VP of Human Resources

Terrible's•Las Vegas, NV

About The Position

The Vice President of Human Resources is the senior HR leader responsible for the development, execution, and continuous improvement of all aspects of Human Resources across a complex, privately held, multi-state organization. This is a highly hands-on leadership role that requires an individual who enjoys being deeply involved in the day-to-day operations of Human Resources while simultaneously serving as a trusted advisor to executive leadership. The Vice President will oversee all HR functions supporting close to 200 convenience stores, multiple food service concepts, slot-route gaming operations, and an integrated resort- hotel-casino. This leader will ensure that HR strategies and practices support operational excellence while maintaining compliance across multiple states and highly regulated industries. This role requires a leader who is comfortable rolling up their sleeves to personally participate in certain employee relations matters, recruiting for key positions, policy development, compensation decisions, organizational design, leadership coaching, compliance initiatives, and HR process improvement. The ideal candidate is an individual who thrives in a fast-paced environment where they can coach, mentor, and provide direction to a team of HR professionals making this role the primary day-to-day leader for the HR function.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
10+ years of progressive Human Resources leadership experience.
Minimum of 5 years leading an HR department.
Comprehensive knowledge of all relevant laws, regulations, rules and practices to ensure compliance and exercise best practices.
Demonstrated ability to establish strong relationships and build consensus among senior executives and other stakeholders.
Ability to lead and inspire teams in a rapidly changing environment.
Experience supporting multi-location operations.
Experience in managing HR in organizations with 1,500+ employees.
Strong employee relations and employment law background.
Demonstrated success and experience in multiple HR disciplines including but not limited to recruitment, workforce management, performance management, total rewards, learning and development, employee engagement and employee relations.

Nice To Haves

Master’s or advanced degree.
SHRM-SCP or SPHR certification.
Experience supporting retail, hospitality, gaming, restaurant, convenience store, or multi-unit operations.
Multi-state HR leadership experience.
Executive presence with operational humility.
Strong business acumen.
Exceptional judgement and discretion.
High emotional intelligence.
Excellent conflict resolution skills.
Ability to balance strategic priorities with daily execution.
Strong coaching and mentoring abilities.
Outstanding written and verbal communication skills.
Comfort making difficult decisions.
Strong conflict resolution skills.
High degree of accountability and ownership.

Responsibilities

Serve as the organization’s senior Human Resources leader and trusted advisor to executive leadership.
Develop and execute Human Resources strategies that support organizational growth and business objectives.
Build strong relationships with operational leaders across retail, gaming, food service, and corporate functions.
Provide practical business-focused HR guidance while balancing employee needs with organizational objectives.
Lead HR initiatives supporting acquisitions, expansions, organizational changes, and workforce planning.
Establish an HR governance framework, define enterprise-wide HR priorities, and provide executive leadership with regular workforce reporting on headcount, turnover, vacancies, labor costs, employee relations trends, compliance exposure, and progress against strategic initiatives.
Establish and oversee an enterprise talent acquisition strategy, including employer branding, recruiting standards, selection practices, background screening, workforce pipelines, recruiting technology, vendor performance, and hiring metrics for high-volume and specialized positions.
Design and oversee the organization’s performance management approach, including goal setting, evaluation standards, calibration, coaching expectations, performance improvement practices, and alignment between individual performance and business objectives.
Develop an enterprise learning and development strategy that supports onboarding, compliance training, front-line leadership capability, management development, career pathways, and succession readiness across all business units.
Lead compensation strategy, salary administration, and incentive program evaluation.
Oversee employee benefits and vendor partnerships.
Develop recognition programs that boost employee engagement and retention.
Lead, coach, and develop the expanding HR team.
Promote accountability and professional growth.
Strengthen HR capabilities across the organization.
Prepare future HR leaders through mentoring and continuous development.
Set clear performance expectations and provide regular feedback.