Chief Executive Officer

JOB PURPOSE: Under direct oversight of the Tribal Council and Governor, the CEO manages the gaming and hotel operations and related facilities in accordance with the approved business plan and in accordance with all pertinent and relevant tribal, state and federal laws, regulations, compact, ordinances, minimum internal controls standards relating to Gaming Compliance and Regulation.  The CEO is responsible for the vision and steady growth to ensure an efficient, successful and profitable operations; plans, develops, directs and oversees all operational activities, establishes policies and objectives ensuring the integrity of operations. The CEO maintains confidentiality of all privileged information.  The CEO provides the Tribal Leadership with recommendations for all strategic plans and for Council-Level decisions pertaining to the operations.  The CEO directs timely completion of objectives in accordance with the enterprises’ strategic plan.

This position description may not include all of the listed duties, nor do all of the listed examples include all tasks which may be found or assigned to this position.

JOB RESPONSIBLILTIES:

• Formulating (subject to Tribal Council and Governor approval) a strategic plan and communicating, directing and overseeing implementation of the plan
• Requires decision making, taking actions and taking “calculated risks,” which may be difficult and complex and which involve all elements of the gaming and resort operations.
• Responsible for developing solutions to very challenging problems using factual information and advanced management techniques, and utilizing creative, original, and independent thinking in developing innovative strategies, procedures, products, and ideas in relatively undefined areas.
• In consultation with Tribal Council and Governor, assumes the overall responsibility of sustaining the Tribe as a high profile leader in the Native American business community.
• Exhibit exemplary leadership, financial success, and the preservation of community a cultural value
• Responsible for meeting with the Tribal Council and Governor on a regular basis to report the financial and operational conditions and prospects of the IRC in a clear, concise and accurate format
• Consult with Tribal Council and Governor as needed to keep them informed of all matters of importance to the Tribe and the success of its gaming business

LEADERSHIP AND TRIBAL DEVELOPMENT:

• Develop and maintain an organizational structure that provides for maximum coordination and integration of all leadership efforts, while promoting autonomy essential for proposed property-level initiatives, decision making and team building while focusing on flexibility and sustainability
• Oversee from an appropriate perspective the efforts of department heads in the performance of their functions
• Be highly motivated and results-oriented fostering an atmosphere that permits, supports and allows others to become highly motivated
• Communicate vision to community member and employees for synergistic support in the development and implementation of casino and tribal visionary goals
• Lead by example, be highly visible and “hands on” when necessary; must empower team members and help them learn to make decisions and develop their own skills to ensure consistent development of up and coming talent within the organization
• Confer personal and professional development to all tribal and Native American employees. Provide leadership and guidance for the service of others and not be ego-driven
• Centralize business/property/management efforts into one unified approach only where such centralization will produce increased profitability, guest/customer service, and employee morale
• Ensure excellence in departmental and systems performances, as measured against well-defined and communicated performance objectives
• Develop and/or maintain a sound mission, vision, values and strategic plan designed and carried out in conjunction with support of the Tribal Council and Governor for the successful operation of the casino enterprises
• Delegate authority to the lowest appropriate level (as practicable) and uphold a top down accountability; role modeling at this level is expected
• Maintain focus of every supervisor and manager to emphasize customer service and a team environment rather than on bureaucracy or status quo
• Be available to listen to guests and employees, community members and tribal leaders to gain insight into new ideas, suggestions or concerns. Address all communications in a timely and respectful manner

MANAGEMENT AND TRAINING:

• Possess a collegial management style and inspire this throughout the organization
• Lead by example, be highly organized and positive in all dealings
• Influence proven communication skills which transcend all levels of the organization
• Be able to accomplish goals through the mentoring of others, assure effective use of the Tribe’s resources to ensure the efficient and successful long-term operation of the casino resort’s facilities and departments
• Assemble, motivate, and manage the executive team to the maximum benefit of the casino
• Identify top performers and leaders throughout the organization and promote accordingly; discourage nepotism, favoritism and cronyism
• Ensure each employee understands that they are an integral part of the successes of the operations and ultimately the Pueblo
• Establish and sustain and excellent guest/customer service attitude for all team members centered on our guest/customers being “number one” with our Tribe
• Maximize each employee’s individual potential for self-esteem, confidence and overall personal health and wellness
• Nurture an educational plan for all employees which considers continuing education, professional development courses, and participation in the in-house training and mentoring programs for professional skills development in all departments and at all levels
• Encourage employees to learn from their decisions and take responsibility for their actions; initiate a Top/Down accountability model
• Foster an atmosphere that allows for the celebration of employees and teams’ successes and rewards employees to encourage everyone to strive for greater accomplishments, personally and professionally
• Oversee implementation and execution of effective programs to recruit, hire, train, supervise, promote, discipline and retain a qualified, motivated and reasonably content workforce; both at management and line level
• Actively foster a mentoring employee development environment throughout the organization
• Be committed to the policy of Native American/Tribal Preference and exhibit said commitment through the development of employees from within the Tribe/Pueblo who are capable and willing to take on new responsibilities
• Support leadership and development programs that will foster a strong core of internal talent to prepare people to succeed and move into higher levels of management as they prove successful
• Provide encouragement and support of tribal members’ personal and professional development by establishing a “careers” rather than “jobs’ culture

