Senior Manager, Human Resources - Las Vegas

Encore Global•Las Vegas, NV

26d•Onsite

About The Position

The Senior Human Resources Manager oversees the effective performance of various HR Business Partner services, policies, and programs in areas including: performance management, career coaching, learning and development, succession planning, recognition, retention, employee relations, compensation, compliance, and safety. This position analyzes trends to help plan and lead the implementation of people-related initiatives that provide an employee-oriented and high-performance culture that contributes to the organization-wide business plan and objectives. In leading and participating in company-wide HR initiatives, this position will report to a VP, Human Resources.

Requirements

Bachelor’s Degree required, preferably in Human Resources or related field.
10+ years progressive experience in Human Resources. Supervisory experience an asset.
Proven ability to drive results without compromising ethics and quality.
Ability to project plan and manage.
Proven influencing skills with courage to confidently express an independent viewpoint
Strong developer of people and cultivator of teamwork
Strong knowledge of employment laws, regulations and practices
Outstanding interpersonal relationship building and employee coaching skills.
Ability to work with autonomy in a fast-paced environment with multiple priorities.
An excellent listener and communicator with an approachable style.

Nice To Haves

SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certifications a plus.

Responsibilities

Identifies improvements to existing ITM policies, procedures, training and programs to support the company’s growth and business initiatives.
Leads annual Employee Value Proposition including communication development and plan.
Assists in creating and leading change management for company initiatives.
Analyzes injury reports and collaborates with Risk Management to recommend safety awareness and solutions.
Partners with Global Learning to continually improve National College Leadership Program.
Supports organizational change that includes communication and project plans.
Manages the integrated talent management process to ensure it is effective, efficient and talent is properly assessed.
Coaches managers through ITM process.
Analyzes talent potential and makes recommendations on developmental trends to Global Learning.
Educates managers on legal practices, acceptable workplace behaviors and appropriate counseling methods.
Participates in and approves high level disciplinary action and terminations decisions.
Partners with compliance team on new labor laws that need to be incorporated into workforce management.
Partners with labor relations counsel.
Participates and represents the organization with external agencies.
Analyzes and presents engagement survey results, and leads discussions to advise leaders on creation of action plans.
Partners with leaders to ensure action planning goals are met and additional plans are created to encourage continuous improvement.
Identifies team members to participate in career pathing to enhance readiness for job opportunities.
Partners with business to drive recognition through Center Stage and acts as a resource for managers and employees.
Promotes company benefits and initiatives through multiple communication venues including in person meetings, conference calls, webinars, emails and onsite venue visits.
Conducts team member focus groups to discuss successes and identifies areas of improvement.
Analyzes separation reasons to understand regional trends and recommends solutions to decrease turnover.
Conducts monthly meeting with Operations Leaders on HR metrics to ensure data points are aligned with regional goals.
Identifies potential barriers for a union-free workplace and leads union awareness leadership discussions.
Promotes a high-performance culture that encourages ongoing self-development.
Advises team members on career pathing opportunities that meet the needs and goals of both the organization and the employee.
Act as liaison for NCLP participants to ensure program milestones are met and any issues are addressed to increase retention.
Facilitates and monitors team member and manager through the Role-Based Development Programs.
Partners with Operations to identify training needs based on business needs
Partners with COEs to identify solutions and interventions to address business needs.
Facilitates training courses, as needed.
Mentors HR Generalists and ER Specialists.
Educates leaders on venue staffing guidelines and ensures compliance.
Leads review of venue staffing and ensures staffing adjustments are made, if needed.
Participates in regional staffing calls representing promotable and high potential team members and initiates internal mobility discussions.
Interviews candidates for leadership positions to assess fit into culture and role.
Partners with Talent Acquisition on salary recommendations based on Encore salary structure.
Supports company’s diversity initiatives.
Provides consultation on immigration process.