Senior Human Resources Manager jobs at Carnival Cruise Line

The Human Resources Business Partner (HRBP) will be responsible for executing the Human Capital (People) Strategy for a specific business client group(s) or functional organization(s). Implements people and organizational solutions from an enterprise viewpoint and also measure/monitor the needs of employees through effectively building and developing relationships across all levels of the organization. This role partners closely with senior leaders and management to deliver impactful HR solutions, foster a high-performance culture, and drive organizational development initiatives. The HRBP will utilize diagnostics to address and understand organizational dynamics to align with the business environment, implement and refine long and short-term continuous improvement activities while managing the day-to-day processes and requirements. The HRBP will work across multiple functions to deliver HR solutions in areas such as talent management, employee relations, workforce planning, and organizational development. This role requires strong leadership, relationship-building skills, and the ability to influence change and foster a high-performance culture. Job Functions: + Strategic HR Partnership: Develop HR strategies to respond to business needs. Identify and utilize HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business. Collaborate with senior leaders and department heads to develop and implement HR strategies that align with business goals and drive organizational success. Partner with the HR COEs and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines that support specific needs for client groups. Provide leaders with ongoing consultation coaching, and best practices regarding business needs and challenges. Regularly follows up with leaders to review and update s to ensure they reflect current business needs and align with organizational structures. + Talent Management & Development: Drive performance management processes, ensuring alignment with organizational goals and employee development needs. Partner with leadership to identify talent gaps, develop succession plans, and create programs to build a robust talent pipeline. Collaborate with learning and development teams to design and deliver targeted training programs that support employee growth and performance. Act as a trusted advisor to leaders, offering strategic HR support on issues including talent acquisition, retention, and performance management. + Employee Relations: Develop a culture of trust where employees feel comfortable speaking up. Develop strategies to monitor employee and team dynamics to ensure adherence to our culture essentials. Partners with ER Manager to support business with resolution of employee issues and investigations, and creation of action plans to ensure compliance and a positive work environment. Advise the business on regulatory employment law (in concert with Legal). Foster a positive and inclusive work environment by promoting open communication and trust across all levels. + Change Management & Organizational Development: Provide support and recommendations on change management initiatives in collaboration with leadership, ensuring smooth transitions during organizational changes, restructuring, or new processes. Lead initiatives to drive organizational effectiveness, including leadership development programs, team effectiveness interventions, and culture enhancement strategies. Partner with internal stakeholders to manage and implement change management strategies that align with business transformation efforts and improve employee engagement. Partner with leaders on small to large scale organizational realignments and other change management initiatives (i.e. reductions in force, mergers and acquisitions and other workforce actions). + Cross-Functional Collaboration: Partner with the Talent Acquisition Team, Finance and business leaders to facilitate hiring plans and forecasts. Partner with LRC to deliver training/information sessions as needed. Partner with Compensation team on new job descriptions for evolving roles and functions. Work closely with Talent Development team, Compensation and business leaders to facilitate annual business initiatives to include the performance management, year-end compensation planning process and employee engagement survey results analysis/action planning, and talent management. Knowledge, Skills & Abilities: + Strong interpersonal skills with the ability to build relationships, influence decisions, and communicate effectively across all levels including senior + Strategic thinking with the ability to develop and implement HR strategies that drive business success + Strong problem-solving skills and the ability to address complex employee relations issues. + Excellent organizational skills with the ability to manage multiple priorities in a fast-paced, dynamic environment. + Familiarity with HR software systems (HRIS) and data-driven decision-making. + Proficiency in using HR metrics, data analytics, and reporting tools to identify trends and inform decision- making. + Proficiency in using HR metrics, data analytics, and reporting tools to identify trends and inform decision- making. + Strong business acumen and understanding of organizational dynamics. + Flexibility to adapt to evolving business needs and challenges and ability to thrive in a changing environment + High emotional intelligence and conflict resolution skills. + Expertise in talent management processes such as performance reviews, succession planning, and leadership development. + Strong verbal and written communication skills, with the ability to present information clearly and concisely. + Excellent interpersonal skills, with the ability to build relationships and collaborate effectively across all levels of the organization. + Strong knowledge of employment laws, labor regulations, and HR best practices. + Proficiency in Microsoft Office Suite, primarily in Visio, Excel, PowerPoint, Word, and Outlook Licenses/Certifications + SHRM -CP/PHR preferred + SHRM- SCP/SPHR preferred Qualifications: + Bachelor's degree in Human Resources, Business Administration, or related field required.Master's degree in Human Resources, Organizational Development, or related field preferred. + 5+ years Human Resources role, with at least 2 years as an HR Business Partner or HR Functional role ideally in a large matrixed organization required. + Proven experience in areas such as employee relations, talent management, organizational development, and performance management required. + Proven track record in managing complex employee relations issues, facilitating performance management, and partnering with leadership to drive HR initiatives required. Physical Demands: Must be able to remain in a stationary position at a desk and/or computer for extended periods of time. Requires regular movement throughout CCL facilities. Travel: Less than 25% travel ship-based Work Conditions: Work primarily in a climate-controlled environment with minimal safety/health hazard potential. This position is classified as "in-office." As an in-office role, it requires employees to work from a designated Carnival office in South Florida Tuesday through Thursday each week. Employees may work from their homes on Mondays and Fridays. Candidates must be located in (or willing to relocate to) the Miami/Ft. Lauderdale area. Offers to selected candidates will be made on a fair and equitable basis, taking into account specific job-related skills and experience. At Carnival, your total rewards package is much more than your base salary. All non-sales roles participate in an annual cash bonus program, while sales roles have an incentive plan. Director and above roles may also be eligible to participate in Carnival's discretionary equity incentive plan. Plus, Carnival provides comprehensive and innovative benefits to meet your needs, including: + Health Benefits: + Cost-effective medical, dental and vision plans + Employee Assistance Program and other mental health resources + Additional programs include company paid term life insurance and disability coverage + Financial Benefits: + 401(k) plan that includes a company match + Employee Stock Purchase plan + Paid Time Off + Holidays - All full-time and part-time with benefits employees receive days off for 8 company-wide holidays, plus 2 additional floating holidays to be taken at the employee's discretion. + Vacation Time - All full-time employees at the manager and below level start with 14 days/year; director and above level start with 19 days/year. Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 84 hours/year. All employees gain additional vacation time with further tenure. + Sick Time - All full-time employees receive 80 hours of sick time each year. Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 60 hours each year. + Other Benefits + Complementary stand-by cruises, employee discounts on confirmed cruises, plus special rates for family and friends + Personal and professional learning and development resources including tuition reimbursement + On-site Fitness center at our Miami campus \#LI-Hybrid \#LI-LS1 \#CCL About Us At Carnival Cruise Line, our mission is to consistently deliver safe, fun, and memorable vacations at a great value. As the world's most popular cruise line, we offer a variety of unique experiences across our fleet, ensuring that every voyage is filled with excitement and discovery. From world-class entertainment and dining to exploring stunning destinations, we create lasting memories for our guests while maintaining a dedication to the places we visit and the lives we touch. Join us and embark on a career that offers not only the chance to grow professionally but also the opportunity to be part of a global community that makes a difference. In addition to other duties/functions, this position requires full commitment and support for promoting ethical and compliant culture. More specifically, this position requires integrity, honesty, and respectful treatment of others, as well as a willingness to speak up when they see misconduct or have concerns. Carnival Corporation & plc and Carnival Cruise Line is an equal employment opportunity/affirmative action employer. In this regard, it does not discriminate against any qualified individual on the basis of sex, race, color, national origin, religion, sexual orientation, age, marital status, mental, physical or sensory disability, or any other classification protected by applicable local, state, federal, and/or international law. ***************************************************************** ******************************************************************