CUSTOMER DEVELOPMENT AND MARKETING:

• Develop a thorough understanding and appreciation of what the community’s, guests’ and customers’ expectations are and endeavor to meet or exceed their reasonable expectations
• Develop and implement a successful marketing strategy utilizing current marketing research technology to improve service delivery systems and provide the best available products and services
• Lead and direct in the future development of revenues through market analysis and strategic implementation of proven marketing strategies
• Identify market product and guest trends that could affect the properties with positive profitability; evaluate departmental a system results on a national, statewide and tribal comparative basis to identify areas of opportunity for improvement
• Identify competitors’ success and develop strategies to increase our competitive edge on a regional and local level
• Develop and/or maintain programs to upgrade the quality of guests/customers (higher level of disposable income); attract/retain those value added guests/customers; ensure their loyalty by keeping them coming back; encourage a “word of mouth” share program
• Formulate and maintain a culturally sensitive yet aggressive marketing strategy and methods to optimize attendance and play for all casino departments
• Establish clear, concise guest services requirements and ensure that they are fully communicated and adhered to by all team members (consideration should be given to the development and administration of a team member reward system focusing on the delivery of excellent guest/customer service)
• Ensure a “guest feedback” procedure is in place for all employees at each property and that guest/customer “feedback” is fully incorporated into the planning and operational processes. Develop and encourage an environment that actively seeks and welcomes guest/customer feedback
• Ensure “state of the art” and effective market research is ongoing for new, “guest/customer centered” products and services, and that appropriate conclusions are fully vetted and implemented into the planning and operational processes
• Supervise the development implementation of appropriate and effective marketing programs to maximize revenues of individual venues and property as a whole on a cost effective and measurable basis

POTENTIAL GROWTH:

• Work with the design of any proposed facility and/or gaming additions or expansions, subject to the limits of the Tribe’s Compact with the State of New Mexico and subject to prior approval by the Tribal Council. Oversee the implementation of any such plans through timely and budget conscious completion of projects
• Oversee the development and implementation of all aspects of design development with architects, contractors and securing funding for such expansions

REGULATORY:

• Conduct IRC operations in accordance with applicable laws and regulations, while demonstrating an ability to successfully maneuver through such bureaucracy so as to cultivate a positive and efficient working relationship with regulators. Model how to guide and develop the regulatory process for the Casino in compliance with MICS/TICS and NIGC as well as ordinances/regulations of the Tribe
• Be intimately familiar with the Compact and ensure adherence to its requirements. Be capable of participating in new compact development and articulation if/when needed

SAFETY AND WELFARE:

• Have a working knowledge of Tribal, Federal a State safety and welfare laws, possess the ability to enforce compliance at all levels of the properties
• Demonstrate safe working practices and insist on safety training at all levels
• Ensure policies and procedures are in place and are of “best practice” standards, support a healthy workforce through wellness initiatives, optimum health insurance and policies that support a healthy workforce and community

STRATEGIC PLANNING:

• Demonstrate a solid working knowledge of strategic planning principles and methods
• Lead planning teams using proven planning techniques including the ability to “hold accountable” when milestones are missed or delayed
• Drive to accomplish goals with a sensitivity and understanding of cultural, community and political values and issues
• Integrate and improve management-business plans for all profit centers of the IRC using both established management techniques and creative solutions, subject to requisite Governor and Tribal Council review and approval

SYSTEMS:

• Make recommendations to the Tribal Council regarding the most viable, cost effective and efficient communication, financial, player tracking, and other such informational systems for the enterprise as well as maintenance or acquisition of state of the art information and technology solutions for the property
• Review and approve new or improved gaming equipment for use in the casino, remaining current with the latest technologies being utilized in the gaming and resort industries

This list of duties and responsibilities is illustrative only of the tasks performed by this position and is not all-inclusive.

It describes the general nature, level and type of work performed by the CEO and is not intended to and does not imply or create any employment compensation or contract rights.  Management reserves the right to add, delete or modify any and/or all provisions of this description at any time as needed without notice.  This job description supersedes earlier versions