HR Director

WAGE RANGE: $90K-$150K
OPEN UNTIL FILLED: 1ST PULL DATE, FEBRUARY 27, 2026

JOB SUMMARY

Responsible for all functions of the Human Resources department, including policies and procedures, recruitment, employment practices, personnel files, benefit plans, worker compensation, training and development, employee relations, database administration, and compliance with applicable laws, regulations, codes, and policies. The Director promotes policies and practices that protect the interests and assets of WRC and the CTUIR.

ESSENTIAL JOB FUNCTIONS:

1. Ensures customer satisfaction through prompt, efficient, and friendly service.
2. Develops, oversees, and monitors all functions of Human Resources, ensuring that operations and functions support the goals of the organization.
3. Serve as a strategic advisor to the CEO/Executive team.
4. Supervises and directs subordinate staff in job duties and assignments, providing training, support tools, feedback, and guidance in areas of employment laws and practices, benefits, safety, training, employee relations, guest service, and organizational skills and practices.
5. Leads participation and development of a tribal member workforce. Oversees the administration of the PRIDE program.
6. Drive culture, engagement, and change management initiatives.
7. Provides supervisory functions, including scheduling, leave approval, performance appraisals, performance counseling, employee development, and service standards for subordinate staff.
8. Administers the Employee Handbook, providing guidance, training, and clarification on its use. Facilitates the revision process every three years, or as needed, soliciting employee/management/legal comments and BOT approval.
9. Serves on the Tribal Benefit committee in designing benefit plans, soliciting bids and costs control measures for group medical plans, worker compensation, 401(k) retirement plan, and voluntary products offered. Coordinates WRC costs and actions with the CFO or designee and CEO.
10. Develops forms and/or written plans and procedures for implementing resort policies, practices, and programs.
11. Communicates HR issues and concerns with departments, providing guidance/recommendations appropriately including employee grievances, counseling, policy clarification, exit interviews, investigative findings, etc.
12. Develops and administers department budget and expenditures, adhering to fiscal management policy.
13. Develops and implements strategic planning and department goals, in coordination with resort plans/goals and communicates them to departments.
14. Assists with staffing allocations and salary ranges for WRC’s annual budget planning process.
15. Oversee labor cost forecasting, including wages, benefits, overtime, and incentive programs.
16. Serves as the Administrator of the HR database system and monitors users, system operations, and costs in coordination with the MIS Director.
17. Monitors personnel, benefits, leave records, and employee files for compliance and records management.
18. Stays current on all applicable employment laws, and revise policies as needed.
19. Consistently evaluate the company’s training programs to ensure they meet the needs of a dynamic workforce, with a focus on targeted team training, customer service excellence, product knowledge, and leadership development.
20. Creates strong communication and effective bonds with all levels of employees to provide human resource expertise. Must be able to effectively communicate with executive team members, department Directors/Managers, Supervisors, employees, BOT, CTUIR community, and the public.
21. Continually monitors resort policies and practices, researching methods to improve productivity/performance, including salary surveys, organizational charts, position descriptions, benefit plans, incentive proposals, workplace satisfaction surveys, etc., and communicating results and action plans.
22. Facilitates employee grievances, ensuring due process and resolution.
23. Administers the salary structure for WRC, ensuring wages are comparable and competitive.
24. Analyze turnover, workers’ compensation, leave usage, and benefits trends to identify cost-saving and risk-reduction opportunities.
25. Consistent evaluation of the company’s recruitment program to include continued relationship building with community resources and temp agencies, and monitoring of best practices regarding recruitment strategy.
26. Promotes guest service at all times, facilitating open communication and employee advocacy.
27. Oversees and directs events to improve employee morale and promotes company culture including Annual Banquet, Bonus processes, EOM program, employee evaluations and rate adjustments, etc.
28. Facilitates a working relationship between the Gaming Commission office and HR staff on employee licensing issues/functions.
29. Ability to balance regulatory compliance with cultural respect and business priorities.
30. Monitors, manages, reports, and analyzes Unemployment claims and costs.
31. Participates in the CTUIR HR Consortium, representing WRC.
32. Generates reports as needed or requested, on employee demographics, labor costs, turnover, new hires, drug testing, ethnicity, training, etc., for resort management or the BOT.
33. Administers the employee benefits budget account, including resort training, benefit plan payments, employee relations, educational reimbursement, etc.
34. Promotes effective communication with supervisors, co-workers, and subordinates through regular staff meetings, co-worker/management/supervisor team meetings, and other forms of communication.
35. Participates and attends designated meetings, training, activities, etc., as directed.
36. Participates in management staff meetings and General Council or BOT work sessions as needed.
37. Other related duties as assigned or directed.

PROMOTES WRC QUALITY SERVICE STANDARDS:

SAFETY: Ensuring a safe experience by protecting the welfare of all.

INTEGRITY: Expecting personal accountability at every level.

COURTESY: Creating an exceptional customer service experience for everyone.

TEAM: Functioning together to create a cooperative and positive experience.

SHOW: Providing flawless experience –a clean and cared-for resort.

SUPERVISORY AUTHORITY:

1. Supervise Employment and Training Managers, Tribal Employment and Benefits Specialists, and HR Generalist HRIS.

SIGNATORY ABILITY:

1. Personnel forms/actions.
2. Budget expenditures within established guidelines.
3. Comp authority.

ACCESS TO SENSITIVE AREAS:

1. Personnel files.
2. HRIS system.

MINIMUM QUALIFICATIONS:

1. Bachelor’s degree in Human Resources, Organizational Development, or related field and four (4) years of Human Resources management experience; OR, Associates degree in related field and six (6) years of HR management experience; OR, High School Diploma/GED and eight (8) years of HR management experience in progressively more responsible positions at the exempt level.
2. Eight (8) years of supervisory experience or oversight of multiple employees.
3. Deep knowledge of human resource management principles and best practices including wage/hour, benefits compliance, etc.
4. Knowledge of applicable federal, state, and tribal laws/regulations. Expert knowledge of federal employment laws.
5. Strong proficiency in HRIS systems, benefits administration, compensation strategy, recruitment, employee relations, and training and development.
6. Demonstrated experience managing HR, payroll, or labor budgets in a complex organization.
7. Experience where labor represents a significant portion of operating costs.
8. Understanding of tribal preference hiring policies.
9. Excellent communication, leadership, and conflict-resolution skills. Able to effectively communicate with strong verbal, business writing, and interpersonal skills.
10. Excellent computer skills and abilities - database administrator experience, Word, Excel, Internet, Outlook, and comfortable with software communication tools.
11. Need to sit for long periods at a computer station using the repetitive motion of arms, wrists, hands, and fingers; perform routine office duties including bending, lifting, maneuvering up to 25 lbs., good auditory acuity to converse directly, in a group and over the phone; good voice tone to relay information; and able to walk through adverse conditions (noise in the casino) and weather between building locations.
12. Requires a Primary Management Security Gaming License clearance.
13. Must be at least 21 years of age.

PREFERRED QUALIFICATIONS:

1. Strong knowledge of Tribal employment law, federal labor and employment regulations, and gaming compliance.
2. Experience working in or with Tribal governments or Tribal enterprises.
3. Possesses Tribal Human Resources Professional (THRP), or Professional Human Resources (PHR) Certification.
4. Experience in the UKG HRIS system.