Director - Human Resources

Job Details: Job Location: 3 WEEMINUCHE DRIVE - TOWAOC, CO, Position Type: Full Time, Salary Range: Undisclosed, Job Shift: Day, Summary/Objective  The Director – Human Resources provides strategic leadership for all human resources functions at Ute Mountain Casino Hotel, ensuring that workforce strategies, organizational culture, and people initiatives support the organization's operational, financial, and long-term business objectives. This position oversees talent acquisition, employee relations, compensation and benefits, organizational development, compliance, training, policy administration, and workforce planning while serving as a trusted advisor to executive leadership on complex personnel and organizational matters. As a member of the Executive Team, the Director collaborates across departments to strengthen leadership, improve organizational performance, and foster a culture of accountability, engagement, and continuous improvement. The Director also provides operational oversight of the Wardrobe and PBX departments, ensuring they consistently deliver high-quality service in support of employees, guests, and organizational objectives. Success in this role is demonstrated by building a culture of trust, accountability, and engagement while protecting the organization through sound judgment, legal compliance, strategic workforce planning, and consistent application of policies and practices. Key Accountabilities Strategic H.R. Leadership: Provide strategic leadership and guidance across all Human Resources functions, as well as many financial and operational areas, ensuring alignment with the casino's overall goals and objectives. Serve as an advisor to the General Manager and other directors, offering expert counsel on HR matters with a focus on people and organizational strategy.  Intentional Workforce Planning: Develop and implement workforce planning strategies to ensure the casino has the right talent in place to meet current and future business needs. This includes forecasting talent needs, succession planning, and managing workforce tribal employment efforts. People Management and Employee Relations: Oversee and manage complex employee relations issues, ensuring that resolutions align with organizational values and legal requirements. Leverage political acumen to navigate sensitive personnel matters, maintaining a positive and productive workplace culture. Cultural Leadership: Shape and maintain a positive organizational culture that aligns with the casino's values and goals. This involves promoting employee engagement, fostering a culture of continuous improvement, and ensuring that HR initiatives support and enhance the desired workplace culture. Policy Development and Compliance: Develop, implement, maintain, and reinforce HR policies, including the employee handbook and risk management efforts. Ensure all HR practices comply with applicable employment laws, tribal governance, and tribal/state gaming standards.  Oversight of HR Functions and Programs: Oversee all HR functions and programs, including workers' compensation, 401k benefits, health& supplementary insurances, recruiting, training, and any other HR related activities as organizational and employee needs dictate. Ensure these programs are managed efficiently and effectively, supporting the overall success of the casino and its employees.  Justification and Impact: Use sound ethical judgement to assess the impact of HR policies and personnel decisions on the organization and the community at large; ensuring that all actions taken contribute positively to the casino's strategic objectives and culture. Budget Management: Oversee the HR, PBX, and Wardrobe department’s budget, ensuring that resources are allocated efficiently to meet strategic goals.  HR Metrics and Analytics: Monitor, analyze, and report on key HR metrics (e.g., turnover rate, retention rate, time to fill, absenteeism, etc.). Use data-driven insights to inform strategic decisions and present findings and recommendations to the General Manager. Prepare and deliver monthly reports to the WDC Board of Directors.  Wardrobe and PBX Management: In addition to the Human Resources department; provide leadership and oversight for the Wardrobe and PBX departments, ensuring these areas operate efficiently and align with the casino's service standards. Executive Collaboration: Collaborate with other senior leaders to align HR initiatives with the casino's overall business strategy. Serve as a trusted advisor on people-related issues, providing insights and recommendations to support the achievement of organizational objectives. Supervisory Responsibilities  The Director - H.R. oversees a diverse team, ensuring effective management and coordination of HR functions across the casino. This includes direct supervision of the HR department, led by an HR Manager and a team of six. The Director also provides leadership to the Wardrobe and PBX departments, each managed by a supervisor with a small team. The role involves fostering a collaborative and productive work environment, aligning all team members with the casino's strategic goals, and equipping them to perform effectively. Additionally, the Director is responsible for mentoring and developing staff, conducting performance evaluations, and addressing any personnel issues within their departments. Qualifications: General Must be at least 21 years old to obtain a UMUGC Key License (required). Must be able to pass the UMUGC and CG background investigations (no financial crimes or other felonies). Education High School Diploma or GED required.  Undergraduate or Graduate degree in human resources, psychology, business, administration or a related field preferred.   Certifications Professional in Human Resources (PHR), or Senior Professional in Human Resources (SPHR) preferred.  SHRM-CP or SHRM-SCP also preferred.  Experience At least six years of progressive human resources or related experience required  Minimum of three years of leadership experience required  Tribal gaming experience strongly preferred.  A combination of education and experience may be considered.  Important Note  In addition to meeting minimum requirements: education, experience, and certifications must indicate candidate possesses the knowledge, skills, and abilities necessary to meet all key accountabilities.