At Towne Park, it's more than a job, you can make an impact. A career with us is rewarding in more ways than one. As a hospitality services company, our commitment is to create smiles by delivering exceptional experiences. When you work with us, you have an opportunity to impact the millions of patients, visitors and guests we proudly serve. Whether providing compassionate service that eases the anxiety of a patient and their family, creating a memorable experience for a guest in a new city, or helping a colleague, every day is a new opportunity to brighten someone else's day and make an impact. When we see a customer, a client or one of our own team members smile, we know we made an impact. It's why we do what we do. Towne Park is a place where you can make a difference and create smiles every day. Click here for important notices that may be applicable to you. For more information about our privacy policy, please click here. The Human Resource Manager oversees the human resources function for a designated area(s) of the company's field operations. Responsibilities include training, management coaching/development, employee relations, staffing and HR compliance. Job Details **MUST RESIDE IN TEXAS OR INDIANAPOLIS** Compensation: Towne Park is committed to offering competitive, fair, and commensurate compensation. Actual compensation will be based on a candidate's job-related skills, experience, education or training, and location. The annual base pay range for this position is $90,000.00 - $100,000.00. Additional Compensation: Employees may be eligible to receive annual incentive bonuses depending on their job classification and the policy guidelines. Benefits: Employees are eligible to enroll in medical, dental, and vision insurance, accident insurance, critical illness insurance, hospital indemnity insurance, and telemedicine benefits. Employees are provided company-paid basic life and AD&D insurance as well as short-term and long-term disability. Employees are also able to enroll in the company's 401k retirement savings plan. Paid Time Off: Employees accrue 0.0654 hours of PTO per hour worked up to a maximum of 136 hours per calendar year. Employees receive 6 paid holidays throughout the calendar year and employees accrue up to a maximum of 4 paid floating holidays per calendar year. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms. Location: This position sits remotely in our central region. The candidate must be located in Indianapolis or Texas. ESSENTIAL FUNCTIONS Reasonable accommodations may be made to enable individuals with disabilities to perform all functions. Descriptive Statement(s) The HR Manager partners with HR and Regional Operations leadership teams bringing insight, an objective perspective and expertise to talent issues affecting the business. The HR Manager will play an integral role in enabling a positive associate experience by owning and continuously improving both the operational and strategic people practices. The position supports the business and leadership team with organizational policies, employee-relations issues, and compliance with federal, state, and local laws. Establishes a positive labor/employee relations environment by advising managers and associates on human resources policies and procedures, identifying and resolving problems, or recommending solutions. Manages escalations for progressive discipline and ensures managers are properly trained on progressive discipline. Manages compliance with HR policies, Standard Operating Procedures, escalations and approvals. Completes all required and necessary documents and reports accurately and timely. Collaborates and networks with colleagues to identify and capitalize on best practices in designated markets. Develops relationships with clients and their Human Resources departments. Establishes market presence to build relationships with the District Managers and Account Managers. Creates and shares talent best practices with leaders across the organization, to ensure proactive development and retention of top performers. Ensures follow through on all associate concerns/complaints/grievances. Works closely with the HR Sr Director, Legal, Compliance leader and others to conduct timely and compliant internal investigations in response to associate complaints. Ensures that all associate issues are handled in a manner that's consistent with our culture and employment brand. Establishes appropriate rhythms with each Account Manager and Associate Account Manager to work on their development including those who need a greater degree of individual assistance and coaching. Contributes to the preparation of development indicators and participates in delivery of feedback when necessary. QUALIFICATIONS Education: Bachelor's degree in Human Resources or a business-related field and five (5) years of experience in a HR capacity; OR any similar combination of education and experience. Required Licensure, Certification, etc.: PHR/SPHR certification preferred Work Experience: 5 or more years of broad HR experience with specialized knowledge in employee relations, coaching, compliance, and change management Knowledge: Fundamental knowledge of the principles, practices, and procedures of Human Resources Management. Working knowledge of HR compliance initiatives and federal and state employment laws Skills: Highly organized, flexible, and able to prioritize and work under pressure of managing multiple projects at the same time Collaborative team player with a strong drive to create positive change through focus on the associate experience Strong leadership and interpersonal skills with the ability to communicate at all levels of the organization Proficient in HRIS (Workday preferred) and Microsoft Office Suite Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action. Superior written and verbal communication skills to effectively address all levels within the organization. Ability to exercise considerable judgment and discretion in dealing with matters of significance for the company. Ability to represent the company effectively in a variety of settings with a demonstrated understanding and appreciation for diverse cultures. Strong ability to provide support and build relationships in a “virtual office” environment. SCOPE Authority to Act: Performs duties independently with minimal supervision, operating from specific and definite directions and instructions. Decisions are of a routine nature made within prescribed operating guidelines, policies and procedures. Mistakes/errors may result in work stoppage, loss of business, poor customer relations and/or damage to product, all of which can have negative financial implications for the organization. Budget Responsibility: The associate has control over resources available only. WORKING CONDITIONS & PHYSICAL DEMANDS The working conditions and physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Requirements While performing the duties of this job, the associate is regularly required to talk or hear. The associate frequently is required to sit or stand for extended periods of time and may be required to run; walk; handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Lifting Requirements Exerting up to 25 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or greater than 10 pounds of force constantly to move objects. Working Environment The majority of work will be performed in climate-controlled environment, but may be exposed to inclement weather and varying degrees of temperatures on occasion. Travel Travel of up to 30% may be required.

Now Brewing - HR Shared Service Leaders! #tobeapartner From the beginning, Starbucks set out to be a different kind of company. One that not only celebrated coffee and the rich tradition, but that also brought a feeling of connection. We are known for developing extraordinary leaders who share this passion and are guided by their service to others. We are looking for a dynamic and strategic leader to join us as director, PRO (HR) Shared Services. This role is pivotal in shaping the strategy, planning, and operations of our HR shared services function, with a strong focus on partner experience, operational excellence, continuous improvement, and cost efficiency. You will also provide oversight of outsourced managed service providers. The PRO Shared Services team delivers critical HR operations support through contact centers and multiple specialized teams managing HR programs and processes across the employee lifecycle including candidate interview scheduling, HR compliance, employee file management, employee relief fund (CUP Fund) administration, accommodations assessments, unemployment insurance claims management, and severance administration. In this role, you will: * Lead and Inspire: Model leadership behaviors rooted in Starbucks Mission and Values. Galvanize teams around a clear, compelling purpose. Foster engagement, growth, and high performance in a collaborative environment, consistently acting in alignment with Starbucks guiding principles. * Deliver Operational Excellence: Align strategy, plans, and budgets with partner and client needs. Establish and continuously improve metrics for partner and customer experience, service levels, quality, and financial performance. * Drive Innovation: Lead initiatives to eliminate pain points, scale operations through standardized processes and digital capabilities, and integrate business changes seamlessly into contact center operations. * Develop Talent: Set clear goals and provide coaching, feedback, and growth opportunities for partners. We'd love to hear from people with: Preferred Qualifications * 10+ years of experience leading HR Shared Services or HR Operations functions * Strong knowledge of HR processes, policies, and practices * Proven success in leading and developing high-performing teams * Experience leading managed service providers * Ability to manage complex portfolios in a fast-paced, dynamic environment * Collaborative style with a strong customer focus and commitment to continuous improvement * Excellent interpersonal skills to influence and build relationships across a matrixed organization * Strategic mindset with a hands-on approach when needed * Strong analytical skills to leverage data for performance improvement * Highly organized with exceptional written, verbal, and presentation skills As a Starbucks partner, you (and your family) will have access to medical, dental, vision, basic and supplemental life insurance, and other voluntary insurance benefits. Partners have access to short-term and long-term disability, paid parental leave, family expansion reimbursement, paid vacation from date of hire*, sick time (accrued at 1 hour for every 25 hours worked), eight paid holidays, and two personal days per year. Starbucks also offers eligible partners participation in a 401(k) retirement plan with employer match, a discounted company stock program (S.I.P.), Starbucks equity program (Bean Stock), incentivized emergency savings, and financial well-being tools. Additionally, Starbucks offers 100% upfront tuition coverage for a first-time bachelor's degree through Arizona State University's online program via the Starbucks College Achievement Plan, student loan management resources, and access to other educational opportunities. You will also have access to backup care and DACA reimbursement. Starbucks will comply with any applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, and in accordance with its plans and policies. This list is subject to change depending on collective bargaining in locations where partners have a certified bargaining representative. For additional information regarding partner perks and more detailed information about benefits, go to starbucksbenefits.com. * If you are working in CA, CO, IL, LA, ME, MA, NE, ND or RI, you will accrue vacation up to a maximum of 120 hours (190 in CA) for roles below director and 200 hours (316 in CA) for roles at director or above. For roles in other states, you will be granted vacation time starting at 120 hours annually for roles below director and 200 hours annually for roles director and above. The actual base pay offered to the successful candidate will be based on multiple factors, including but not limited to job-related knowledge/skills, experience, geographical location, and internal equity. At Starbucks, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. We believe we do our best work when we're together, which is why we're onsite four days a week. Join us and inspire with every cup. Apply today! Starbucks Coffee Company is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or protected veteran status, or any other characteristic protected by law. Qualified applicants with criminal histories will be considered for employment in a manner consistent with all federal, state and local ordinances. Starbucks Coffee Company is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at applicantaccommodation@starbucks.com or ***************.

Time Type: Full time Remote Type: Job Family Group: Human Resources The Manager, Human Resources works closely with Sales, Operations, and the Market EVP to advance HR strategies aligned with market needs. Serving a large hourly workforce, this leader must be an influential, adaptable, and approachable presence across the market. They blend strategic thinking with hands-on HR work, managing employee relations, data, and daily HR operations with confidence. : This is a hybrid position that will require the candidate to be based from our Washington D.C. office. Job Responsibilities: Proactively supports the delivery and implementation of HR processes for Sales and Operations client groups in collaboration with the Management and HR teams. Supports the internal talent acquisition process. Conducts new-employee orientations; monitors career-path program and employee relations counseling; conducts exit interviews. Participates in developing department goals, objectives, and systems. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed. Evaluates reports, decisions, and results of department initiatives in relation to established goals. Other duties, as assigned by the jobholder's supervisor, may also be required. Minimum Qualifications: · Bachelor's degree in related field and/or equivalent training and work experience · Minimum of 7 years' experience as HR business partner and/or HR generalist · Advanced PC skills using MS Office and other various computer programs including presentation software · Must be a results-oriented professional with verbal/written communication skills using diplomacy and discretion as well as customer service skills · Ability to multi-task, work independently and/or within a team, pay attention to detail and meet deadlines · Analytic and Reporting skills · Utilize sound judgement and problem-solving skills · Ability to work in fast-paced, high-volume, team environment Preferred Qualifications: · PHR or SPHR certification · Prior experience with Labor Relations Physical Requirements: · While performing the duties of this job, the employee is regularly required to, stand, sit; talk, hear, and use hands and fingers to operate a computer and telephone Competencies: · May help coordinate the work of junior members of the team. · Resolves issues which are often varied and non-routine. Undertakes analysis and investigation to solve issues. This job description is only a summary of the typical functions of this position, not an exhaustive or comprehensive list of all possible job responsibilities, tasks and duties. Responsibilities, tasks, and duties of individual jobholders may vary from the above description. Any offered salary is determined based on internal equity, internal salary ranges, market data/ranges, applicant's skills and prior relevant experience. Salary Range: $97,000 - $121,000 This position is eligible for an annual bonus This position is eligible for health care benefits, life insurance, time off benefits, and participation in the Company's 401(k) plan. Attachments- Breakthru Beverage Group is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information and other legally protected characteristics. The EEO is the Law poster is available here. If you need a reasonable accommodation because of a disability for any part of the employment process, please call ************** and let us know the nature of your request and your contact information.

