Senior Director, Human Resources

Churchill Downs Incorporated•Salem, NH

5d•Onsite

About The Position

The Sr Director of Human Resources leads all HR functions for both properties in New Hampshire (Rockingham Grand and Chaser’s Poker Room) including talent acquisition, employee relations, performance management, ensuring compliance with employment laws and corporate standards, and more. This position partners with the People Leaders to drive employee engagement, retention, and overall business performance. The Sr HR leader will lead and develop the HR team while creating HR standards and programs to support organizational goals and a positive employee culture.

Requirements

Demonstrated successful management and leadership skills in human resources operations.
Strong strategic planning and execution skills.
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Diverse and through knowledge of multiple human resource disciplines, including compensation practices, federal and state employment laws, employee and union relations, etc.
Comprehensive knowledge of gaming industry regulations and compliance requirements.
Knowledge of and experience with human resource information systems.
Proficient with Microsoft Office Suite or related software.
Bachelor’s Degree in Human Resources Management or related field.
Ten to fifteen years of progressive human resources experience.
Must obtain valid gaming license, where applicable.

Nice To Haves

Additional certifications (i.e., SHRM-CP, SHRM-SCP, etc.) preferred.
Experience in a gaming or hospitality field preferred.

Responsibilities

Oversee processes for the hiring, training, development and efficient management of Human Resources staff.
Plan and organize workloads and staff assignments as well as train, motivate, and evaluate assigned staff.
Establish and maintain department standards, guidelines, and objectives, and oversee other administrative processes, such as budget and staffing, to ensure proper planning and efficient operation of Human Resources department.
Provide direction in the overall operational effectiveness of the property’s HR functions, including recruitment, onboarding, compensation and benefits, training, etc.
Administer employee-relations functions, working closely with CDI corporate or outside counsel when necessary to evaluate employee morale, resolve grievances, and promote positive employee engagement.
Maintain an open line of communication to identify and address Team Member and departmental concerns.
Provide counsel to departmental managers on proper employment practices regarding interviewing, hiring, disciplinary procedures, performance documentation, termination, etc.
Collaborate with departmental leadership and property management on the development and implementation of short- and long-term HR strategies and policies in accordance with the organization’s mission and goals.
Handle HR-related crises and mitigate risks to the organization, including issues such as workplace investigations, discrimination claims, and regulatory compliance violations.
Design and implement comprehensive training and development programs to enhance employee skills, performance, and career advancement opportunities.
Develop employee programs to provide motivation and team member satisfaction.
Design, direct, and manage a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key team member retention, organization design and change management.
Conduct research and analysis of organizational trends and review reports from the organization’s HRIS or talent management system.
Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applying this knowledge to communicate changes in policy, practice, and resources to leadership.
Perform all other duties, as assigned.