Q CASINO
POSITION DESCRIPTION

HUMAN RESOURCES MANAGER

BASIC FUNCTION

Responsible for exempt and non-exempt recruitment, workers compensation administration, FMLA and STD administration, average hour tracking, HR training programs, and assists with the routine day-to day functions of the Human Resources Department.

ORGANIZATIONAL RELATIONSHIPS

a) Reports to: VP of HR & Continuous Improvement

b) Supervises: HR Generalist

HR Assistant

SPECIFIC DUTIES AND RESPONSIBILITIES

• Participate on Employee Engagement Committee, as well as sub-committees
• Responsible for organizing engagement initiatives and tracking process utilizing Microsoft Teams
• Participate on Safety Committee

Recruitment/Hiring

• • • Work with Marketing to strategize, develop and implement Marketing campaign about recruitment/branding
• Develop and implement action plan document to include the following:
  • Current open and ongoing positions in each company/department/position
  • How long each position has been open, how long it took to fill each position
  • Set goals regarding # of open positions, time it takes to fill open positions
  • Recruiting efforts currently in place
  • Strategies for new recruiting efforts (cooking classes, high school visits, etc.)
  • Work with departments to determine if positions need to be filled or if scheduling can be adjusted instead
  • Post ads on external casino/hospitality sites as necessary
  • Conduct interviews and make hiring decisions and/or recommendations for supervisory and above positions
  • Communicate recruitment decisions to VP of HR & Continuous Improvement and HR Generalist as needed

Orientation Process

• Backup HR Generalist in conducting orientations, to include Customer Service and Grooming training
• Ensure that all on-boarding processes are tracked, and all logs and forms are updated
• Backup HR Generalist in processing self-onboarding in Paycom
• Add new employee to the correct user access group and scheduling department, confirm all information entered is correct
• Send training checklists to employee

Internship Process

• Meet with intern candidate to determine objectives and availability and communicate with applicable department to determine if internship is feasible at that time – relay same to intern candidate
• Work w/ applicable department to develop an internship plan specific to that intern and department
• Schedule time for intern with all other departments so intern is able to see all aspects of casino
• Track intern hours
• Ensure intern has LinkedIn profile and it is being utilized, have HR Generalist schedule a head shot of intern

Short Term Disability and FMLA

• Administration of all FMLA and STD paperwork
• Act as liaison between employees and insurance company for STD
• Track all incoming STD payments and verify monthly short-term disability billing
• Review FMLA in Paycom to confirm hours used and as reference for benefit maintenance

Worker’s Compensation

• Administer all necessary paperwork and investigate claims to ensure legitimacy of claim
• Ensure departments are accommodating all restrictions and employees are brought back to work promptly
• Ensure all involved parties are receiving proper communication regarding restrictions, appointments, etc.
• Act as liaison between employee, insurance company and medical provider to ensure timely return to work
• Enter all work comp claims into Paycom when claims occur
• Complete annual OSHA 200 log through Paycom

Benefit Administration

• Track insurance coverage on INS COVG log for all employees to ensure ACA compliance
• Prepare monthly insurance eligibility reports for health/dental, STD and life, notify departments of eligibility
• Activate and deactivate Life & STD monthly in Paycom based on eligibility report
• Monthly reconciliation of all Life and STD bills
• Enter new hire insurance information into Paycom
• Update HMO/Delta Dental/Wellmark websites to reflect insurance coverage for new hires and terminations
• Administer all aspects of annual Open Enrollment, including determining/documenting eligibility, preparation, and distribution of enrollment packets, tracking completion of necessary forms, enrollment on HMO/Delta Dental/Wellmark websites, updating Paycom
• Review and approve HRA bills as they are received

Unemployment

• Research for and participate in fact-finding interviews, and appeals for unemployment claims
• Verify unemployment billing

Training - Develop and implement property-wide training plan to include:

• Current training, property-wide and departmental
• Indicate who is required to take training, when and how often
• Format of training (external trainer, internal trainer, video, computer modules, etc.)
• Which training is necessary for compliance
• Other possible sources of training

Payroll

• Monthly, review all Payroll Status Changes forms submitted by HR Generalist for accuracy before entering increases into Paycom as necessary
• Assist VP of HR & Continuous Improvement with new Performance Management process

Administration

• Track and ensure IRGC licenses are current, and employees have correct type of license, and all information is updated in Paycom
• Run monthly Employee Count and Current PT/FT reports in Paycom
• Act as backup to HR Generalist to respond to employment and wage verifications via written or verbal communications
• Complete EEOC report annually
• Complete annual turnover analysis reports
• Run reports as needed through Paycom
• Assist VP of HR & Continuous Improvement with administration of policies and procedures
• Assist VP of HR & Continuous Improvement with performance evaluations and salary increases as necessary
• Act as back-up to VP of HR & Continuous Improvement in assisting with progressive discipline when needed
• Special projects as assigned by VP of HR & Continuous Improvement and/or CEO
• Comply with IRGC rules and regulations

EDUCATION, TRAINING AND EXPERIENCE

• BA in HR Management, Business Management, Communications or related field
• 3-5 years’ experience in Human Resources or related field
• SHRM-CP or PHR certification preferred

STANDARDS OF PERFORMANCE

• Excellent oral and written communication skills
• Strong decision-making skills
• Good listening skills
• Knowledge of employment laws
• Excellent time management and organizational skills
• Dependable, maintain good attendance
• Ability to work independently
• Able to follow instructions and take direction
• Confidentiality, able to work with confidential salary information
• Strong interpersonal skills – able to interact with all personnel

MENTAL AND PHYSICAL REQUIREMENTS

• Able to read and interpret instructions, manuals and employment laws
• Able to speak and hear in order to conduct interviewing and conduct disciplinary actions
• Able to move up to 20 lbs.

WORKING ENVIRONMENT AND CONDITIONS

• General office environment – Occasional outdoor work for concerts
• Weekend and holiday work may be required
• Occasional travel required

EQUIPMENT AND TOOLS

a) General office equipment including, but not limited to:

• Computer and various computer programs
• Copier, printer, scanner, fax machine