HR Business Partner Mgr

Rivers Casino Philadelphia; Philadelphia (Philadelphia County); On-site; USD 110,000 - 140,000; Full time

Job summary

Rivers Casino Philadelphia is seeking a Human Resources Business Partner Manager to oversee the HRBP and Coordinator Human Resources. You will provide core human resources support to the client groups, particularly in the areas of performance management, team building, investigations, change management and leadership development.

The role requires strategic thinking, strong knowledge of labor laws, and ability to foster engaging work environments while aligning HR initiatives with business goals.

Qualifications

• Five or more years in HR, including at least two years as an HR Business Partner.
• Strong understanding of federal and local labor laws.
• Ability to translate business priorities into HR programs and initiatives.

Responsibilities

• Oversee and lead the HRBP and Coordinator HR teams.
• Provide core HR support to client groups in performance management and leadership development.
• Conduct investigations and manage change management initiatives.
• Coach leaders and analyze HR data to align with business strategy.

Skills

Labor law knowledge

Strategic thinking

HRBP experience

Collaboration

Education

Bachelor degree - Human Resources, business, management or related field

Job description

Position Summary

The Human Resources Business Partner Manager will oversee and lead the Human Resources Business Partner and Coordinator Human Resources. Will provide core human resources support to the client groups, particularly in the areas of performance management, team building, investigations, change management and leadership development.

Position Summary

The Human Resources Business Partner Manager will oversee and lead the Human Resources Business Partner and Coordinator Human Resources. Will provide core human resources support to the client groups, particularly in the areas of performance management, team building, investigations, change management and leadership development.

Engagement Expectations

• We believe that team member engagement is the basis for a great culture and superior guest service. During every interaction, we display three behaviors:
• Smile, display energy and open body language
• Proactively greet team members and guests, initiating interaction to provide service
• Always use a positive parting remark to end the conversation

Essential Job Functions

• Oversee and lead the Human Resources Business Partner and Coordinator Human Resources.
• Capable of translating business priorities into HR programs, processes and initiatives that drive value and meet the business needs.
• Serves as first point of contact and first line communications to managers and supervisors regarding general human resources related questions/issues providing accurate and appropriate information or guidance, or escalat as appropriate.
• Conduct Team Member investigations from start to finish within the required time working with the HR Investigator, as necessary.
• Prepare for and represent the company in unemployment and other hearings as required.
• Consult with department leaders on a broad range of human resource issues including talent planning, career mobility, retention, engagement, work actions, performance management and other related areas focused on developing a high performance team.
• Identify and drive the sharing of best practices across the property to facilitate continuous improvement.
• Coach leaders to accelerate leadership effectiveness by applying the leadership skill set to include how to develop and implement engaging work environments and proper HR processes.
• Utilize data analysis from the HR Centers of Excellence (COE) and the HRBP groups to develop, measure, track and analyze key metrics that assure an aligned HR plan with the department or company’s strategic business plan.
• Drive change management practices to enable organizational effectiveness, incorporating diversity & inclusion strategies to maximize our competitive advantage and skills of the workforce.
• Design and deliver targeted solutions, including strategic planning, visioning, change management and team building
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with external/internal counsel as needed/required.
• Understand, apply and teach retention concepts to attract, motivate and retain employees
• Ability to influence and manage change and deal effectively with change management initiatives
• Facilitate strategic people planning meetings with client groups
• Apply strong cross-functional relationship, influence and persuasion skills

Qualifications

• Must be 18 years of age or older.
• Bachelor degree - Human Resources, business, management or a related field
• Five (5)+ years' experience in HR including at least two (2) years working as an HR Business Partner, including the specific areas of organization development, managing/leading change, performance development, coaching, organizational design, talent assessment, and strategic workforce planning.
• Strong understanding of federal and local labor laws
• Demonstrated business acumen, organizational savvy, judgment and decision making
• A strategic thinker and creative problem solver who takes initiative and ownership
• Experience working in a matrixed HR department with demonstrated collaboration & teaming skills
• Self-starter with creative mind and a track record of putting ideas into practice and assessing results
• Ability to obtain and maintain all necessary licensing.

Physical And Mental Demands

• Regularly required to see, talk, and hear; use hands to finger, handle, or feel; reach with hands and arms.
• Must occasionally lift up to 10 pounds.
• Able to work with others while maintaining a positive and courteous demeanor.