Vice President of Human Resources, Multi-Property

PENN Entertainment • St. Louis, MO

12d • $170,000

About The Position

The Vice President of Human Resources will serve as a strategic partner and key member of the executive leadership team for Hollywood Casino St. Louis and River City Casino & Hotel. This role is responsible for crafting and executing the talent strategy from attraction through exit, including workforce strategy, talent management, engagement, employee relations, development, and compliance, in alignment with Company values and business objectives. Lead the development and execution of a strategic human resources plan to provide the Company with the best talent available and an engaged workforce that positions the Company as the employer of choice. Participate in the development and implementation of the property's strategic logic to include plans and programs as a strategic partner, but particularly from the perspective of the impact on recruitment and talent. Develop and execute strategies to attract, select, and hire talent for high-volume positions. Develop programs, initiatives, and/or policies for effective talent management, including employee relations, engagement, performance management, training and development, career pathing, and general HR operations. Lead and modernize HR, policies, and processes for effectiveness, efficiency, and scalability, focusing on innovation and technology. Guide employee engagement programs, recognition, leadership development, performance management, and succession planning efforts. Track and analyze a variety of talent metrics, developing actionable insights. Serve as a trusted advisor to the executive team on organizational design, talent planning, compensation, workforce trends, etc. Champion a positive workplace culture that reflects Company values, with a focus on diversity, belonging, and employee satisfaction. Establish credibility and trust throughout the property by leading focus groups, collecting feedback, and solving problems. Ensure full compliance with federal, state, and local laws and regulations, HR-related audits, and risk mitigation activities. Maintain knowledge of HR trends, policies, programs, and laws. Provide technical advice and human resources knowledge to others. Manage the budget and other financial measures of the Human Resources Department. Focus on continuous improvement by making recommendations to increase effectiveness and efficiencies across both properties.

Requirements

• A bachelor’s degree (B.A./B.S.) from an accredited four-year college or university.
• Ten years of progressive experience in human resources (with at least five years of experience at a senior/executive level), including recruitment, development, engagement, retention, and employee relations.
• Must be proficient in Microsoft applications (Excel, Access, Word).
• Must have prior experience in high-volume recruiting, experience developing and leading HR teams with a business partner model.
• Extensive knowledge of principles, theories, and practices of human resources management.
• Ability to craft and effectively present information to a variety of audiences.
• Demonstrate abilities to meet performance expectations with communications, initiative, problem solving, guest service, work habits, and conduct, and Responsible Gaming/Business Ethics
• Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
• Ability to write routine reports and correspondence.
• Ability to communicate effectively and diplomatically with executives, visitors, fellow employees, and the general public.
• Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.
• Ability to compute rate and percent.
• To perform this job successfully, an individual should have proficient skills in using Microsoft Office products, specifically, Word, Excel, PowerPoint, Outlook, and Lotus Organizer, and be comfortable searching and retrieving information from the Internet.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.

Nice To Haves

• PHR or SPHR professional designation preferred
• Master’s degree in human resources, business, or related field from an accredited college or university
• Prior experience in the casino industry

Responsibilities

• Crafting and executing the talent strategy from attraction through exit
• Leading the development and execution of a strategic human resources plan
• Participating in the development and implementation of the property's strategic logic
• Developing and executing strategies to attract, select, and hire talent for high-volume positions
• Developing programs, initiatives, and/or policies for effective talent management
• Leading and modernizing HR, policies, and processes for effectiveness, efficiency, and scalability
• Guiding employee engagement programs, recognition, leadership development, performance management, and succession planning efforts
• Tracking and analyzing a variety of talent metrics, developing actionable insights
• Serving as a trusted advisor to the executive team on organizational design, talent planning, compensation, workforce trends, etc.
• Championing a positive workplace culture that reflects Company values, with a focus on diversity, belonging, and employee satisfaction
• Establishing credibility and trust throughout the property by leading focus groups, collecting feedback, and solving problems
• Ensuring full compliance with federal, state, and local laws and regulations, HR-related audits, and risk mitigation activities
• Maintaining knowledge of HR trends, policies, programs, and laws
• Providing technical advice and human resources knowledge to others
• Managing the budget and other financial measures of the Human Resources Department
• Focusing on continuous improvement by making recommendations to increase effectiveness and efficiencies across both properties
• Staff development and training programs
• Rewards and recognition program to maximize employee engagement
• Evaluating team members within the department and delivers constructive feedback to employees in regards to performance
• Determining recommendations for staffing (including interviewing and hiring) and scheduling (planning, assigning, and directing work) to meet business needs
• Determining work procedures and expediting workflow
• Responsible for employee performance (disciplining, coaching, counseling)

Benefits

• wellness programs designed to support our team members' financial, physical, and mental well-being
• day-one medical coverage
• 401(k) matching
• annual performance bonus
• Paid time off is earned according to the local policy and increases with the length of employment

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 5,001-10,000 employees