87-135 Sr. Specialist - Human Resources

Ute Mountain Casino Hotel•Towaoc, CO

3d•$45,000 - $70,000•Onsite

About The Position

The Senior Human Resources Specialist plays a central role in delivering and facilitating UMCH’s training and development platform. This position focuses on instructor-led training; facilitating content delivery partnerships; learning system management and administration; mentorship program coordination; and consistent reinforcement of UMCH policies and service expectations/standards. Working closely with HR leadership, the Senior Specialist supports leaders across the organization by providing guidance, training, and practical tools that promote professionalism, consistency, and effective people management. Success in this role is defined by the delivery of a cohesive, engaging training program that strengthens UMCH’s service-oriented culture, reinforces the upside-down leadership model, and equips leaders and team members to consistently deliver excellent guest and employee experiences, while remaining adaptable to evolving organizational needs and priorities.

Requirements

Must be at least 21 years of age and able to obtain and maintain a Ute Mountain Ute Gaming Commission Key License.
Must pass UMUGC and Colorado Gaming background investigations.
Must be fluent in English with strong verbal and written communication skills.
Must be able and willing to work a flexible schedule, including weekends and holidays.
High school diploma or equivalent required.
Minimum 3 years of progressive experience in Human Resources or a similar setting required.
Minimum of 3 years of recent experience in conflict resolution, workforce management, training, or a role with similar responsibility required.
Knowledge of HR principles, employment practices, and training methodologies
Skill in facilitation, presentation, and engaging adult learners in both formal and informal settings
Skill in translating policy, systems, and expectations into practical guidance for leaders and employees
Ability to remain neutral, consistent, and unbiased when advising on sensitive or complex matters
Ability to build trust, influence without authority, and reinforce organizational standards through education and collaboration
Proficiency with Microsoft Office Suite (e.g., Word, Excel, Outlook, PowerPoint, etc.) and Human Resources systems (e.g., Paycom); possess the ability to learn new technologies/software’s as needed

Nice To Haves

Undergraduate degree in Human Resources, Psychology, Business, or a related field preferred but not required.
Experience working in hospitality, tribal gaming, entertainment, or similar environments strongly preferred.

Responsibilities

Training Ownership & Learning Management System (LMS) Administration: Own and administer the Learning Management System, ensuring accurate course assignments, tracking, and completion reporting. Lead major training initiatives across the organization, including development, coordination, delivery, and evaluation. Identify internal and external training partners, support content integration, and assist with system connectivity or communication workflows as needed.
Instructor-Led Training & Credential Programs: Deliver and coordinate instructor-led training programs on property, including orientation, ServSafe, TIPS, and other required or developmental certifications. Ensure training content, attendance, and completion records are accurately maintained and aligned with regulatory and operational requirements.
Paycom Administration, Training & Enablement: Serve as a functional expert in Paycom, supporting system administration, configuration, workflows, and reporting. Train leaders and staff on Paycom processes to ensure consistent submissions, documentation, and compliance across departments. Support the development of standardized frameworks, job aids, and reference materials to improve system usage and data quality.
Service Culture Leadership & Engagement: Lead and sustain a property-wide service culture initiative. Develop and promote weekly service topics in coordination with Marketing and HR, present service-focused content at Operations Meetings, and deliver seminars to leadership and mentorship candidates to reinforce UMCH service standards and expectations.
Mentorship Program Coordination & Facilitation: Coordinate and administer the UMCH mentorship program, including structured department rotations, seminar completion tracking, MOD training exposure, and cross-department scheduling. Partner with department leaders to ensure meaningful learning experiences, timely rotations, and consistent evaluation of participant progress.
Employee Relations & Investigative Support: Assist with employee relations matters including fact-finding, documentation review, interviews, and issue analysis. Collaborate with HR leadership to ensure investigations and responses are thorough, defensible, and aligned with UMCH policy, tribal governance considerations, and best practices.
Policy Interpretation, Guidance & Case Support: Serve as a subject-matter resource on UMCH policies, procedures, and employment standards. Support Directors and Managers in properly applying discipline, corrective action, counseling, and performance management practices. Provide consistent, unbiased guidance to leaders navigating complex or non-routine employee relations matters, escalating to the HR Manager or Director as appropriate.
Organizational Training Delivery & Facilitation: Deliver live and virtual training sessions on a variety of topics (e.g., HR, Leadership, Customer Service, etc.). Serve as a visible, credible facilitator who reinforces UMCH’s expectations for professionalism, leadership standards, training consistency, and service excellence.
Special Projects & Targeted HR Support: Support the HR Director and HR Manager with special projects, one-time initiatives, and targeted operational assignments. Provide analytical, administrative, and execution support across areas such as recruiting, reporting, compliance responses, and HR operations as directed.
Cross-Functional Collaboration & HR Representation: Work closely with the HR Manager, HR Director, and organizational leaders to support enterprise initiatives. Act as a collaborative partner who helps departments understand HR expectations while maintaining neutrality, consistency, and trust across the organization.
Continuous Improvement & HR Capability Building: Assist HR leadership in strengthening HR systems, processes, and training frameworks. Support initiatives that improve consistency, scalability, and effectiveness of HR practices across departments, with a focus on long-term organizational capability.