Director of Human Resources

SpeedVegas•Sloan, NV

2d•Onsite

About The Position

The Human Resources Director leads the people function for Las Vegas Motorsports Park and its operating brands. This role is responsible for all areas of HR, including recruiting, onboarding, payroll, benefits, compensation, employee relations, performance management, training, safety, and compliance. This is a hands-on leadership role. The HR Director runs payroll in Paycom every cycle, supports managers through difficult employee conversations, and serves as a key advisor to the executive team on workforce planning, pay structure, and company culture. Our workforce includes instructors, mechanics, hospitality and sales staff, and corporate employees across four brands. The team includes full-time, part-time, salaried, and commission-based employees. This role requires someone who is comfortable managing that variety while keeping HR organized, consistent, and compliant with Nevada and federal employment law.

Requirements

Bachelor’s degree in human resources, Business, or a related field, or equivalent experience.
Five or more years of progressive HR generalist experience, including hands-on responsibility for payroll and benefits.
Experience running payroll in Paycom or a comparable HRIS such as ADP, Paylocity, or UKG.
Experience with tips, commissions, and multi-entity payroll processing.
Working knowledge of Nevada and federal employment law, including FLSA, FMLA, ADA, Title VII, IRCA, OSHA, and basic ERISA requirements.
Strong written communication skills, including the ability to draft policies, investigation notes, and executive reports.
Solid Excel or Google Sheets skills, including pivot tables, lookups, and basic formulas.
Strong judgment and discretion with confidential information.

Nice To Haves

HR, SPHR, SHRM-CP, or SHRM-SCP certification.
HR experience in motorsports, hospitality, entertainment, or another high-volume, customer-facing operation.
Bilingual English/Spanish strongly preferred.
Experience supporting multiple entities or brands under one parent company.
Familiarity with workers’ compensation claims and OSHA recordkeeping.

Responsibilities

Serves as the senior HR advisor to the CEO, COO, and company leaders, supporting workforce planning, organizational structure, compensation planning, and culture.
Manages the annual HR calendar, including open enrollment, performance reviews, compensation reviews, and required training.
Manages full-cycle recruiting, including sourcing candidates, screening, structured interviews, offers, references, and background checks.
Works closely with hiring managers to create job descriptions, interview scorecards, and hiring plans.
Builds a bench of candidates for instructor and customer-facing positions.
Runs new-hire orientation and follows up with employees through 30, 60, and 90 day check-ins.
Runs weekly and bi-weekly payroll in Paycom.
Manages employee benefits, including medical, dental, vision, life insurance, long-term disability, voluntary short-term disability, accident and critical illness coverage, pet insurance, and the 401(k) plan with company match.
Owns annual benefit renewals, open enrollment, and benefit vendor relationships.
Maintains the company’s pay structure and PTO accrual model.
Works with Finance on labor cost forecasting and reviews pay against benchmarks.
Keeps employee classifications accurate and ensures compliance with overtime, meal and rest period rules.
Serves as the first point of contact for employee concerns, complaints, and investigations.
Documents issues clearly, recommends appropriate action, and handles sensitive matters with sound judgment.
Coaches managers through feedback conversations, progressive discipline, performance improvement plans, and terminations.
Manages the annual performance review process and ensures development plans are followed through.
Identifies training needs and delivers training directly or finds outside resources.
Keeps the company compliant with Nevada and federal employment laws.
Partners with Operations on OSHA compliance, workers’ compensation claims, return-to-work programs, and incident investigations.
Keeps the employee handbook current and aligned with business operations.
Manages unemployment claims and separation paperwork.
Owns Paycom as the company’s HR system of record, including system configuration, workflows, security, reporting, and integrations.
Provides a monthly people scorecard to the executive team.
Improves HR and payroll processes by reducing paperwork, removing manual steps, and keeping employee records accurate, confidential, and compliant with retention rules.
Performs other duties as assigned.