Senior HR Business Partner

As a strategic partner, the Senior Human Resources Business Partner (SHRBP) serves as a consultant to business management on Human Resources (HR) related issues. Working independently, as well as with a team, the SHRBP is responsible for providing accurate and timely HR information to business leaders ensuring priorities are aligned with business objectives, work cultures, legal requirements and HR programs/policies.
Implementing people solutions from an enterprise viewpoint, this position will measure/monitor the needs of employees through effectively building and developing relationships across all levels of the organization. This critical role is the key facilitator on people-related matters enabling the organization to achieve its business goals while minimizing risk. The SHRBP will utilize diagnostics to address and understand organizational dynamics as well as implementing and refining long and short-term continuous improvement activities.
This role requires the incumbent to use "out-of-the-box" thinking and a positive, go-getter personality as they manage the day-to-day tactical issues and requirements of the SHRBP.
Essential Duties & Responsibilities
Analyzes organizational or client centered HR problems and recommends solutions based on expertise, knowledge and/or experience.
Provides operational and consultative support to business managers on a daily basis.
Investigates employee complaints about management practices; recommends corrective actions.
Conducts investigations of team member complaints or grievances and works with supervisors, managers, and union representatives to reach appropriate resolutions.
Provides research, assists in preparations, and acts as active participant on the management team in negotiations with the union to resolve open issues and achieve contract renewals.
Consults on disciplinary matters; reviews disciplinary documents for legal and policy compliance.
Conducts exit interviews, performs analysis on feedback and reports findings and recommendations to HR leadership.
Makes recommendations to management on how to improve employee morale, performance and loyalty, resulting in improved employee survey results and retention of key talent.
Acts as a mentor and coach to other employees, including fellow HR team members.
Drafts, revises, administers and explains respective assigned HR policies, programs, and procedures, and assures compliance.
Promotes open communication within all levels of the organization to positively resolve employee relations problems, while promoting and maintaining the integrity of employees and the organization.
Facilitates the design and delivery of processes or deliverable products that enable the business to meet business objectives.
Researches and submits cost benefit analysis and implementation plans for new programs.
Serves as a positive change agent to improve the company's competitive edge.
Conducts ongoing needs analysis; designs, develops and/or facilitates appropriate training and development programs.
Partners with Senior HR management to ensure the attainment of long-term HR goals.
Provides educational and developmental guidance to employees and mid-level management.
Prepares HR reports and statistics; analyzes the data and recommends actions as indicated.
Assists in the preparation and maintenance of the departmental budget; reviews expenditures to ensure that most value is obtained from available funds.
Develops strong working relationships with other local employers and educational institutions.
Researches industry and HR best practices and leads implementation efforts to assure continuous improvement of HR services.
Performs other HR functions and/or special projects as assigned.
Bachelor's degree in Human Resources, Business Administration, Psychology a related field or equivalent experience required;
Master's Degree in Human Resources, Business Administration, Counseling, Psychology or related field preferred;
Minimum of (7) seven years experience in Human Resources with at least five (5) years direct experience performing employee relations including conflict resolution and at least (3) three years experience in an HR Generalist role;
Equivalent combination of education and progressive, relevant and direct experience may be considered in lieu of educational requirement.
In depth knowledge and understanding of all aspects of Human Resources management, policies and procedures, and the ability to effectively interpret, apply and communicate such information appropriately including, thorough knowledge in employee relations subject matter.
Highly proficient in utilizing Microsoft Office Suite of products and HRIS systems and software.
Can maintain objectivity when working with employee situations without getting too emotionally invested or divested.
Capable of mediating problem resolution without getting overwhelmed, emotional, defensive and withdrawn and be a settling influence to diffuse tensions.
Has the maturity to demonstrate, practice and impart constructive workplace coping skills.
Possesses the ability to relate well to wide variety of personalities.
Can shift gears comfortably and comfortably handle risk and uncertainty.
Must be able to make reasonable decisions when solutions may be complex or ambiguous.
Able to produce accurate written communication that is clear, concise and complete as possible.
Works to establish personal rapport with internal clients, is easy to approach, and acts with sensitivity to and is patient with the interpersonal anxieties of others.
Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) or Global Professional Human Resources (GPHR) desired.
At the discretion of the San Manuel Tribal Gaming Commission you may be required to obtain and maintain a gaming license.
A qualified candidate/employee must have a valid driver's license with an acceptable driving record as determined by the company's insurance carrier.
San Manuel Band of Mission Indians and San Manuel Casino will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990.

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