An Assistant Director of Human Resources is responsible for assisting the Director in the direction and administration of the Human Resources function in the hotel's continuing effort to deliver outstanding guest service and financial profitability. What will I be doing? As an Assistant Director of Human Resources, you would be responsible for assisting the Director in the direction and administration of the Human Resources function in the hotel's continuing effort to deliver outstanding guest service and financial profitability. Specifically, you would be responsible for performing the following tasks to the highest standards: * Assist in overseeing, administering and communicating pertinent information regarding all Human Resources functions to include, but not limited to, recruiting, training and development, wage/benefit administration, compliance with statutory requirements, team member relations, labor relations and contract compliance, performance evaluations, workers compensation and safety, employment processes and general leadership guidance and support * Manage and supervise the daily activities of the Human Resources department * Participate in and facilitate meetings and monitor and develop team member performance to include, but not limited to, providing supervision and professional development, conducting counseling and evaluations and delivering recognition and reward * Ensure Affirmative Action Plan compliance * Manage the hotel team member relations program to include, but not limited to, picnics, holiday parties, health fairs, team member communications, special promotions, etc. * Oversee function of the team member data management system * Recruit, interview and train team members * Assist in the preparation of reports related to the Human Resources function * Act in the absence of the Director * Lead the hotel quality initiative, as needed What are we looking for? Since being founded in 1919, Hilton has been a leader in the hospitality industry. Today, Hilton remains a beacon of innovation, quality, and success. This continued leadership is the result of our Team Members staying true to our Vision, Mission, and Values. Specifically, we look for demonstration of these Values: * Hospitality - We're passionate about delivering exceptional guest experiences. * Integrity - We do the right thing, all the time. * Leadership - We're leaders in our industry and in our communities. * Teamwork - We're team players in everything we do. * Ownership - We're the owners of our actions and decisions. * Now - We operate with a sense of urgency and discipline In addition, we look for the demonstration of the following key attributes: * Quality * Productivity * Dependability * Customer Focus * Adaptability What will it be like to work for Hilton? Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision "to fill the earth with the light and warmth of hospitality" unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!

Compensation Type Yearly Highgate Hotels Highgate is a leading real estate investment and hospitality management company with over $15 billion of assets under management and a global portfolio of more than 400 hotels spanning North America, Europe, the Caribbean, and Latin America. With a 30-year track record as an innovator in the hospitality industry, this forward-thinking company provides expert guidance through all stages of the property cycle, from planning and development through recapitalization or disposition. Highgate continues to demonstrate success in developing a diverse portfolio of bespoke lifestyle hotel brands, legacy brands, and independent hotels and resorts, featuring contemporary programming and digital acumen. The company utilizes industry-leading revenue management tools that efficiently identify and predict evolving market dynamics to drive outperformance and maximize asset value. With an executive team of seasoned hospitality leaders and corporate offices worldwide, Highgate is a trusted partner for top ownership groups and major hotel brands. **************** Location Inspired by the human condition in its many forms, E11EVEN Club Hotel & Residences were created to promote an exclusive, personal and self-curated way of being. At the Residences, choice surrounds you all day long. Whether you jetset or prefer to reset, these residences offer moments and experiences that speak to each individual's taste and preference. Located within the creative and thriving metropolis of Miami, E11even Club Hotel & Residences perfectly reflect the vibrancy of its surroundings, people and culture. So reimagine yourself here and get to the essence of what living your way, is truly all about. Overview As the Director of Human Resources, you will be the architect of a world-class workplace experience for an iconic luxury destination. This role goes beyond compliance and administration, it's about curating a culture of excellence that attracts, develops, and retains top-tier talent. You will lead strategic initiatives in talent acquisition, total rewards, and employee engagement, ensuring every team member embodies the elevated standards of our brand. From shaping innovative training programs to championing employee relations with integrity and finesse, you will be a trusted advisor and dynamic leader who inspires performance and passion across the organization. Responsibilities * Lead and inspire the HR team, driving strategic initiatives while ensuring flawless day-to-day execution. * Develop and manage the HR budget, aligning resources with organizational priorities. * Ensure full compliance with all employment laws and regulations, proactively implementing policies and programs to mitigate risk. * Oversee talent acquisition strategies, including exempt-level recruitment and large-scale hiring for openings, ensuring the property attracts top-tier talent. * Administer compensation, benefits, and performance management programs that reflect a culture of excellence. * Champion employee engagement and relations, fostering an open-door environment and guiding managers in coaching, counseling, and discipline. * Drive training and development programs, including leadership development and onboarding, to build future-ready teams. * Monitor and analyze workforce metrics such as turnover and engagement, using insights to inform strategic decisions. * Serve as a trusted advisor to senior leadership, influencing organizational culture and talent strategy. * Maintain confidentiality and integrity in all HR practices while continuously improving processes and internal communications. Qualifications * Minimum of 8 years of progressive Human Resources leadership experience, with at least 3 years at the Director level in a luxury hospitality environment. * Proven track record in hotel openings and large-scale talent acquisition strategies is highly desirable. * Bachelor's degree in Human Resources, Business Administration, or a related field, advanced degree or professional certifications (e.g., SHRM-SCP, SPHR) preferred. * Comprehensive knowledge of employment laws and compliance standards. * Demonstrated success in leading teams and managing complex HR functions. * Bilingual proficiency in English and Spanish required. * Exceptional interpersonal, communication, and strategic thinking skills to thrive in a high-touch, guest-centric culture. * Maintain a consistently professional, warm, and approachable demeanor. * Communicate clearly and effectively, both verbally and in writing, with all levels of employees and guests. * Demonstrate strong active listening and problem-solving skills, addressing concerns with discretion and professionalism. * Ability to prioritize and manage multiple tasks in a fast-paced environment while meeting deadlines. * Uphold impeccable personal presentation and grooming standards. * Ensure compliance with company policies, safety regulations, and operational standards. * Maintain strict confidentiality of sensitive information. * Participate in required meetings and trainings, contributing to a culture of collaboration and excellence. * Exhibit flexibility and initiative in performing additional responsibilities as needed.

CircusTrix dba Sky Zone Human Resources Business Partner (HRBP) Full-time Department: People & Culture Reports to: Director of People & Culture - Field Operations Travel: Up to 60% FLSA: Exempt ____________________ WHO WE ARE: At Sky Zone, our mission is to enrich lives through the power of boundless play - whether that's on the trampoline court, behind the scenes, or at the corporate level. We believe play fuels confidence, connection, and joy, and we're proud to create experiences that reflect that purpose in everything we do. As the leader in active indoor entertainment, we host unforgettable birthdays, team events, and school parties across the country. Backed by our parent company, CircusTrix, and recognized as a top franchise and growth brand, we continue to raise the bar for innovation and impact in the industry. Our culture is shaped by our core values: We Play Without Limits, Ignite Innovation, Grow Together, Fuel Joy, and Serve Big, Give Bigger. Whether in a park or a boardroom, these values guide how we lead, collaborate, and show up for each other and for the communities we serve. ____________________ WHO YOU ARE: You're an experienced and dynamic HR professional who thrives on partnership, performance, and impact. You balance strategic vision with hands-on execution, using your HR expertise to shape culture, develop leaders, and strengthen teams. You're a trusted advisor who leads with empathy and courage - someone who sees the potential in people and knows how to unlock it. HOW YOU BRING OUR MISSION TO LIFE: As the bridge between strategy and execution, you keep Sky Zone's people and culture at the center of every business decision. You help elevate leaders, strengthen teams, and create consistency across our parks - delivering an employee experience that mirrors the joy and energy our guests feel every day. Here's how you'll make that impact: Strategic Partnership Serving as a consultant and coach to multi-unit and field leaders, influencing people decisions that align with business goals. Collaborating with leadership to build workforce plans that strengthen bench, ensure succession readiness, and promote talent mobility. Partnering with HR COEs (Talent Acquisition, Payroll & Benefits, Compliance, HRIS) to deliver integrated, scalable solutions. Tracking and analyzing key people metrics-turnover, retention, internal mobility, engagement, and investigation closure rates-to identify opportunities for improvement. Using data to spot trends and driving continuous improvement against regional scorecard targets. Connecting people strategies directly to financial and operational outcomes such as revenue growth, guest satisfaction, and cost efficiency. Translating HR initiatives into measurable business results that demonstrate clear ROI on people programs. Talent & Culture Championing a culture of accountability, performance, and operational excellence across all assigned units. Driving employee engagement by leveraging survey insights and field feedback to strengthen culture and reduce turnover. Facilitating leadership development, career pathing, and coaching to build capability and confidence across the organization. Employee Relations & Compliance Providing proactive guidance on employee relations, performance management, and investigations, balancing risk with business priorities. Ensuring full compliance with federal, state, and local employment laws across multiple jurisdictions. Fostering equitable and consistent decision-making by partnering closely with leaders on employee matters. Operational Excellence Aligning workforce strategies with operational priorities by partnering with district and general managers to optimize staffing, scheduling, and labor practices that support revenue, service, and profitability goals. Leveraging people analytics and operational KPIs (turnover, productivity, labor efficiency, guest satisfaction, and compliance metrics) to diagnose challenges and build actionable solutions. Leading change management initiatives that strengthen execution and consistency across the field. Embedding HR best practices into daily operations, driving accountability in leadership through workforce planning, performance coaching, compliance, and safety. Using data-driven insights to influence business decisions and delivering tangible outcomes-stronger bench strength, lower turnover costs, and improved operational performance. Setting annual people goals with leaders that align with the AOP and key business KPIs. Traveling regularly to parks for on-site visits, leadership meetings, and talent or engagement sessions. WHAT YOU BRING TO THE TEAM: Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification (PHR, SPHR, SHRM-CP/SCP) preferred. 5+ years progressive HR experience, including at least 3 years supporting multi-unit or field-based operations. Proven ability to influence leaders and drive change across dispersed teams. Strong knowledge of employment law and best practices across multiple states. Demonstrated success in building leadership capability, driving engagement, and reducing turnover. Ability to balance strategic thinking with hands-on execution in a fast-paced environment. Willingness to travel regularly across assigned regions (up to 50-60%). Demonstrates strategic HR expertise with the ability to align people strategies directly with business objectives. Exercises strong judgment in employee relations and conflict resolution, effectively managing investigations, performance issues, and sensitive matters. Leads organizational change with confidence, building buy-in and engagement among leaders and team members. Forecasts workforce needs, builds succession pipelines, and ensures bench strength through proactive talent management. Maintains deep knowledge of multi-state employment laws and regulations to ensure compliance and consistency across all locations. Interprets HR metrics, KPIs, and people analytics to inform decisions and drive measurable outcomes. Aligns HR practices with operational priorities, connecting people strategy to revenue growth, service excellence, productivity, and profitability. Able to remain stationary for computer-based work and frequent communication via phone and Teams, as well as move throughout parks during visits, with or without reasonable accommodation. WHY THIS ROLE MATTERS: The HRBP ensures that people and business strategies move in sync. By translating workforce data and field insights into action, you fuel stronger performance, deeper engagement, and operational excellence across every park so our people and our business keep bouncing forward together. ____________________ Compensation range is $90-$100k + bonus based on qualifications, experience, and performance. Full-time employees at CircusTrix enjoy a competitive benefits package including medical, dental, and vision coverage along with a 401k plan with company matching. Eligibility for 401k is based on age and tenure requirements. Application deadline: December 1, 2025 While we anticipate the application window will close on this date, Sky Zone reviews applications on a rolling basis and will consider candidates until the position is filled. CircusTrix and its brands are proud to be equal opportunity employers. We celebrate diversity and are committed to creating an inclusive environment for all team members. #excl

