Assistant Executive Vice President Human Resources

Job Overview:

Our Purpose dictates that each person who visits one of our properties leaves with a feeling of belonging and importance.  It is the EVP, Human Resources who assures that every employee at Wind Creek is recruited, trained, and supported in a manner that allows them to meet the dictates of our Purpose and that they do so in accordance with our Values.  Our Assistant to the Executive Vice President for Human Resources will work side by side with our EVP for Human Resources to support our employees and assist the Executive Team to create and deliver wealth to our Tribal shareholders.  You will work with the other senior level managers of our Company to develop Company plans and objectives and may bear responsibility for implementation and success of those objectives.  You will champion adjustments to Company plans and objectives that will make our efforts a better fit for our employees and position yourself to be first in consideration to fill the EVP, Human Resources position when that position becomes available.     

Purpose:

Our genuine engagement and positive energy provide guests an escape from their routine into our exciting fantasy world of fun, chance, and possibility, where everyone feels a sense of belonging and importance.

Value System:

Our enthusiastic commitment to our purpose inspires and empowers us to do everything right, have fun, and be the best.  We will be recognized fairly, elevating our levels of personal accountability, and focus on our customer.  The resulting creation of wealth will grow opportunities for all.

Job Requirements: (please ensure you meet the listed requirements prior to applying)

• Core leadership and interpersonal competencies required:
  1. Live and champion our Purpose and Values.
  2. Demonstrated ability to communicate and interact with team members at all levels of the organization and to work effectively with and support a wide range of constituencies in a diverse community;
  3. Demonstrated ability to motivate and supervise teams from multiple departments or divisions resulting in success, or significant contribution to the success, of an entity;
  4. Demonstrated ability to simultaneously manage to success multiple large projects;
  5. Demonstrated ability to de-escalate and resolve stressful situations (involving both customers and team members) while minimizing harm to the involved parties;
  6. Professional level written and verbal communication and presentation skills.

As part of the application process, graded opportunity to present and illustrate experience and mastery of these leadership and interpersonal competencies may be provided to all applicants.  Obtaining a score higher than other applicants, required. 

• Technical Capability required:

1. Establish and implement HR efforts that effectively communicate and support the company's Purpose and Values;
2. Develop HR plans and strategies to support the achievement of the overall business operations objectives;
3. Coordinate company tribal member employee development programs and equal opportunity programs to achieve diversity goals in accordance with TERO;
4. Create and implement company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees;
5. Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues;
6. Work with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company;
7. Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals;
8. Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective;
9. Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally;
10. Mediate workplace disputes;
11. Other duties as assigned.

As part of the application process, graded opportunity to present and illustrate experience and mastery of these technical capabilities may be provided to all applicants.  Obtaining a score higher than other applicants, required. 

• Education and Experience required:
  1. Ten (10) years of Director level or higher responsibility for and experience with a multi-person team;
  2. Five (5) years of Director level Human Resources experience;
  3. Bachelor’s Degree from an accredited college or university in a related field;
  4. Knowledge of federal, state, local and tribal employment, wage and salary laws and regulations:
  5. Ability to interpret and advise on the application of EEO/AA laws:
  6. Ability to analyze and assess training and development needs;
  7. Adept at facilitating change management;
  8. Adept at negotiating and managing dispute resolution processes;
  9. Knowledge of computerized information systems used in human relations applications;
  10. Experience in strategic planning and execution;
  11. Knowledge of organizational development theory and practices;
  12. Experience in design, development and implementation of salary administration plans and benefit programs;
  13. Adept at reading and interpreting accounting and financial reports and demonstrated ability to manage plans and resources;
  14. Working knowledge of gaming industry processes, procedures, and technology;
  15. Working knowledge of Responsible Gaming expectations and practices
  16. Working knowledge of Title 31 and AML requirements;
  17. Working knowledge of gaming regulatory environments;

• Other skills, Education, and Experience preferred:
  1. Master’s Degree in Human Resources or Business Administration - preferred
  2. Skill in implementing new strategies and procedures- preferred

• Other conditions required:

1. If not on property, answer your phone for work related calls at all times including nights, holidays, and weekends;
2. Travel and participation in training as recommended or required;
3. Must have willingness and ability to work in a smoke/secondary smoke environment;
4. Have or ability to obtain a Gaming License from all applicable jurisdictions.

NATIVE AMERICAN INDIAN PREFERENCE IN HIRING POLICY SHALL BE ADHERED TO AT ALL TIMES

Complaints about the recruitment or selection process for employment should be directed in writing to office of the President and CEO of Wind Creek Hospitality.