Director of Human Resources
Harlow's Casino Resort & Hotel - Greenville, MS

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Oversees and manages the work of reporting HR staff
  • Encourages the ongoing development of the HR staff. Develops and monitors an annual budget that includes HR services, employee recognition,and administration
  • Selects and supervises HR consultants, and training specialists and coordinates company use of insurance brokers, insurance carriers, pension administration and other outside sources
  • Conducts a continuing study of all HR policies, programs and practices to keep management informed of new developments
  • Leads the development of departmental goals, objectives and systems
  • Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment
  • Develops and administers programs, procedures and guidelines to help align the workforce with the strategic goals of the company - Participates in executive, management and company staff meetings and attends other meetings and seminars
HR Information System - Manages the development and maintenance of the HR sections of both the internet, particularly recruiting, culture and company information and intranet sites

Training and Development - Defines all HR training programs and assigns the authority/responsibility of HR and managers within those programs - Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks and standardized reports - Leads the implementation of the performance management systems that includes performance development plans and employee development programs - Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation, management development, production cross-training, the measurement of training impact and training transfer

Employment - Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce

Employee Relations - Formulates and recommends HR policies and objectives for the company with regard to employee relations - Partners with management to communicate HR policies, procedures, programs and laws - Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation - Conducts investigations when employee complaints or concerns are brought forth - Monitors and advises managers and supervisors in the progressive discipline system of the company - Monitors the implementation of a performance improvement process with non-performing employees - Reviews, guides and approves management recommendations for employment terminations - Leads the implementation of company safety and health programs - Monitors the tracking of OSHA-required data - Reviews employee appeals through the company complaint procedure -

Compensation - Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises - Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff - Monitors all pay practices and systems for effectiveness and cost containment - Leads participation in at least one salary survey per year -

Benefits - With the assistance of the COO, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings - Leads the development of benefit orientations and other benefit training - Recommends changes in benefits offered, especially new benefits aimed at employee satisfactions and retention -

Law - Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the EEO, ADA, FMLA, ERISA, the Department of Labor, worker compensation, OSHA etc. - Maintains minimal company exposure to lawsuits - Directs the preparation of information requested or required for compliance with laws - Approves all information submitted - Serves as the primary contact with the company employment law attorney and outside government agencies - Protects the interest of employees and the company in accordance with company HR policies and governmental laws and regulations -

Organization Development - Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design and change management - Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups and one-on-one meetings - Keeps the COO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level - The HR Director assumes other responsibilities as assigned by the COO