Job Description Hotel Equities, one of the top hotel development and management companies in the industry, is currently searching for a remarkable Corporate Human Resources Business Partner! We offer a winning culture and a unique environment that empowers our team to exceed guests' expectations and make a distinct difference in people's lives. Our ideal candidate will be engaged and authentic. We are seeking a Corporate Human Resources Business Partner preferably in Washington State. Consideration for candidates outside of the state of Washington but must be in the Pacific Standard Time Zone. The salary compensation will be based on experience. $100,000 - $110,000. Remote and or Hybrid from the Washington Office, 201 5th Ave. S Ste. 200, Edmonds, WA 98020 Position Summary: The Corporate HR Business Partner (HRBP) position is responsible for managing, assessing, and reviewing all human resources activities including compensation, work environment, associate relations, unemployment, worker's compensation, compliance and interpretation of site and company Human Resources policies and procedures for hotels. The position will serve as a consultant to leadership, management on human resources-related issues. Assesses and anticipates HR- and operations needs and seeks to develop integrated solutions. The incumbent contributes a high level of HR generalist knowledge with a specialization in Associate Relations. The incumbent will generally work with considerable independence ensuring Work Environment programs and processes are effectively implemented to accomplish objectives in alignment with broader business objectives and strategies. The Human Resources Business Partner will support a geographic area across a state(s) and will be expected to travel approximately 20% of the time. Essential Responsibilities: Provides liaison and consulting services to all levels of management and associates, interpreting and defining Human Resources policies and procedures to ensure/enforce compliance for hotels. Develops, plans, and carries out all local policies and procedures relating to all phases of Human Resources. Analyzes and reviews statistical data and reports to identify and determine causes of turnover and retention within the workforce, and develops recommendations/improvements to management, as well as improvements to employment policies, processes and practices. Discover, create, and lead sharing of best practices as well as identify issues or opportunities in the operations and develop solutions. Assists assigned leadership in the planned development and reinforcement of organizational strategies, structure and processes. Works with management to identify current and future weaknesses and strengths; problems and concerns; job satisfaction and productivity. Works with all levels of management on-site to ensure organizational competence and performance management. Advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain and motivate employees. Responsible for documentation and disciplinary action training for managers and employees. Coach and advise management on Work Environment issues. Key escalation point for associate relation issues. (e.g., progressive discipline issues) Participate in resolution of serious grievances surfaced by any site. Assist Vice President of Human Resources in research and preparation on any pending legal action and or third -party lawsuits as needed. Support new hotel and exiting hotel transition activities through the due diligence and integration processes. Reviews adherence to State and Federal Wage and Hour Law/Fair Labor Standards Act and other legal requirements. Remains current on government regulations and legislation in order to manage the associate relations program to ensure/enforce consistent and fair application and compliance. Provides staffing updates, assists in obtaining approvals for hiring exceptions, and provides applicant eligibility and rehire status. Conducts impromptu one-on-one trainings as needed during site visits. Remains current with new labor legislation, court decisions and government regulations in order to keep abreast of legal developments. Assist in administering compensation and recognition programs including bonus and merit. Understand the business and HR's impact on the results. As necessary, maintain OSHA log in accordance with the act, correlate and communicate incident trends, and participate in safety team meetings. Other duties as assigned. Job Requirements: Bachelor's degree in Human Resources, Business Administration, or similar discipline or related experience. Minimum of 5 years' progressive Human Resources leadership experience Demonstrated success in all Human Resources functional areas within a fast-paced, environment is essential. Experience in a multi-unit and/or multi-state environment. Knowledge of FMLA, ADA, EEO, OSHA, COBRA, etc., and an understanding of how state laws differ from federal laws. Experience with FLSA, Title VII issues, and payroll administration Experience as a generalist in all aspects of Human Resources, including Compensation, Unemployment, Worker's Compensation and Compliance, Talent Management and Talent Acquisition, with significant experience in Associate Relations/Work Environment issues. Proven ability to apply excellent written and verbal communication skills. Proven ability to collaborate and resolve issues and influence without position authority. Proven ability to function as a team player who works with a high degree of independence and credibility, and professionalism. Proven ability to quickly build rapport and trust. Proven ability to provide strong coaching and influencing skills. Proven ability to maintain a high degree of confidentiality and integrity in dealing with sensitive information. Develops and maintains effective relationships with a broad group of stakeholders in order to foster trust and influence key decisions. Proficiency with Microsoft Office products, including Word, Excel and PowerPoint. Analyzes and assesses situations to find effective solutions; creative problem solver; engages in fixing the problem; makes decisions using data. Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies and procedures and concurrent complex tasks. Delivers results under difficult conditions and demonstrates balanced judgment under pressure. Possesses strong organizational skills and ability to manage multiple tasks developing and using systems to organize and keep track of information. Ability to be an active learner enhancing professional and business growth through the acquisition of knowledge and experiences; proven ability to challenge organizational norms and accepted thinking to improve effectiveness. Evaluates and remains current of business trends and HR trends to modify strategies. Ability to prepare written reports, correspondence, and presentations to leaders as required. Knowledge of information technology, including hardware and software applications, used in the Human Resources function. Demonstrated ability to seek out and implement process improvements. Achieves results with minimal supervision. Demonstrates self-confidence, energy, and enthusiasm. Understands how to manage in a culturally diverse work environment. Ability to interact with all levels of associates and management. Demonstrate a true hands-on approach as well as the ability to successfully monitor the "pulse" of team members to ensure a high level of engagement. Able to work overtime and/or irregular hours. ADP Workforce Knowledge a plus but not required Now offering Same Day Pay! Company Discounts Programs Medical, Dental, Vision Coverage, Short-Term and Long-Term Disability Income Term Life and AD&D Insurance Company Paid Holidays , Paid Time Off Employee Assistance Program 401k Retirement Plan Sabbatical Leave

Hotel Equities, one of the top hotel development and management companies in the industry, is currently searching for a remarkable Corporate Human Resources Business Partner! We offer a winning culture and a unique environment that empowers our team to exceed guests' expectations and make a distinct difference in people's lives. Our ideal candidate will be engaged and authentic. We are seeking a Corporate Human Resources Business Partner preferably in Washington State. Consideration for candidates outside of the state of Washington but must be in the Pacific Standard Time Zone. The salary compensation will be based on experience. $100,000 - $110,000. Remote and or Hybrid from the Washington Office, 201 5 th Ave. S Ste. 200, Edmonds, WA 98020 Position Summary: The Corporate HR Business Partner (HRBP) position is responsible for managing, assessing, and reviewing all human resources activities including compensation, work environment, associate relations, unemployment, worker's compensation, compliance and interpretation of site and company Human Resources policies and procedures for hotels. The position will serve as a consultant to leadership, management on human resources-related issues. Assesses and anticipates HR- and operations needs and seeks to develop integrated solutions. The incumbent contributes a high level of HR generalist knowledge with a specialization in Associate Relations. The incumbent will generally work with considerable independence ensuring Work Environment programs and processes are effectively implemented to accomplish objectives in alignment with broader business objectives and strategies. The Human Resources Business Partner will support a geographic area across a state(s) and will be expected to travel approximately 20% of the time. Essential Responsibilities: Provides liaison and consulting services to all levels of management and associates, interpreting and defining Human Resources policies and procedures to ensure/enforce compliance for hotels. Develops, plans, and carries out all local policies and procedures relating to all phases of Human Resources. Analyzes and reviews statistical data and reports to identify and determine causes of turnover and retention within the workforce, and develops recommendations/improvements to management, as well as improvements to employment policies, processes and practices. Discover, create, and lead sharing of best practices as well as identify issues or opportunities in the operations and develop solutions. Assists assigned leadership in the planned development and reinforcement of organizational strategies, structure and processes. Works with management to identify current and future weaknesses and strengths; problems and concerns; job satisfaction and productivity. Works with all levels of management on-site to ensure organizational competence and performance management. Advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain and motivate employees. Responsible for documentation and disciplinary action training for managers and employees. Coach and advise management on Work Environment issues. Key escalation point for associate relation issues. (e.g., progressive discipline issues) Participate in resolution of serious grievances surfaced by any site. Assist Vice President of Human Resources in research and preparation on any pending legal action and or third -party lawsuits as needed. Support new hotel and exiting hotel transition activities through the due diligence and integration processes. Reviews adherence to State and Federal Wage and Hour Law/Fair Labor Standards Act and other legal requirements. Remains current on government regulations and legislation in order to manage the associate relations program to ensure/enforce consistent and fair application and compliance. Provides staffing updates, assists in obtaining approvals for hiring exceptions, and provides applicant eligibility and rehire status. Conducts impromptu one-on-one trainings as needed during site visits. Remains current with new labor legislation, court decisions and government regulations in order to keep abreast of legal developments. Assist in administering compensation and recognition programs including bonus and merit. Understand the business and HR's impact on the results. As necessary, maintain OSHA log in accordance with the act, correlate and communicate incident trends, and participate in safety team meetings. Other duties as assigned. Job Requirements: Bachelor's degree in Human Resources, Business Administration, or similar discipline or related experience. Minimum of 5 years' progressive Human Resources leadership experience Demonstrated success in all Human Resources functional areas within a fast-paced, environment is essential. Experience in a multi-unit and/or multi-state environment. Knowledge of FMLA, ADA, EEO, OSHA, COBRA, etc., and an understanding of how state laws differ from federal laws. Experience with FLSA, Title VII issues, and payroll administration Experience as a generalist in all aspects of Human Resources, including Compensation, Unemployment, Worker's Compensation and Compliance, Talent Management and Talent Acquisition, with significant experience in Associate Relations/Work Environment issues. Proven ability to apply excellent written and verbal communication skills. Proven ability to collaborate and resolve issues and influence without position authority. Proven ability to function as a team player who works with a high degree of independence and credibility, and professionalism. Proven ability to quickly build rapport and trust. Proven ability to provide strong coaching and influencing skills. Proven ability to maintain a high degree of confidentiality and integrity in dealing with sensitive information. Develops and maintains effective relationships with a broad group of stakeholders in order to foster trust and influence key decisions. Proficiency with Microsoft Office products, including Word, Excel and PowerPoint. Analyzes and assesses situations to find effective solutions; creative problem solver; engages in fixing the problem; makes decisions using data. Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies and procedures and concurrent complex tasks. Delivers results under difficult conditions and demonstrates balanced judgment under pressure. Possesses strong organizational skills and ability to manage multiple tasks developing and using systems to organize and keep track of information. Ability to be an active learner enhancing professional and business growth through the acquisition of knowledge and experiences; proven ability to challenge organizational norms and accepted thinking to improve effectiveness. Evaluates and remains current of business trends and HR trends to modify strategies. Ability to prepare written reports, correspondence, and presentations to leaders as required. Knowledge of information technology, including hardware and software applications, used in the Human Resources function. Demonstrated ability to seek out and implement process improvements. Achieves results with minimal supervision. Demonstrates self-confidence, energy, and enthusiasm. Understands how to manage in a culturally diverse work environment. Ability to interact with all levels of associates and management. Demonstrate a true hands-on approach as well as the ability to successfully monitor the "pulse" of team members to ensure a high level of engagement. Able to work overtime and/or irregular hours. ADP Workforce Knowledge a plus but not required Now offering Same Day Pay! Company Discounts Programs Medical, Dental, Vision Coverage, Short-Term and Long-Term Disability Income Term Life and AD&D Insurance Company Paid Holidays , Paid Time Off Employee Assistance Program 401k Retirement Plan Sabbatical Leave

