Director, Human Resources & Labor Relations | Full-Time | Allegiant Stadium

Oak View Group•Las Vegas, NV

2d•Onsite

About The Position

The Director, Human Resources & Labor Relations, serves as the senior HR and labor relations leader for Allegiant Stadium, partnering closely with hospitality leadership, Corporate People & Culture, and labor representatives to drive organizational effectiveness, workforce engagement, and regulatory compliance. Reporting to the General Manager and acting as a strategic advisor to leadership, this role oversees all aspects of human resources and labor relations, including collective bargaining agreement administration, employee and union relations, grievance management, investigations, recruitment, workforce planning, compliance, training and development, and organizational strategy. This position plays a critical role in recruiting OVG talent, fostering positive employee relations, maintaining productive union partnerships, ensuring legal and contractual compliance, and aligning people strategies with business objectives in a fast-paced, event-driven environment.

Requirements

Bachelor's degree in Human Resources, Labor Relations, Business Administration, Management, or a related field is required.
5-7+ years of progressive Human Resources and Employee Relations experience.
Minimum 4+ years of Labor Relations experience in a unionized environment.
Ability to be onsite for Allegiant Stadium events, requiring long hours, nights, weekends, and holiday presence.
Demonstrated experience administering collective bargaining agreements and managing grievance processes.
Experience supporting labor negotiations and complex workplace investigations.
Comprehensive knowledge of federal, state, and local employment and labor laws.
Strong negotiation, mediation, conflict resolution, and relationship-building skills.
Ability to influence leaders and employees at all organizational levels.
Excellent verbal, written, presentation, and interpersonal communication skills.
Ability to make sound decisions under pressure in a fast-paced, event-driven environment.
High degree of professionalism, confidentiality, integrity, and accountability.
Proficiency in Microsoft 365 and HRIS platforms; experience with ADP, Lattice, iCIMS, or similar systems preferred.
Commitment to continuous learning and staying current on HR and labor relations trends.

Nice To Haves

Venue, hospitality, sports, entertainment, or similarly complex operational experience preferred.
SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification preferred.
Labor Relations or Employment Law certifications highly desirable.

Responsibilities

Direct and lead all Human Resources functions for the venue, including talent acquisition, employee relations, engagement, performance management, workforce planning, and organizational development.
Serve as a strategic advisor to venue leadership, providing guidance on employee issues, policy interpretation, compliance, and business initiatives.
Oversee training, succession planning, investigations, regulatory compliance, and HR operations to support organizational effectiveness.
Develop and lead the HR team while fostering a culture of accountability, inclusion, service excellence, and continuous improvement.
Maintain a visible presence throughout the venue, including extensive walking on event days, to support operations and employee engagement.
Demonstrate a hands-on leadership approach, balancing strategic HR leadership with day-to-day operational support.
Have a high focus on continuous hiring through the year, ultilizing NPO’s and community outreach relationships.
Serve as the venue's labor relations leader and subject matter expert on collective bargaining agreements, labor law, and union-related matters.
Lead contract administration, grievance management, dispute resolution, and arbitration preparation while ensuring compliance with collective bargaining agreements.
Partner with Corporate Labor Relations and Legal teams on negotiations, investigations, regulatory matters, and labor-related litigation.
Foster productive labor-management relationships that support operational goals and a positive employee relations environment.
Proactively educate and train new people managers on the CBA.