Director, Employee & Labor Relations

San Manuel Band of Mission Indians • Highland, CA

5d

About The Position

The Director, Employee and Labor Relations, reporting to the VP, Human Resources, is a highly instrumental senior leader that influences the entire workforce and oversees the enterprises’ employee and labor relations programs. The Director leads a team of diverse Human Resources professionals skilled in proactive employee relations, investigations, labor relations, and absence management and serves as a strategic advisor to senior leadership and acts as the strategic liaison with the union representatives.

Requirements

• 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 managing labor and employee relations within an organization of 2000 or more team members is required.
• 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.
• Must be able to work flexible hours, including evenings, weekends, and holidays.
• Proficient in drafting formal communications, investigation reports, disciplinary notices, and grievance responses.
• Extensive knowledge of employee relations, labor law, grievance procedures, and arbitration.
• Skilled in conducting impartial, confidential, and legally compliant workplace investigations.
• Strong understanding of employment laws and the ability to apply them to complex workplace scenarios.
• Adept at evaluating employee issues, assessing risk, and providing practical, business-focused recommendations.
• Exceptional communication skills, with the ability to present findings, guide leaders, and influence decisions.
• Effective in mediating disputes, resolving sensitive concerns, and promoting positive labor-management relations.
• Experienced in coaching managers to handle employee and labor relations matters consistently and confidently.
• Collaborative partner to HR, legal, and business leaders to ensure alignment and achieve strategic goals.
• Confident in offering independent, well-reasoned recommendations to senior leadership.
• Maintains high levels of discretion, professionalism, and ethical judgment in handling sensitive information.
• Adaptable and resilient in fast-paced environments, responsive to changing organizational needs.
• At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
• 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.

Nice To Haves

• Experience working with Tribal Governments and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred.
• Certification as a Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or Global Professional Human Resources (GPHR) preferred.

Responsibilities

• Establishes, plans, directs, and manages short and long-term goals for employee and labor relations, including collective bargaining, contract administration, grievance procedures, and policy development to foster a positive work environment and ensure compliance with applicable law and collective agreements.
• Develops and delivers on a roadmap of creative and robust employee relations programs and solutions that align and enhance the Tribe’s vision, culture, values, strategy, and operations model to retain the very best, diverse, forward-thinking talent.
• Develops and oversees appropriate policies and programs for effective employee relations, corrective action, employee due process, dispute resolutions, and investigations. Develops policies and programs to ensure regulatory adherence on applicable absence leaves. Evaluates program effectiveness and recommends improvements. Prepares reports and briefings for senior leadership.
• Provides support (coaching, counseling, education) to senior-level leaders on employee relations. Educates, advises, and informs on employment laws, labor relations, and workplace policies. Works closely with inside and outside counsel in areas of employment law or labor relations as required. Provides training, support, and guidance as related to contractual obligations, anticipated “hot spots,” and grievance processes.
• Serves as a lead strategist, communicator, and chief negotiator on all matters related to labor relations and collective bargaining for the enterprise. Includes contract creation, negotiation, interpretation, and execution as well as grievance management. Manages, cultivates, and supports the relationships of union executives, onsite representatives, and management.
• Provides subject matter expertise (SME) in employment law including California, Federal, and Tribal compact (NLRB, EEOC, FLSA, FMLA) and monitors for compliance. Ensures policies, practices, and procedures are compliant and reflect industry and geographic gold standard practices.
• Serves as the lead investigator for sensitive or high-profile investigations. Leads a team of investigators to provide a thorough, thoughtful, and unbiased approach to investigations and employee relations that maintains dignity and respect for the individual and of the process.
• Partners with the HR Business Partner team on systemic cases, working collaboratively to identify root causes and develop sustainable, strategic solutions that address underlying issues and enhance organizational effectiveness.
• Performs other duties as assigned to support the efficient operation of the department.
• 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.

Benefits

• 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.
• Your commitment to San Manuel is matched by our commitment to you. We offer a Total Rewards package of monetary, benefits and development rewards to individuals who meet and exceed specific goals. These programs support our pay-for-performance philosophy.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Number of Employees: 251-500 employees