**_At Towne Park, it's more than a job, you can make an impact._** A career with us is rewarding in more ways than one. As a hospitality services company, our commitment is to create smiles by delivering exceptional experiences. When you work with us, you have an opportunity to impact the millions of patients, visitors and guests we proudly serve. Whether providing compassionate service that eases the anxiety of a patient and their family, creating a memorable experience for a guest in a new city, or helping a colleague, every day is a new opportunity to brighten someone else's day and make an impact. When we see a customer, a client or one of our own team members smile, we know we made an impact. It's why we do what we do. Towne Park is a place where you can make a difference and create smiles every day. Click here (***************************************************************************************************************** for important notices that may be applicable to you. For more information about our privacy policy, please click here (********************************************************************************************************************** . The Human Resource Manager oversees the human resources function for a designated area(s) of the company's field operations. Responsibilities include training, management coaching/development, employee relations, staffing and HR compliance. **Job Details** ****MUST RESIDE IN TEXAS OR INDIANAPOLIS**** **Compensation:** Towne Park is committed to offering competitive, fair, and commensurate compensation. Actual compensation will be based on a candidate's job-related skills, experience, education or training, and location. The annual base pay range for this position is $90,000.00 - $100,000.00. **Additional Compensation:** Employees may be eligible to receive annual incentive bonuses depending on their job classification and the policy guidelines. **Benefits:** Employees are eligible to enroll in medical, dental, and vision insurance, accident insurance, critical illness insurance, hospital indemnity insurance, and telemedicine benefits. Employees are provided company-paid basic life and AD&D insurance as well as short-term and long-term disability. Employees are also able to enroll in the company's 401k retirement savings plan. **Paid Time Off:** Employees accrue 0.0654 hours of PTO per hour worked up to a maximum of 136 hours per calendar year. Employees receive 6 paid holidays throughout the calendar year and employees accrue up to a maximum of 4 paid floating holidays per calendar year. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms. **Location:** This position sits remotely in our central region. The candidate must be located in Indianapolis or Texas. **ESSENTIAL FUNCTIONS** **Reasonable accommodations may be made to enable individuals with disabilities to perform all functions.** **Descriptive Statement(s)** + The HR Manager partners with HR and Regional Operations leadership teams bringing insight, an objective perspective and expertise to talent issues affecting the business. The HR Manager will play an integral role in enabling a positive associate experience by owning and continuously improving both the operational and strategic people practices. The position supports the business and leadership team with organizational policies, employee-relations issues, and compliance with federal, state, and local laws. + Establishes a positive labor/employee relations environment by advising managers and associates on human resources policies and procedures, identifying and resolving problems, or recommending solutions. + Manages escalations for progressive discipline and ensures managers are properly trained on progressive discipline. Manages compliance with HR policies, Standard Operating Procedures, escalations and approvals. + Completes all required and necessary documents and reports accurately and timely. + Collaborates and networks with colleagues to identify and capitalize on best practices in designated markets. Develops relationships with clients and their Human Resources departments. Establishes market presence to build relationships with the District Managers and Account Managers. Creates and shares talent best practices with leaders across the organization, to ensure proactive development and retention of top performers. + Ensures follow through on all associate concerns/complaints/grievances. Works closely with the HR Sr Director, Legal, Compliance leader and others to conduct timely and compliant internal investigations in response to associate complaints. Ensures that all associate issues are handled in a manner that's consistent with our culture and employment brand. + Establishes appropriate rhythms with each Account Manager and Associate Account Manager to work on their development including those who need a greater degree of individual assistance and coaching. Contributes to the preparation of development indicators and participates in delivery of feedback when necessary. **QUALIFICATIONS** **Education:** + Bachelor's degree in Human Resources or a business-related field and five (5) years of experience in a HR capacity; OR + any similar combination of education and experience. **Required Licensure, Certification, etc.:** + PHR/SPHR certification preferred **Work Experience:** + 5 or more years of broad HR experience with specialized knowledge in employee relations, coaching, compliance, and change management **Knowledge:** + Fundamental knowledge of the principles, practices, and procedures of Human Resources Management. + Working knowledge of HR compliance initiatives and federal and state employment laws **Skills:** + Highly organized, flexible, and able to prioritize and work under pressure of managing multiple projects at the same time + Collaborative team player with a strong drive to create positive change through focus on the associate experience + Strong leadership and interpersonal skills with the ability to communicate at all levels of the organization + Proficient in HRIS (Workday preferred) and Microsoft Office Suite + Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action. + Superior written and verbal communication skills to effectively address all levels within the organization. + Ability to exercise considerable judgment and discretion in dealing with matters of significance for the company. + Ability to represent the company effectively in a variety of settings with a demonstrated understanding and appreciation for diverse cultures. + Strong ability to provide support and build relationships in a "virtual office" environment. **SCOPE** **Authority to Act:** + Performs duties independently with minimal supervision, operating from specific and definite directions and instructions. Decisions are of a routine nature made within prescribed operating guidelines, policies and procedures. Mistakes/errors may result in work stoppage, loss of business, poor customer relations and/or damage to product, all of which can have negative financial implications for the organization. **Budget Responsibility:** + The associate has control over resources available only. **WORKING CONDITIONS & PHYSICAL DEMANDS** _The working conditions and physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions._ **Physical Requirements** While performing the duties of this job, the associate is regularly required to talk or hear. The associate frequently is required to sit or stand for extended periods of time and may be required to run; walk; handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. **Lifting Requirements** Exerting up to 25 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or greater than 10 pounds of force constantly to move objects. **Working Environment** The majority of work will be performed in climate-controlled environment, but may be exposed to inclement weather and varying degrees of temperatures on occasion. **Travel** Travel of up to 30% may be required. Towne Park is an Equal Opportunity Employer (EOE). Towne Park provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Steeped in rich history and surrounded by the most iconic institutions of our nation, The Hay-Adams is the downtown Washington, D.C. hotel for discerning guests. Enveloped by views of the White House, St. John's Church, and the scenic Lafayette Park, the 5-star accommodations at The Hay-Adams are the embodiment of refined residence. Marked by Washington, D.C.'s most accommodating amenities and dedicated services, The Hay-Adams is the boutique hotel of choice for the modern luxury traveler. The Hay-Adams offers an exceptional guest experience that goes beyond a good night's sleep. Do you have a passion for hospitality? We are currently seeking a phenomenal leader to become our Director of Human Resources for The Hay-Adams! With 5-star accommodations, including 124 refined guest rooms and 21 deluxe suites, The Hay-Adams is a luxury Downtown DC hotel unlike any other. The ideal candidate will possess an unmatched dedication to making a difference for our internal guests and our team members. As the Director of Human Resources, you will be responsible for completing the following responsibilities while displaying a high degree of business acumen, analytical capability and an ability to adapt to continuous change. You will develop strategies to attract and retain top talent that will exceed our guest expectations and support B. F. Saul Company Hospitality Group's One Team philosophy. If you enjoy being an integral member of a cohesive team, have a winning personality, and a strong HR professional background, this opportunity was created with you in mind. B. F. Saul Company Hospitality Group invites you to take your career to the next level! As a leading Owner and Management Company in the Hospitality Industry, our commitment to our team is in our “One Team!” values. Our integrated approach in obtaining top talent ensures key players who are committed to their professional and personal development represent our hotels, have a sound understanding of the industry, and possess significant attributes to enhance our culture. Joining our team says you are committed to guest satisfaction and promise to uphold the highest level of integrity.Responsibilities: Develop, maintain and coordinate hotel training programs that provide for specific skills training and management/supervisory development for a high-end luxury hotel, including anti-harassment and anti-discrimination training. Direct and coordinate human resources activities to hire, train, develop, empower, coach, and counsel. Direct the administration of performance appraisals in all departments. Maintain hotel's human resources information system so as to provide accurate service professional records that comply with all applicable federal, state and local laws. Monitor hotel's compliance with all applicable federal, state and local laws. Manage and administer all health insurance and benefits plans, working closing with our VP of Human Resources. Maintain working knowledge and remain up to date on law changes and regulations relating to PPACA, ADA, FMLA, OSHA, COBRA, DOL, HIPPA, and ERISA. Oversee and investigate all employee relations and labor-related matters as they relate to federal, state and local employment and civil rights laws, including, but not limited to, Title VII, ADA, ADEA, FMLA, FLSA, Equal Pay Act, Pregnancy Discrimination Act, workers' compensation and comparable state and local laws, and general human and civil rights. Maintain and administer employment, wage and salary, benefit, OSHA, ERISA, ADA and incentive programs (where applicable). Participate in the budget process as it relates to staffing, productivity, benefit costs, and employee relations costs. Provide guidelines, direction and support in the administration of the disciplinary process. Maintains relationship with area hotels and conducts regular wage surveys to ensure competitive wages. Works with B. F. Saul Company Hospitality Group's HR/Payroll department to ensure timely processing of team member increases. Monitors and administers compensation/benefits for both hourly and salaried team members. Manages the recruitment and retention process for the property for both hourly and salaried team members. Ensures fair hiring practices including consistent completion of all new-hire paperwork. Implements and maintains recognition programs that reward and motivate team members, and plays key role in administering and following up with Team Member Satisfaction Survey. Conduct team member investigations and maintain confidentiality. Provides leadership support in maintaining union free status. Responsible for ensuring fair and consistent application of federal, state and local laws. Plays a key role in ensuring effective team member relations, and serves as a resource for performance management with hourly and salaried team members. Manages expenses to exceed company/hotel profitability. Assists department managers in effectively managing labor costs through efficient use of Kronos and UltiPro. Follows B. F. Saul Company Hospitality Group procurement guidelines and applies good business judgment. Assists in identifying cost strategies between departments/hotels to capitalize on efficiencies. Analyzes quality issues, identifies training needs and ensures implementation to improve results. Assists in the administration and delivery of all training and development programs. Utilizes available resources and adheres to B. F. Saul Company Hospitality Group training policies. Manages the workers' compensation program and assists in providing a clean and safe work environment. Responsible for effective self/workload management. Demonstrates clear communication. Promotes collaboration and positive, professional work environment. Adheres to B. F. Saul Company Hospitality Group Standard Operating Procedures. Required Skills and Experience: Bachelor's Degree required along with three to five years of Human Resource Director experience and two years at the luxury level. Hospitality experience required. Certificates/Licenses: SHRM-CP, SHRM-SCP, PHR or SPHR preferred. Union experience required** Must be able to speak, read, write and understand the primary language(s) used in the workplace. Bilingual preferred. Must be able to read and write to facilitate the communication process. Requires good communication skills, both verbal and written. Most tasks are performed independently or in a team environment with the employee acting as a team leader. There is minimal direct supervision. Must possess basic computational ability. Ability to access, input, analyze and retrieve information from computers. Knowledge of computer accounting programs, math skills as well as budgetary analysis capabilities required. Thorough knowledge of federal, state and local laws governing equal employment opportunity and civil rights, occupational safety and health, workers' compensation, wage and hour issues, and labor relations, including, but not limited to the following statutes and their state and local analogues (where applicable): Title VII, ADEA, Equal Pay Act, Pregnancy Discrimination Act, FLSA, ADA, OSHA, FMLA, ERISA, and NLRA. Thorough knowledge of wage and salary, employment and benefits administration and payroll. Strong preference for experience in a hospitality or service industry. Physical Requirements: Ability to lift, push, and pull up to 20 pounds on an occasional basis. The Hay-Adams is proud to be an equal opportunity workplace dedicated to pursuing and hiring diverse professionals. Equal Opportunity Employer/Veterans/Disabled

