Senior HR Business Partner

Position Summary:
The Senior HR Business Partner (Sr. HRBP) position is responsible for aligning business objectives with Team Members and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and Team Members that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. The Sr. HRBP will manage, train and develop the HR Business Partner and Team Member Relations Coordinator.

Essential Functions:
1. Responsible for redefining hospitality at Graton Resort & Casino while living, supporting, and promoting our values.
2. Perform responsibilities in accordance with all Graton Resort & Casino standards, policies, and procedures.
3. Manage, develop and train HR Business Partner (HRBP) and all functions related to HRBP duties.
4. Manage, develop and train Team Member Relations Coordinator and all functions related to the Coordinator's duties.
5. Implement KPIs and SLAs for the HR Business Partner to adhere to for investigations, case management and huddles.
6. Implement KPIs and SLAs for the Team Member Relations Coordinator to adhere to for disciplinary records management, license and certification requirements and eligibility verifications.
7. Oversee special projects assigned to the HR Business Partner and ensure strict adherence to timelines and deadlines.
8. Protect Company from liability by proactively reviewing and auditing employment records, time keeping records, performance appraisals, progressive discipline and other associated documents.
9. Maintain in-depth knowledge of legal requirements related to day-to-day management of Team Members, reducing legal risks and ensuring regulatory compliance. Partner with the HRM as needed/required.
10. Communicate and train compliance requirements to organization when necessary.
11. Provide HR policy guidance and interpretation for Managers and Team Members.
12. Assist with performance appraisal follow up with business units.
13. Provide guidance and support to management regarding department shift bids and re-bid process.
14. Research and resolve any seniority issues in accordance with the company's policies and procedures.
15. Assist in assessing the skills necessary for leadership development within the business units. Offer recommendations to the Engagement & Training Team for any additional training needed on property.
16. Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
17. Conduct regular meetings with respective business units and identify ways HR can assist their Managers/Team Members by providing HR guidance when appropriate.
18. Work closely with management and Team Members to improve relationships, build morale and increase productivity and retention.
19. Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
20. Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
21. Assist department leaders with all HR related questions or concerns, including: Team Member issues, policies, leaves of absence, hiring, onboarding, and training. Provide direct follow up for all inquiries.
22. Assist Team Members with all HR related questions or concerns including: Team Member issues, policies, leaves of absence, hiring, onboarding, and training. Provide direct follow up for all inquiries.
23. Provide day-to-day performance management guidance to line management (e.g. coaching, counseling, career development, disciplinary actions).
24. Respond to all unemployment claims and attend unemployment hearings when necessary. Provide advice and counsel managers attending unemployment hearings.
25. Schedule and conduct department focus groups with team members on a periodic basis. Communicate the results with department Director and facilitate follow up report process. Conduct one to-ones with Team Members or other follow up meetings if needed to resolve Team Member relations issues.
26. This job description is not an exclusive or exhaustive list of all job functions that a team member in this position may be asked to perform from time to time. Duties and responsibilities may be changed, expanded, reduced, or delegated by Management to meet the business needs of the property.

Required Qualifications:
1. Ability to communicate effectively with Guests, Team Members and Management in both written and verbal form.
2. Three (3) years of Human Resources experience within the gaming industry.
3. At least three (3) years' experience conducting HR investigations, including: collecting and assembling facts or other pertinent data, and the ability to analyze and evaluate data and facts to arrive at sound conclusions.
4. Collaborative leadership style invested in the interests of their direct reports and creating positive outcomes for the team.
5. Excellent oral and written communication skills, ability to relate well with all levels of the organization.
6. Ability to meet deadlines and have strong time management and prioritization skills.
7. Ability to work in a fast-paced environment and adjust to changing priorities with minimal supervision.
8. Resourceful problem solver with a strong focus on excellent guest service and a high level of personal and professional integrity.
9. Ability to handle sensitive, problematic, confidential situations with poise, tact, diplomacy and with the appropriate discretion.
10. Demonstrated listening skills and interpersonal skills.
11. Ability to establish productive business relationships with Team Members of all levels, built on trust and credibility.
12. Demonstrated ability to objectively analyze information, evaluate evidence and reach logical conclusions.
13. Ability to maintain a high level of confidentiality.
14. Must be able to establish and maintain individual accountability for deliverables.
15. Thorough knowledge of personnel practices and procedures, as well as federal, state and local laws and regulations.
16. Ability to evaluate courses of action and reach sound, non-judgmental decisions and  resolutions.
17. Must be 21 years of age or older.

Preferred Qualifications:
1. At least one (1) year experience with a labor union grievance process.
2. Demonstrated proficiency with Microsoft Office applications.

Physical Requirements:
This job has the following physical requirements:
1. Ability to communicate on the telephone with Team Members, department managers and Guests.
2. Manual dexterity to operate job related equipment.
3. Ability to sit, walk and stand for duration of shift.
4. Ability to read and write in English.