VP - HUMAN RESOURCES

Hard Rock Hotel & Casino Tejon is located less than 15 miles south of Bakersfield, on Tejon Indian tribal land in Mettler, situated at the southernmost tip of California’s Southern San Joaquin Valley and nestled near the base of the historic Grapevine mountain pass that connects Southern California to the Central Valley. This region of the San Joaquin Valley is home to one of the most productive agricultural counties in the country and is the center point of the state with access to the Central Coast and both Northern and Southern California within a couple hours’ drive. This project is the first of its kind in Kern County and will be constructed in two phases. The first phase will consist of an approximately 150,000 square foot casino featuring 3,000 slot machines, 48 table games, and multiple food and beverage venue including the renowned Hard Rock Café. Phase II will include a 400 room hotel, 2,800 seat Hard Rock Live event center, that will draw attractions like concerts, performances, and sporting events to name a few. In addition some of music’s most iconic memorabilia will be on display.

A member of the Executive Team, the Vice President, Human Resources will contribute to the overall company initiatives and strategies by analyzing business needs from the HR perspective. They will make decisions and recommendations with the partnership of the management team; develop and promote HR initiatives to further the strategic goals of the business, and provide research, advice, and benchmark material as needed.

Essential Functions:

• Creates an atmosphere that ensures that guests make Hard Rock Tejon their choice for gaming entertainment.
• Responsible for actively hiring and retaining team members, acts as a mentor to them. 
• Ensures delivery of superior internal and external guest service with every interaction, including the Hard Rock Competencies of Business Results, Team Member Engagement and Guest Engagement for this position and responsible departments.
• Encourage creativity and retention through an inventive and enlightening selection process, communications, training, growth opportunities, rewards, and recognition.
• Boldly protects and promotes the brand identity in all internal and external communications.
• Uses best practices and brand standards to attract top-tier talent.
• Sets a “high-expectations” strategy in their direction of the Human Resources department in support of the property’s overall goals.
• Establishes department standards, guidelines, and objectives; maintains other administrative processes such as budgeting and staffing to ensure proper planning and efficient operation of all areas.
• Tracks standardized feedback reports/systems/tools to measure HR progress and keep the Property President and other executives appropriately apprised of results and initiatives.
• Ensures succession plans are established at the executive level.
• Prepares operating budget, monitors budgetary compliance and acts on budget variance.
• Hires, motivates, evaluates and directs management and other staff in order to ensure team members receive adequate guidance to achieve their established department objectives; responsible for morale of the HR department and its team members through quality supervision.
• Drives company-wide initiatives, including team member engagement and satisfaction surveys, new hire and exit surveys, and performance measures affiliated with specific services; makes recommendations and implements changes based results and trends. 
• Ensures property-wide compliance with employment practices, benefits, insurance, safety regulations, and applicable laws; maintains up-to-date knowledge of regulations and best practices in employment law, human resources practices, and talent management.
• Attends and participates in meetings, and follows-up as necessary.
• Performs all other duties as assigned and adheres to all Gaming Commission Regulations and departmental and operational standards. 

Qualifications:

• Bachelor’s degree or equivalent combination of education/experience preferred.
• Ten (10) or more years of experience in the HR field with five (5) or more years at the director or above level required.
• Executive-level Human Resources experience in a Casino/Hotel environment strongly preferred.
• Previous experience in property openings required.
• Proven abilities/experience with HR information systems (Workday, Infinium, ICIMS, and MMS/Stratton Warren).
• Proven strategic plan development and policy/procedure writing required.
• Proven financial management/budget experience.
• Proficiency with office procedures, methods, and equipment including computers and applicable software applications such as word processing, email, spreadsheets, and databases to include excellent working knowledge of Microsoft Word, Excel, Outlook, etc.
• Expertise in principles of supervision, training, and performance evaluation.
• Must obtain and maintain valid gaming licenses.
• Must be twenty-one (21) years of age.

Ability to:

• Develop and administer goals, objectives and procedures.
• Make unpopular and/or difficult decisions which benefit the organization in the short and long term.
• Be a strategic, analytical, ethical and effective leader.
• Forecast changes in the economic climate and/or profits and react proactively.
• Select, supervise, train, and evaluate team.
• Participate in the development and administration of goals and objectives.
• Prepare clear and concise administrative and financial reports.
• Interpret and explain policies and regulations.
• Communicate clearly and concisely, both orally and in writing.
• Establish and maintain effective working relationships across the organization.
• Interpret and apply federal, state and local policies, laws and codes.
• Be flexible to work varying shifts and time schedules as business needs dictate.
• Spend time on the casino floor and is subject to varying levels of crowds and noise, and the severity of which depends upon guest volume. 

Disclaimer

While this is intended to be an accurate reflection of the current job, management reserves the right to revise the current job or to require that other or different tasks be performed when circumstances change, (e.g. emergencies, changes in personnel, workload, rush jobs or technical developments).

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