In conjunction with the Director, the Human Resources Manager is responsible for the day to day administration of the Human Resources function while complying with all Federal, State and local laws by performing the following duties: ESSENTIAL DUTIES & RESPONSIBILITIES Manages the club's workforce programs; assists in the implementation and development of applicable policies and procedures; processes various labor reports and coordinates software applications to generate required information. Processes candidates and follows through the entire hiring process. Develops and places recruitment ads for all exempt and non-exempt staff; plans recruitment strategies; screens applicants and makes hiring recommendations. Explores recruitment and selection processes with others in the industry and recommends new strategies to the Director as appropriate. Conducts and reviews wage and benefit surveys; researches employee benefits enhancements. Coordinates and oversees all employee record-keeping functions including PTO requests and verifying accuracy through the payroll process. Runs and analyzes various employment-related reports, building and customizing reports using Excel, ADP and other apps and software to provide HR Director with real-time data and analytics. Extensive use of Excel utilizing basic functions and reporting will be required in this role. Continually reviews and assists in updating the employee handbook, s and employment related policies; assists in the management of the club's progressive discipline program. Administers the club's group insurance, unemployment, 401k plan, and related benefits programs and communicates benefits information to staff. Coordinates open enrollment meetings. Oversees HR Coordinator activities along with Director to ensure processes are followed and deadlines are met. Manages the employee evaluation program. Works with the management team and the HR Director to ensure completeness and fairness of the process on an annual basis. Keeps current with ever-changing laws and regulations relating to employees; assures compliance with these laws and regulations. Maintains a fair and consistent progressive discipline process, participating as required. Counsels and advises on team member issues, and escalates to HR Director as appropriate. Provides general property orientation for new employees; assists in the development and implementation of within-department orientation and training programs. Responsible for the administration of H2B program including legal filings, interviews, offer letters, transportation, onboarding, outings and relationships throughout the season. Develops forecasts of short and long term staffing needs in collaboration with the HR Director. Conducts investigations of reported conduct as needed to ensure a healthy, non-hostile workplace for all employees. Assists Director with employee recognition and retention programs including OGO, Employee of the Year, length of service, suggestions, employee referrals, etc. Organizes employee activities such as the holiday and summer parties, employee golf outing, management retreat and/or dinners, employee recognition functions and other outings and employee engagement as appropriate. Coordinates with the Communication Department to produce the monthly employee newsletter and employee posters in the Employee Lounge. Collaborates with HR Director to prepare and adhere to departmental budget. Process work-related injury claims to ensure integrity, on-going case management and reporting compliance including the OSHA 200 Log. Works with the Club's Safety Coordinator to ensure a safe workplace while sitting in on quarterly meetings of the committee. Manages the Drug Free Work Place Program under Director guidance and applicable laws. Participate in annual 401k audit. Provides all requested files and documents. Works with auditors while on site. Conducts and/or reviews exit interviews, charting trends and developing strategies as appropriate. Performs special projects as assigned by the Director of Human Resources or General Manager. Education / Experience Degree or Certification in Human Resources required Minimum of 5 years related experience in an HR supervisory role, preferably in a private club, hotel or resort setting PHR/SPHR certification preferred Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Complete knowledge of applicable Federal, State and local employment laws Experience with immigration visas desirable Proficient in Microsoft Word, Excel and Power Point Knowledge of HRIS systems required, ADP Workforce Now strong preference Membership in SHRM required Physical Requirements (The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.) Must be able to sit for extended periods Regularly required to use hands to type, reach, feel and handle. Repetitive motion required. Normal hearing range required Specific vision abilities required by this job include close vision Exposure to different temperatures of heat or cold, smells and sounds Must be able to lift and move up to 25 lbs. Language Skills: Ability to read, analyze and interpret general business periodicals, manuals, technical procedures or governmental regulations. Ability to write reports, business correspondence, procedures, employee manuals and job descriptions. Ability to effectively present information and respond to questions from managers and employees. Mathematical Skills: Ability to add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions and decimals. Ability to compute rate, ratio and percent. Ability to apply mathematical concepts to invoicing, billing reconciliations, and analyze large data sets. Extensive use of Excel will be required in this role. Reasoning Ability: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to understand, interpret and follow a variety of instructions furnished in written, oral, diagram or schedule form.

Blackstone is the world's largest alternative asset manager. We seek to create positive economic impact and long-term value for our investors, the companies we invest in, and the communities in which we work. We do this by using extraordinary people and flexible capital to help companies solve problems. Our $1.1 trillion in assets under management include investment vehicles focused on private equity, real estate, public debt and equity, infrastructure, life sciences, growth equity, opportunistic, non-investment grade credit, real assets and secondary funds, all on a global basis. Further information is available at ******************* Follow @blackstone on LinkedIn, X, and Instagram. Responsibilities: The HR Operations team member will play a critical role in managing the full employee and contingent worker lifecycle events for Blackstone's North American workforce, including pre-employment verifications, onboarding, transfers, job changes and offboarding. This position ensures that all employee transactions are executed accurately, efficiently, and in compliance with applicable federal, state, and local employment laws. The team member will serve as a key liaison between HR Business Partners, Payroll, technology teams, and other stakeholders, driving process improvements, maintaining accurate employee records, and supporting the delivery of a consistent and compliant employee experience. Specific Responsibilities Include: Oversee the hiring and onboarding communications workflow for North American workforce hires, coordinating with hiring managers, technology, corporate services, and other stakeholders to ensure timely new hire provisioning and delivery of internal new hire communications. Serve as a key point of contact for HR-Help inquiries from employees related to onboarding, system updates, and HR policies. Provide transactional support for all employee lifecycle events in Workday. Conduct pre-employment verifications for North American workforce candidates in compliance with organizational standards, ensuring candidate eligibility. Act as a liaison between candidates and recruiters throughout the pre-employment verification process. Manage and coordinate offboarding processes for all employee types, ensuring timely completion of exit documentation and compliance with federal, state and local employment regulations. Partner with HR Technology and other key stakeholders to streamline and improve lifecycle transaction workflows for efficiency, accuracy, and compliance. Participate in design and testing sessions as needed for Workday and Service Now enhancements and new module rollouts. Collaborate with HR Data Analytics to provide, create, and enhance existing reporting. As a member of the HR team, work across HR-SIG functional areas to continue to refine and improve other HR processes as needed. Provide project management or support for ad hoc projects as assigned. Compliance & Governance Responsibilities: Maintain a thorough understanding of applicable federal, state, and local employment laws and regulations. Collaborate with HR leadership to review, update, and implement policies and procedures in alignment with evolving compliance requirements. Maintain accurate and compliant employee records in accordance with retention requirements. Contingent Workforce Management Responsibilities: Oversee onboarding, extensions, and offboarding of contingent workers, including contractors, and temporary staff. Coordinate with staffing agencies and vendors to ensure accurate documentation, compliance with contractual terms, and adherence to federal and state labor regulations. Track and manage contingent worker assignments, ensuring timely renewals or terminations in alignment with business needs and compliance requirements. Maintain accurate records of contingent workforce activity in Workday and other HR systems. Partner with business leaders to forecast contingent staffing needs and ensure alignment with workforce planning strategies. Qualifications and Experience: Bachelor's degree in Human Resources, Business Administration, or related field preferred. 3+ years of experience in HR Operations, HR administration, or a related role, preferably within Financial Services. Strong knowledge of federal, state, and local employment laws and regulations, with proven experience applying compliance requirements to HR processes. Hands-on experience managing the full employee lifecycle. Proficiency with Workday and HR Service Now. Experience coordinating pre-employment verification processes. Strong organizational skills; effectively manages multiple priorities and meets deadlines. Excellent attention to detail and commitment to data accuracy. Effective communication and interpersonal skills; effectivelypartners across teams and builds strong working relationships. Problem-solving mindset with a focus on process improvement and operational efficiency. The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion. Expected annual base salary range: $100,000 - $120,000 Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables. Additional compensation: Base salary does not include other forms of compensation or benefits offered in connection with the advertised role. Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy. If you need a reasonable accommodation to complete your application, please email Human Resources at *************************************. Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following: Attending client meetings where you are discussing Blackstone products and/or and client questions; Marketing Blackstone funds to new or existing clients; Supervising or training securities licensed employees; Structuring or creating Blackstone funds/products; and Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials. Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions. To submit your application please complete the form below. Fields marked with a red asterisk * must be completed to be considered for employment (although some can be answered "prefer not to say"). Failure to provide this information may compromise the follow-up of your application. When you have finished click Submit at the bottom of this form.

Hiring Company: Delicatessen Services Co., LLCOverview:Reporting to the Director of Human Resources, the Human Resources Business Partner (HRBP) leads Human Resources practices and objectives for the manufacturing facility. The HRBP fosters an employee-centric culture that emphasizes quality, productivity, and goal attainment; and is accountable for ongoing talent acquisition and development initiatives. In partnership with Operational Management and HR team, the HRBP manages the implementation of people-related services, policies, and programs and provides expert subject-matter coaching and advisement to managers.Job Description: Responsibilities: Oversee and/or be involved in the recruitment and hiring process of all open positions Be actively involved in community relations projects Provides guidance to employees and managers with regard to employment policies and regulations. Supervise staff of HR professionals consisting of Coordinators and Technicians in new hire orientation, training and HRIS database management. Qualifications: Bachelor's degree in Human Resources, Business, or Management, or broad specialized knowledge equivalent to such degree. Seven (7) to ten (10) years experience in a Human Resources function, with a minimum of five (5) in a supervisory role. Excellent oral and written communication skills. Thorough knowledge of HR related laws; FMLA, COBRA, EEOC, ADA, etc. Proficient in all MS Office applications. Excellent time management and organizational skills. Previous experience using integrated payroll and HRIS applications. Ability to present information and communicate effectively with all levels of management. Bi-lingual (English/Spanish) a plus. Location:Forrest City, ARTime Type:Full time Department:Human Resources

Hiring Company: Boar's Head Provisions Co., Inc.Overview:Boar's Head Brand is seeking a Sr. Human Resources Generalist to join the HR team in Forrest City, Arkansas. You will report directly to the plant Human Resources Business Partner and be a leader in setting and implementing the process for this team. Your responsibilities include programs that support our ongoing commitment to our employees to include: • Support of employee relations programs. • Resolution of employee issues to ensure a fair and harmonious work environment. • Implementation of front-line communication programs. • Recruiting and onboarding of new associates. • Ensuring that all company policies are fairly administered and adhered to in accordance with employment law.Job Description:Responsibilities: Interviews employees and discusses personnel, human relations, and work-related problems that adversely affect morale, health, and productivity. Evaluates and resolves human relations, labor relations, and work-related problems and meets with management to determine appropriate action. Monitors and implements measures that decrease workplace dissatisfaction and improve overall employee morale. Maintains strong employee and community relations. Investigates issues such as employee appeals and grievances. Performs daily plant walk-through, reviews corrective actions, meets with the management team to set direction, and solves issues when appropriate. Makes certain employees' voice is heard and understood by the management team. Ensures mutual respect and diversity efforts are properly implemented. Ensures fairness and consistency of all company policies and corrective actions. Follows best practices in recruiting and candidate experience to attract the most qualified candidates to Boar's Head. Qualifications: Bachelor's degree in Human Resources, Business, or Management, or broad specialized knowledge equivalent to such degree. Five (5) to ten (10) years of experience in a Human Resources related role. Excellent oral and written communication skills. Strong consultative, analytical, and problem-solving skills. Proficient in all MS Office applications. Excellent time management and organizational skills. Ability to present information and communicate effectively with all levels of management Location:Forrest City, ARTime Type:Full time Department:Human Resources

Hiring Company: Delicatessen Services Co., LLCOverview:Boar's Head Brand is seeking a skilled and dynamic Human Resource Information System (HRIS) Manager to join our team. This pivotal role is responsible for supporting and maintaining our HR systems, ensuring the accuracy and efficiency of business processes and workflows. The HRIS Manager will drive the functionality and effectiveness of our HR systems, including compensation programs, performance reviews, benefits administration, payroll, and reporting efforts. This role emphasizes data analysis and the development of critical reports and dashboards for the organization. Additionally, the HRIS Manager will address employee issues, support communication programs, enhance organizational effectiveness, and assist in employee relations training programs and initiatives.Job Description: Essential Functions Oversee and maintain the optimal function of Boar's Head's internal HR information systems, including database management, network support, installation, customization, development, maintenance, and upgrades of applications, systems, and modules. Ensure the accuracy and security of internal database files, tables, codes, and backup files. Install, implement, modify, and upgrade software and applications to meet evolving business and technology needs. Provide technical support, troubleshooting, and guidance to HR employees and conduct training as needed. Work closely with executive leadership and HR staff to identify and implement improvements and enhancements to existing information services and databases. Manage permissions, access, personalization, and system settings for HR services users. Support content publishing across employee communication channels, including email, digital signage, intranet, and emergency mobile notifications. Provide support, training, and documentation of employee communications software to local reporters across all locations. Program custom functions and documentation such as automated queries, filters, macros, and reports. Compile and assist with complex data reports, summaries, and logs requested by senior executives and HR staff. Serve as a lead representative and liaison between HR, Information Services, external vendors, and other stakeholders for HR database design and implementation projects. Ensure system compliance with data security and privacy requirements. Maintain knowledge of trends and developments in data management and security, HR technology, and HR systems applications. Handle HR reporting requests and develop dashboards for key metrics. Qualifications: **This position sits onsite at our corporate office in Sarasota, FL. This is not a remote of hybrid position** Education: Bachelor's degree in Human Resources, Business, Management, or a related field, or equivalent experience. Experience: 5-7 years of HR experience or HR Systems experience. Skills: Excellent interpersonal and organizational skills with attention to detail and the ability to provide technical support to users. Strong analytical and problem-solving skills to identify system improvements and efficiencies. HR Policy Knowledge: Familiarity with human resources policies and procedures to ensure the HRIS meets organizational needs. System Design Expertise: Thorough understanding of functional analysis and system design, with a deep technical understanding of at least one commercial HRIS product and Microsoft Office Suite. Professional Integrity: Ability to act with integrity, professionalism, and maintain confidentiality. Location:Sarasota, FLTime Type:Full time Department:Human Resources

