Job Description

The Human Resources Manager is directly responsible for the overall administration, coordination and evaluation of the human resource function. This position will have a strong focus on labor relations, i.e.: employee related complaints, union grievances, consulting with managers regarding coaching counseling and discipline, etc. In addition, administrative related work such as managing the HRIS and payroll systems, Benefits Administration, Compensation and Wage Structure, Support Diversity, Classifying Employees, Employment Law, Law against Sexual Harassment, Organization.

Essential Duties

Approach all encounters with employees in an attentive, friendly, courteous, and service-oriented manner. Maintain high standards of personal appearance and grooming. Comply at all times with Resorts World standards and regulations to encourage safety and efficient Casino operations. Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Develops and maintain affirmative action program; files EEO-1 annually; maintains other records, reports and logs to conform to EEO regulations. Defining job positions for recruitments and managing the interview process. Employee relations, labor relations. Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. Interpret and administer contracts pertaining to wages, grievances, employee welfare, pension, health care, union and management practices and more.

• Works with Compensation and Benefits Supervisor to implement and update compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary.
• Work with department heads to attend stand up meetings and department meetings to ensure HR visibility and support.
• Assist with the implementation of employee recognition program and events to drive morale and foster positive attitude.
• Consults legal counsel to ensure that policies comply with federal and state law. Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
• Represents organization at personnel related hearings, investigations, arbitrations, mediations and other related meetings
• Assist with outside suppliers to provide employee services, such as temporary employees, search firms or relocation services.

Job Requirements

Must be able to evaluate and select among alternative course of actions quickly and accurately. Must be effective in handling problems in the workplace, including anticipating, preventing, identifying and solving problems as necessary. Must be effective and listening to, understanding, and clarifying the concerns and issues raised by managers and employees. Must be able to work with and understand financial information and data, and basic arithmetic functions.

Physical and Mental

Ability to sit at a desk for extended periods of time. Ability to walk the property to observe and be available to employees. Ability to work long hours frequently. Ability to formulate and communicate ideas. Ability to think analytically, logically and to make independent decisions.

Work/Educational Experience

• Must be at least 18 years old, possess a high school diploma and have the ability to obtain appropriate license pursuant to the New York State Lottery regulations.
• Bachelor’s degree in a related field AND two (2) years’ experience in a supervisory position
• OR Four (4) years’ experience in a Management position
• OR Two (2) years’ experience in a Supervisory position within Resorts World
• Six (6) years’ related work experience in Human Resources
• Must be knowledgeable in all state and federal laws and regulations pertaining to labor and the hiring process.
• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred