Human Resources Business Partner

Belterra Casino Resort•Florence, IN

About The Position

The Human Resources Business Partner (HRBP) will serve as an internal consultant to leaders and key stakeholders to align the HR strategy with business objectives. The HRBP reports directly to the Director of Human Resources and is responsible for building relationships with their assigned business units and providing advice and expertise in all areas of HR. The Human Resources Business Partner: Contributes to the business strategy by identifying, prioritizing, building and/or recommending improvements in organizational capabilities, behaviors, structures, and processes. Drives and influences processes (performance, development, and career) to ensure that leader and team members’ level of performance and capabilities meet current and future standards. Manages specific projects as determined in the annual HR operations plan as well as participating in functional and cross-functional initiatives. Mentors and guides leaders to effectively coach team members and ensure that they have the tools, resources and training to operate in a manner that champions our values. Develops and implements metrics to track leadership effectiveness as well as the impact of programmatic efforts on turnover, retention and Feedback Survey (engagement) results. Guides leadership team members in ensuring compliance with all corporate policies and procedures, local state, and federal laws and government regulations pertaining to employment practices. Lead and assist with internal investigations, EEOC charges, etc. Maintain accurate and complete records of investigations. Provides expert advice and coaching to team members and leaders where appropriate. Listen to the aspirations of team members and guide them at being at their best both personally and professionally. Understand team member opinions and anticipate their needs and concerns.

Requirements

Knowledge of management, supervisory, leadership methods and principles.
Knowledge of relevant Federal, state and local laws, rules, regulations, codes and/or statutes.
Knowledge of principles and applications of human resources management and employee relations.
Knowledge of organization, policies and operating procedures.
Knowledge of computer models and statistical techniques and relevant computer hardware and software applications.
Experience in consumer-driven hospitality, retail or entertainment business (ideally in a 24/7 environment) is highly preferred.
Experience successfully navigating a complex, matrixed environment is key.
Must demonstrate a strong solutions-focus approach and is comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions.
Proven expertise with leadership coaching and development is essential for success in this role.
Must be able to manage a high-volume workload and work hard to get the job done.
Must be at least 21 years of age.
These skills and abilities are typically acquired through a Bachelor’s Degree and at least 6 years of combined HR and leadership experience or an equivalent combination of training, education and experience which demonstrates the ability to perform the duties of the position.

Responsibilities

Contributes to the business strategy by identifying, prioritizing, building and/or recommending improvements in organizational capabilities, behaviors, structures, and processes.
Drives and influences processes (performance, development, and career) to ensure that leader and team members’ level of performance and capabilities meet current and future standards.
Manages specific projects as determined in the annual HR operations plan as well as participating in functional and cross-functional initiatives.
Mentors and guides leaders to effectively coach team members and ensure that they have the tools, resources and training to operate in a manner that champions our values.
Develops and implements metrics to track leadership effectiveness as well as the impact of programmatic efforts on turnover, retention and Feedback Survey (engagement) results.
Guides leadership team members in ensuring compliance with all corporate policies and procedures, local state, and federal laws and government regulations pertaining to employment practices.
Lead and assist with internal investigations, EEOC charges, etc.
Maintain accurate and complete records of investigations.
Provides expert advice and coaching to team members and leaders where appropriate.
Listen to the aspirations of team members and guide them at being at their best both personally and professionally.
Understand team member opinions and anticipate their needs and concerns.