Sr. HR Business Partner at San Manuel

Highland, California, United States -

Full Time

Start Date

Immediate

Expiry Date

06 Jan, 26

Salary

0.0

Posted On

08 Oct, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Workforce Planning, Talent Management, Organizational Development, Employee Relations, Change Management, HR Analytics, Communication, Facilitation, Data Analysis, Strategic Thinking, Business Acumen, Trust Building, Adaptability, Integrity, Discretion

Industry

Hospitality

Description

The Senior Human Resources Business Partner reports to the Manager, Human Resources and plays a pivotal role in aligning HR strategies with business objectives with assigned client groups. Focuses on initiatives and activities driving effective and sustainable workforce planning, organizational effectiveness, and talent development and collaborates on cross-functional initiatives ensuring HR solutions are tailored to meet evolving needs. ESSENTIAL DUTIES AND RESPONSIBILITIES 1. HR Partnership & Support • Builds strong relationships with department leaders to understand operational priorities and provide proactive HR support. • Supports and at times leads the implementation of HR programs and assists with team alignment efforts. • Provides guidance on team dynamics and change readiness. • Coordinates and serves as the HRBP lead in HR efforts supporting organizational initiatives such as process improvements and team member engagement. 2. Workforce Planning • Performs job shadowing to better understand departmental environments, the work performed, and challenges to assist in making sound recommendations around workforce planning and job descriptions. • Leads the job description process in collaboration with departments ensuring alignment with process standards, consistency across the vertical and broader enterprise, and an accurate reflection of the actual work. • Reviews turnover and productivity data to make inform staffing recommendations. • Collaborates with internal HR functions to support hiring and onboarding initiatives and programs. 3. Talent Management • Provides department leadership with support and guidance around performance management processes and level-setting/calibration sessions. • Provides guidance and review to department leadership on Individual Development Plans (IDPs) and Performance Improvement Plans (PIPs). • Coordinates training efforts with HR Learning & Development and serve as lead facilitator on appropriate topics. • Supports skill gap, bench strength, and career development initiatives. 4. Organizational Development & Engagement • Conducts stay interviews, exit interviews, and engagement assessments. • Facilitates team effectiveness workshops and conflict resolution sessions. • Analyzes engagement survey results and supports departmental action plans. 5. HR Analytics • Collects and reports HR metrics to support decision-making and identify trends. • Prepares reports and presentations for business leaders. • Ensures ethical and secure use of employee data. 6. Change Management • Supports leaders to foster a culture of adaptability and continuous improvement. • Gathers post-change adoption metrics and supports feedback collection. 7. Employee Relations • Provides intake support for employee relations issues and escalates complex matters to the Employee and Labor Relations team. • Ensures consistent application of policies and practices. 8. Performs other duties as assigned to support the eﬃcient operation of the department. EDUCATION, EXPERIENCE AND QUALIFICATIONS Bachelor’s degree in Business Administration, Human Resources, Organizational Development, Psychology, or related field required. Minimum six (6) years of relevant and progressive experience in Human Resources in at least three (3) of the following disciplines is required: compensation, benefits, absence management, talent management, workforce management, or employee relations. A minimum three (3) years of HR Business Partner experience required in leading change management or workforce planning initiatives in an organization of 1000 or more team members is required. Experience working with Tribal Governments and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred. 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. Deep understanding of HR disciplines including talent management, workforce planning, and organizational development. Familiarity with federal, state, local, and Tribal labor laws. Strategic thinking and business acumen. Strong communication, facilitation, and influencing skills. Proficiency in data analysis and HR systems. Ability to build trust and credibility with leaders and stakeholders. Comfortable navigating ambiguity and driving initiatives forward. High level of integrity and discretion in handling sensitive information. 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 employer’s 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 accommodations will be made in compliance with 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!

Responsibilities

The Senior Human Resources Business Partner aligns HR strategies with business objectives and supports workforce planning, organizational effectiveness, and talent development. This role involves building relationships with department leaders and leading HR initiatives to meet evolving needs.