BUSINESS PARTNER - HR

at  Hard Rock International USA Inc

POSITION SUMMARY:

Reporting to the VP/Director of HR, the Human Resource Business Partner is a professional human resources position. The Human Resource Business Partner serves as a liaison between team members and management for issues and concerns. The HRBP will provide guidance to management on team member coaching to maintain consistency. This individual will be expected to perform intermediate human resource functions and assignments including but not limited to, employee relations, labor relations, training and development, serve in a consulting capacity to managers at Hard Rock Casino Northern Indiana
Responsibilities:

EDUCATION AND /OR EXPERIENCE REQUIREMENTS:

(Related education and experience may be interchangeable on a year for year basis)
Bachelor’s degree in human resources or related field or 2 or more years of progressively responsible experience in Human Resources, or an equivalent combination of training, education and experience.

ADDITIONAL REQUIREMENTS: (LICENSES, CERTIFICATIONS, TESTING, ETC.):

• Must obtain and maintain all licenses / certifications per Federal, State, and Indiana Gaming Commission.
• Must successfully pass background check.
• Must successfully pass drug screening.
• Must be twenty-one (21) years of age.
• Must be able to work holidays and weekends, as well as flexible shifts.

KNOWLEDGE, SKILLS & ABILITIES

• Must possess excellent organizational skills, strong project management skills, and good interpersonal skills.
• Must be able to respond calmly and make rational decisions when handling team member conflicts.
• Ability to simultaneously manage several projects, and not be frustrated by changing priorities and unforeseen obstacles to achieving objectives.
• Able to react quickly and efficiently to newly presented demands.
• Able to maintain a positive attitude while performing within stressful situations and handling complex emotional issues.
• Ability to apply different and novel ways to deal with organizational problems and opportunities.
• Make unpopular and/or difficult decisions which benefit the organization in the short and long term.
• Ability to uphold and demonstrate the highest level of integrity in all situations and recognize standards required by a regulated business.
• Must be able to properly manage confidential information.
• Must have good communication (verbal and written), data-entry and clerical skills required.
• Be a strategic, analytical, ethical and effective motivator.
• Must have the ability to write complex correspondence.
• Ability to work in a team environment is a must.
• Must be able to work flexible schedules, including hours/days.
• Pertinent federal, state, and local laws, codes, and regulations.
• Office procedures, methods, and equipment including computers and applicable software applications such as word processing, email, spreadsheets, and databases to include excellent working knowledge of Microsoft Word, Excel, Outlook and PowerPoint.
• Thorough knowledge of human resources practices, labor law and organizational development.
• Working knowledge of the principles of supervision, training, and performance evaluation.
• Knowledge of pertinent federal, state, and local laws, codes, and regulations.

(These functions are intended as a general illustration of the work performed in this job classification and are not all inclusive for this position)

• Responsible for property employee and labor relations through development and implementation of programs that foster a positive work environment through fairness and respect for all employees; coordinating employee and labor relations activities; employee events, assistance programs, employee rewards and other programs that support the property’s policies and objectives.
• Project management, conducting investigations, being a property expert and resource on ER issues including FMLA, ADA, Benefit programs, investigations and policy interpretation.
• Conducts thorough employment-related internal investigations with union and non-union team members and/or departments and identifies appropriate resolution including performance consequences for investigations, up to and including separation of employment.
• Develops and uses both qualitative and quantitative analysis of data to assess business partner needs while developing recommendations and solutions.
• Provide strategic input to department management to develop and manage their workforce.
• Responsible for being conduit between the union and the property. Oversees all aspects of labor relations to include, but not limited to union notification, union negotiations, reporting and addressing grievances.
• Assists VP/Director of HR with administration of collective bargaining agreement.
• Provide strategic input to department management to develop and manage their workforce.
• Create a compliance culture within the organization and foster an environment where employees feel comfortable reporting potential violations or misconduct.
• Ensures timely and effective responses to team member relations issues through team member and team leader counseling, and preventative problem solving with department management.
• Assists with updating company policy manuals; ensures all Handbook Acknowledgement forms are signed and collected from team.
• Functions as an internal consultant to assist management in identifying and resolving team member and team leader questions/concerns while maintaining and respecting confidential information.
• Works with internal and external legal resources to investigate and respond to government agency claims including, but not limited to EEOC charges of discrimination, harassment or retaliation, Department of Labor, and/or charges of unfair labor practices filed with the National Labor Relations Board.
• Ensures all legal documentation is read, responded to in a timely and accurate manner. All legal matters are maintained in organized filing system.
• Administers unemployment claims administration process and participates in and schedules relevant parties for unemployment hearings.
• Conducts exit interviews. Monitors departmental metrics to identify turnover trends and makes recommendations for positive change. Participates in employee retention programs and makes recommendations on how to reduce employee turnover (overall and less than 90 days).
• Assists in performance management initiative ensuring leadership team is trained on coaching, corrective actions and performance review process.
• Ensures all documentation is thorough, accurate and timely.
• Provides training, education and counseling to the workforce on HR practices, policies and guidelines including programs such as new hire orientation, performance management programs, career planning, behavioral interviewing, and other critical HR topics.
• Establishes credibility and trust with all levels of team members by developing professional working relationships.
• Ensures team maintains compliance with all policies and procedures, collective bargaining requirements and employment/labor laws.
• Tracks open/closed investigations and other legal matters in a timely and organized manner.
• Ensures HR property-wide visibility.
• Handles all employee information in a confidential manner. Is discreet when discussing HR employee related situations.
• Perform work regularly and adheres to all Indiana Gaming Regulations.