Director of Talent Management and Engagement

Core Competencies: ADAPTABILITYBUDGETS & COST CONTROLCOMMUNICATIONDECISION MAKING & JUDGMENTJOB KNOWLEDGEPEOPLE DEVELOPMENTPROBLEM SOLVING & ANALYSISRESULTS FOCUSQUALITY SERVICETEAM AND ORGANIZATIONAL LEADERSHIPQualificationsEDUCATION and/or EXPERIENCEA Bachelor's Degree in Human Resources, Organizational Development, Business Administrations, or related field required Master's Degree in related field preferred Equivalent combination of education and progressive, relevant, and direct experience will be considered in lieu of educational requirement Minimum six (6) years of relevant and progressive experience, with minimum five (5) years of supervisory level experience in talent management (team member relations) and/or investigative experience, preferably in a corporate or governmental setting Must have managed large and complex projects that impact large volumes of team members Mastery of intermediate Excel skills required, including light visual basic programming and complex formulas Must have the ability to demonstrate leadership, guidance, collaboration, and empowerment Must be a true change leader with the ability to help others gravitate toward and embrace change Must be capable of mediating problem resolution without getting overwhelmed, emotional, defensive, or withdrawn, and must be able to act as a settling influence to diffuse tensions Can shift gears comfortably and handle risk and uncertainty Must be comfortable challenging the status quo and communicating out of the box thinking and ideas Must be able to make reasonable decisions when solutions may be complex or ambiguous; must be very comfortable working in "gray space"Must be compassionate and have a passion for people Must have a proven track record of driving to business results Must be a business leader that sees the strategic impact of a well-managed talent management program Must be client-focused in cultivating the Company Talent Management Program Experience working with and influencing executive leadership Demonstrated success operating as a strategic HR leader and business partner Ability to gain credibility and build relationships and trust with team members and management as a respected business partner Confidence in expressing opinions and recommendations and regular demonstration of independent thought with senior level leaders Ability to translate business objectives and priorities into a corresponding people plan Ability to tailor messages to a variety of audiences, craft complex communications for all levels within client groups, and convey updates and training presentations to small or large groups Must be a highly collaborative team player with other HR team members, organization team members, and managers A strong ability to influence people and decisions, push back where appropriate, and become a trustworthy partner within the organization Ability to work independently Must have strong conflict resolution, decision making, and communication skills Ability to conceptualize, plan, and implement new projects and programs Certificates/Licenses/Registrations Must obtain and maintain a Class "A" gaming license. Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) or Global Professional Human Resources (GPHR) required or may be obtained within one year of hire.

Other Information: This job description indicates, in general terms, the type and level of work performed as well as the typical responsibilities in this classification. The duties described are not to be interpreted as being all-inclusive. Nothing in this job description changes the at-will employment relationship existing between the employer and employees. Essential Job Functions, Physical Requirements, and Work Environment characteristics will be available to successful candidates to review prior to acceptance. They are representative of those that must be met to successfully perform the essential functions of this job. Management reserves the rights to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.