Benefits of Working at Nisqually Red Wind Casino Include: FREE Medical/Dental/Vision (Spouse and dependent coverage is also available at low rates and reasonable deductibles) FREE Short-Term Disability, Life and Accident Insurance FREE Meals FREE gaming license renewals 3X Life Insurance Coverage Up To $500,000 Relocation Fees Negotiable Paid Time Off & Floating Holidays 401(K) Retirement Program Tuition Reimbursement Health & Wellbeing Reimbursement Team Member Assistance Program (The Team Member Assistance Program (EAP) provides our team members and their eligible dependents with confidential access to short-term, professional counseling and legal services at no additional cost.) Team Member Awards and Incentives Flex spending and Dependent care spending Periodic Team Member contests and giveaways Team Member dining and gift shop discounts POSITION OBJECTIVE: Oversee HR operations, ensuring prompt, courteous, and professional service to all guests. Our Mission: To enhance continued economic viability and quality of life for the Nisqually Indian Tribe, our Team Members, and the neighboring communities. Our Vision: Creating incredible experiences. Our Core Values: Integrity, Communication, Accountability, Respect, Teamwork JOB SUMMARY: Oversee all HR functions: organizational structure, employment, database maintenance, benefits, relations, training, policy development, and workplace culture. Set standards for professionalism, ethics, and integrity. Promote a positive environment encouraging teamwork and personal development. Prevent liability and litigation using knowledge of employment practices and law. Provide technical assistance in employment, evaluation, training, wages, benefits, and labor relations. Supervise HR Team Members and manage the HR budget. Assist in developing and achieving strategic goals. Requirements QUALIFICATIONS Required skills and knowledge: 4-Year degree in HR Management in a related field with HR concentration or in an equivalent position and training. HR Certification/Accreditation. 5 years of HR management experience, including 1 year at the Executive HR Director level. Knowledge of employment laws, benefits, salary structures, management development, and Team Member relations. Strong leadership, business acumen, and guest service skills. Experience in strategic planning and budget management. Excellent communication, strategic thinking, problem-solving, and interpersonal skills. Ability to work with senior leadership, regulators, and the board of directors. Intermediate computer skills, including HRIS systems. Organizational abilities and a guest service mindset. Adaptability to an Indian Gaming environment. Ability to work in a team, solve problems, take initiative, and adapt to change. Positive attitude, decision-making skills, and ability to meet deadlines. Ability to work all shifts, including nights, weekends, and holidays. Ability to work independently and keep current with new technologies. Pass NRWC pre-employment testing and obtain a Class III Gaming License. PREFERRED REQUIREMENTS: Experience in Tribal Gaming. Certification in Red Wind's “Service First “Program. 3 years as Executive Director of HR. Master's Degree or higher in Human Resource or related field. Experience with Tribal HR Law. PHYSICAL REQUIREMENTS: Ability to bend, reach, push, pull, squat and lift up to 25 pounds. Ability to sit, stand or walk for extended lengths of time. Manual and finger dexterity for operation of personal computer and routine paperwork. Ability to tolerate a noisy, smoke-filled environment. ESSENTIAL FUNCTIONS OF THE JOB: Oversee HR policies, practices, and activities. Ensure compliance with legal requirements and regulations. Respond to policy and program inquiries. Develop and maintain communication programs/processes. Conduct research to identify best practices and trends. Forecast staffing needs and oversee recruiting. Create new policies and procedures. Complete annual salary surveys and oversee Wage Committee. Develop and maintain job descriptions. Design and facilitate HRIS systems, database and HR business analytics. Ensure compliance and maintenance of personnel records. Oversee training and development programs. Conduct investigations into harassment and other complaints. Advise Executive Team on HR management issues. Select and manage Team Member benefit providers. Function as labor relations manager. Review onboarding and exit interviews to improve retention. Oversee onboarding programs, evaluation system and retention efforts. Ensure compliance with grievance procedures, drug and alcohol policy, and other regulations. Contribute to succession planning and tribal training. Serve on committees and prepare reports. Perform other duties as assigned. NATIVE AMERICAN HIRING PREFERENCE Rev. 12.08.2025

WHAT'S IN IT FOR YOU Competitive salary starting at 167,810.93 - DOE with discretionary performance bonuses 2x a year! Fully paid medical, prescription drug, dental, and vision coverage for you and competitive premiums for your dependents. Complimentary meals and covered team member parking. Employer-paid life insurance, long-term disability, and accidental death and dismemberment coverage. Flexible Spending Account options for health care expenses. Company-paid gaming licenses (Class A & Class B) Variety of additional voluntary benefits and retirement plans. GET TO KNOW THE ROLE The Director of Human Resources (HR) is a key leadership role responsible for developing, interpreting, and implementing personnel policies, procedures, and administrative regulations. This position requires expertise in HR management practices, employment law, and regulatory compliance. The Director of HR provides strategic guidance to senior management, oversees benefits administration, classification, and compensation studies, HR information systems, and recruitment processes, ensuring alignment with legal requirements and organizational goals. Previous professional experience in Gaming and/or Tribal settings is essential. WHAT YOU'LL DO Practice, support and promote the Mission, Vision and Values of Muckleshoot Casino. Develop, write, and interpret personnel policies, procedures, and administrative regulations. Respond to inquiries and recommend resolutions for HR issues, complaints, and legal actions. Identify and ensure compliance with legal requirements and regulations. Represent the organization at personnel-related hearings and investigations. Provide advice and counsel to the HR Director and senior management on HR management practices, emerging issues, and changes in employment law. Assist in resolving disciplinary issues and team member complaints in conjunction with Team Member Relations. Supervise the administration of team member insurance and benefits programs in conjunction with the Benefits team. Partner with the Talent Acquisition manager to assess optimum staffing levels and maintain designated levels using effective employment and recruiting practices. Ensure comprehensive distribution of information to team members and monitor implementation dates and timelines. Assure assigned areas of responsibility are performed within budget. Monitor revenues and expenditures, ensuring sound fiscal control and efficient use of resources. Oversee classification and compensation studies and analysis. Ensure all HR programs comply with applicable federal, tribal, and regulatory laws and/or regulations. Oversee team member services, ensuring prompt and courteous service. Identify opportunities for streamlining processes and improving HR services. Maintain the privacy, confidentiality, and integrity of organizational and team member information in compliance with policies and regulations. Create, maintain and facilitate a positive work environment. Smile and engage Guests and Team Members with a positive professional demeanor. Performs other job duties as assigned. WHAT YOU'LL BRING Bachelor's degree in human resources, Public or Business Administration, Employment Law, Psychology or a closely related field required. Experience may be accepted in lieu of education requirement. Seven (7) years' of proven leadership experience in Human Resources, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. PHR/SPHR or SHRM-CP/SP preferred. Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL Thorough knowledge of the principles and practices of Human Resource Management. Knowledge of modern principles of management theory and best practices. Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. Experience with Human Resource Information Systems (HRIS). Experience with Team Member relations and guiding Managers in policies, procedures and processes. Knowledge of organizational structures, strategic staffing principles, workflow analysis, and streamlining. Knowledge of organizational behavior, development of skills, and career development. Knowledge in developing Training & Development strategies for advancing the Casino and team members. Ability to communicate effectively verbally and in writing. Strong interpersonal, conceptual, analytical, project management and communication skills coupled with creativity in approach. Strong data management skills, with demonstrated high-level data analysis and reporting skills. Ability to read, analyze and interpret policies, contracts, and financial reports. Knowledge and understanding of pertinent federal and state regulations and filing and compliance requirements affecting team member benefits programs including COBRA, ERISA, HIPAA, FMLA, and IRS codes. Ability to establish and maintain effective working relationships. Ability to work with and maintain confidential materials and information.

WHAT'S IN IT FOR YOU * Competitive salary starting at 167,810.93 - DOE with discretionary performance bonuses 2x a year! * Fully paid medical, prescription drug, dental, and vision coverage for you and competitive premiums for your dependents. * Complimentary meals and covered team member parking. * Employer-paid life insurance, long-term disability, and accidental death and dismemberment coverage. Flexible Spending Account options for health care expenses. * Company-paid gaming licenses (Class A & Class B) * Variety of additional voluntary benefits and retirement plans. GET TO KNOW THE ROLE The Director of Human Resources (HR) is a key leadership role responsible for developing, interpreting, and implementing personnel policies, procedures, and administrative regulations. This position requires expertise in HR management practices, employment law, and regulatory compliance. The Director of HR provides strategic guidance to senior management, oversees benefits administration, classification, and compensation studies, HR information systems, and recruitment processes, ensuring alignment with legal requirements and organizational goals. Previous professional experience in Gaming and/or Tribal settings is essential. WHAT YOU'LL DO * Practice, support, and promote the Mission, Vision, and Values of Muckleshoot Casino Resorts. * Develop, write, and interpret personnel policies, procedures, and administrative regulations. * Respond to inquiries and recommend resolutions for HR issues, complaints, and legal actions. * Identify and ensure compliance with legal requirements and regulations. * Represent the organization at personnel-related hearings and investigations. * Provide advice and counsel to the HR Director and senior management on HR management practices, emerging issues, and changes in employment law. * Assist in resolving disciplinary issues and team member complaints in conjunction with Team Member Relations. * Supervise the administration of team member insurance and benefits programs in conjunction with the Benefits team. * Partner with the Talent Acquisition manager to assess optimum staffing levels and maintain designated levels using effective employment and recruiting practices. * Ensure comprehensive distribution of information to team members and monitor implementation dates and timelines. * Assure assigned areas of responsibility are performed within budget. * Monitor revenues and expenditures, ensuring sound fiscal control and efficient use of resources. * Oversee classification and compensation studies and analysis. * Ensure all HR programs comply with applicable federal, tribal, and regulatory laws and/or regulations. * Oversee team member services, ensuring prompt and courteous service. * Identify opportunities for streamlining processes and improving HR services. * Maintain the privacy, confidentiality, and integrity of organizational and team member information in compliance with policies and regulations. * Create, maintain and facilitate a positive work environment. * Smile and engage Guests and Team Members with a positive professional demeanor. * Performs other job duties as assigned. WHAT YOU'LL BRING * Bachelor's degree in human resources, Public or Business Administration, Employment Law, Psychology or a closely related field required. Experience may be accepted in lieu of education requirement. * Seven (7) years' of proven leadership experience in Human Resources, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. * PHR/SPHR or SHRM-CP/SP preferred. * Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL * Thorough knowledge of the principles and practices of Human Resource Management. * Knowledge of modern principles of management theory and best practices. * Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. * Experience with Human Resource Information Systems (HRIS). * Experience with Team Member relations and guiding Managers in policies, procedures and processes. * Knowledge of organizational structures, strategic staffing principles, workflow analysis, and streamlining. * Knowledge of organizational behavior, development of skills, and career development. * Knowledge in developing Training & Development strategies for advancing the Casino and team members. * Ability to communicate effectively verbally and in writing. * Strong interpersonal, conceptual, analytical, project management and communication skills coupled with creativity in approach. * Strong data management skills, with demonstrated high-level data analysis and reporting skills. * Ability to read, analyze and interpret policies, contracts, and financial reports. * Knowledge and understanding of pertinent federal and state regulations and filing and compliance requirements affecting team member benefits programs including COBRA, ERISA, HIPAA, FMLA, and IRS codes. * Ability to establish and maintain effective working relationships. * Ability to work with and maintain confidential materials and information.