Reporting to the Manager, Human Resources, the Senior People Partner will provide exceptional customer support to all levels of the enterprise workforce in support of the Tribe’s vision, mission, and values. The Senior People Partner will play a critical role on the HR team to drive performance that aligns with the enterprise’s human capital strategy and will serve in an operational lead capacity, providing guidance to the People Partners on employee life cycle matters, employee retention and engagement, organizational design and workforce planning, employee and labor relations, and core management issues. This role will work in harmony and collaboration with internal HR stakeholders and stakeholders throughout the enterprise to drive a best in class team member experience.The Senior People Partner will promote a culture of accountability, lead others in adopting a coaching and development mindset while consistently role modeling behaviors that will reinforce the San Manuel Band of Mission Indians’ brand as the premier employer of choice. This role will require a “hands on” approach, one that understands that effective department, leader, and employee partnerships begin with building relationships as well as by being approachable and accessible to their clients.Working independently, as well as with a team, the Senior People Partner will provide accurate and timely HR information to HR leadership and San Manuel executive and operational leaders ensuring priorities are aligned with objectives, work cultures, legal requirements and HR programs/policies. The Senior People Partner promotes open communication at all levels to positively resolve issues while promoting and maintaining the integrity of the team member.

Essential Duties & Responsibilities

1. Executes on talent strategies to increase organizational, team and individual performance that aligns with the Tribe’s strategic vision.  Provides full scope HR expertise, coaching and partnership on matters including but not limited to employee retention and engagement, organizational design and workforce planning,  change management and communication, performance management, and career development. Partners closely with internal HR stakeholders to relay information in a timely manner, by sharing information with the internal HR team and by being the HR conduit to get relevant HR information to the client groups.

2. Supports client groups in identifying performance and engagement trends and assists in the development of strategies to address gaps. Leads conversations on performance metrics, including but not limited to succession planning, bench strength, talent identification and calibration, and talent performance. Makes recommendations to increase overall performance and talent readiness.

3. Provides lead support for change management efforts with an emphasis on gaining commitment and adoption of key enterprise initiatives.

4. Collaborates with and guides stakeholders on workforce planning efforts which may include re-organizations and restructures, and aligning job descriptions.

5. Leads investigative efforts of employee and labor relations issues, grievances and responds to concerns reported to compliance, whistleblower hotlines, or through direct HR interface. Serves as an employee relations partner, engaging HR leadership when necessary to ensure effective utilization of internal and external resources. Investigates, documents, and provides advice or recommendations to managers and supervisors on issues related to the workforce, including conflict resolution, managing performance, corrective actions, grievances, progressive discipline, and terminations.

6. Provides advice and guidance to department managers and supervisors regarding employment best practices, company policy and employment laws. Responds to employee concerns and complaints of potential unlawful behavior, such as discrimination and harassment, or that violate company policies, by conducting timely internal investigations independently or in conjunction with the employee’s department, key HR experts, and other stakeholders. Recaps and recommends on appropriate course of action.

7. Serves as a subject matter expert on collective bargaining agreements (CBA) to resolve all steps of the grievance process and prepares as a potential backup during contract negotiations.

8. Performs other duties as assigned to support the efficient operation of the department. Assumes other responsibilities, duties, tasks and assignments that contribute to the mitigation or response to public health emergencies.

Education/Experience/Qualifications

Bachelor’s Degree in Human Resources, Business Administration, Psychology or related field required.

Master’s Degree in Human Resources, Business Administration, Counseling, Psychology or related field preferred.

Minimum of four (4) years’ experience in Human Resources with at least two (2) years direct experience as an HR business partner.

Strong understanding and knowledge of employee relations, labor relations, employment law, regulatory compliance, performance management and organizational development.

Equivalent combination of education and progressive, relevant and direct experience may be considered in lieu of educational requirement.

Demonstrated ability to conduct confidential investigations on critical employee relations matters and present findings and recommendations to Human Resources.

Possess strong investigative and analytical skills.

Strong analytical, project management, initiative and creative problem solving skills.

Ability to handle highly sensitive and confidential information in a manner that inspires confidence and trust.

Ability to consult, respond to inquiries and influence a wide variety of key stakeholders with a sense of ownership and urgency.

Must be able to communicate with business partners and stakeholders in both oral and written form.

Possesses the ability to relate well to wide variety of personalities.

Ability to maintain objectivity when working with team member situations without getting too emotionally invested or divested.

Capable of mediating problem resolution while demonstrating calm and neutral demeanor.

Exhibits diplomacy and acts as settling influence to defuse tensions.

Able to shift gears easily and comfortably handle risk and uncertainty.

Capable of producing accurate written communication that is clear, concise and complete.

Works to establish personal rapport with internal clients, is easy to approach, and acts with sensitivity and patience with the interpersonal anxieties of others.

Certificates/Licenses/Registrations

At the discretion of the San Manuel Tribal Gaming Commission you may be required to obtain and maintain a gaming license.

A qualified candidate/employee must have a valid driver’s license with an acceptable driving record as determined by the insurance carrier.

Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) or Global Professional Human Resources (GPHR) desired.

San Manuel Band of Mission Indians and San Manuel Casino will make reasonable accommodations in compliance with applicable law.

As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today!

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