance Reviews and Workforce Planning.
Conduct research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS).
Facilitate, develop, and implement professional development, training, and education activities for staff.
Lead talent strategies to enable rapid growth to begin developing talent bench strength.
Monitor all personnel and employment practices to ensure compliance with federal, state, and local laws.
Create and sustain positive working relationships with co-workers and staff.
Plan, organize and control all activities of the department.
Participate in developing department goals, objectives, and systems.
Administer wage and salary program; monitor merit increase program to ensure internal equity.
Assist Corporate Human Resources department in investigating and resolving EEO charges.
Manage the Talent Acquisition process on Paycom; ensuring job descriptions are accurate; ensure job requisitions are created for vacant positions.
Responsible for the administration of company performance management system; including proper documentation on Performance Improvement Plans (PIP).
Communicate employee benefits program on an on-going basis as well during open enrollment period.
Conduct formal performance evaluations for staff under supervision in timely manner and provide regular and ongoing performance feedback.
 Maintain confidentiality but report significant events or situations immediately through approved line of support.
Act as principal liaison between Corporate HR and property personnel ensuring timely communication of all relevant GGS messaging, information, and feedback.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to leadership team.
Uncover, assess and propose opportunities for HR process improvements.
Provide subject matter expertise, support and manage all activities related to the employee experience as issues arise.
Prepare, manage, monitor and maintain a comprehensive budget.
Review monthly financial statements with facility leadership team to enhance knowledge, create efficiencies and develop plans to meet or exceed budget goals.
Perform all other duties as assigned.
 
MINIMUM QUALIFICATIONS:
Education:

Bachelor’s Degree in Human Resources or related field
MBA is a plus
Training and Experience:

Ten plus (10+) years progressive experience in HR disciplines with a proven record in strategic talent management

Experience dealing with complex employee relations issues

Experience conducting data analysis relating to human resource metrics

Experience and knowledge of change management principles, methodologies and tools

Knowledge, Skills and Abilities:

Strong technical HR knowledge (e.g., compensation, employment laws, FLSA, FMLA, employee relations, staffing and selection, performance management, training, and development)
Impeccable communication skills to address HR content across all levels of the organization
Excellent written communication skills
Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles Demonstrated ability to accomplish work through others, including leading project teams.
Ability to find mutually beneficial objectives in situations with diverse interests and build consensus
Must possess strong business acumen, analytical and problem solving skills
Proven ability to foster successful business relationships
Creative, risk-taking and results oriented mindset
Strong coaching, consulting and facilitation skills
Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented and operates with a sense of urgency
 

Ability to reach across boundaries internally and externally to develop an extensive network of partnerships
Ability to manage a complex set of stakeholders
Ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives and productivity
A true hands-on approach as well as the ability to monitor the “pulse” of team members to ensure a high level of team member engagement
Strong solutions focus and comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions
Strong internal and external customer service focus  Must be able to interface at all levels of the organization
Passion for innovative HR solutions and process improvement
Ability to interpret information to determine a return on investment and organizational impact when making decisions and recommendations
Ability to develop presentations and deliver to each level of the organization
Ability to identify organizational development needs and build, deliver relevant coaching or training as needed
Ability to build business partnerships with leadership and serve as a key HR contact and expert for the organization
Ability to direct initiatives and gain buy-in from stakeholders
Knowledge of people-related best practices and demonstrated success working as a strategic partner
Must be able to work in a smoke filled casino environment

Licenses/Certifications/Other:

HR certification such as PHR, SPHR, or GPHR
Change management certification or designation desired
Must be able to pass a background check and receive a license or permit from any Regulatory Agency if applicable to perform the essential job functions
Must be able to complete a pre-employment drug test with a negative result

Physical Requirements:

Must be able to sit, stand, or walk for prolonged periods
Requires hand/eye coordination and manual dexterity; requires normal vision/hearing range
See details of objects that are more than a few feet away
Use fingers to grasp, move, or assemble very small objects
Focus on one source of sound and ignore others
Hold the arm and hand in one position or hold the hand steady while moving the arm
Use one or two hands to grasp, move, or assemble objects
See differences between colors, shades, and brightness
Hear sounds and recognize the difference between them
May spend time indoors and outdoors
May push, pull or lift up to 25 lbs. or more
Moderate to loud noise level
Exposed to office machines, high level machinery
May work around horses or livestock