Jamul Casino is San Diego’s newest, closest, and most genuinely entertaining casino. Since its opening in October of 2016, Jamul Casino has been growing tremendously. It offers seven diverse restaurants, over 1600 of the latest slot games, 50 table games, a Poker Room, award-winning steakhouse, live entertainment, event space, and stunning back country views. Additionally, we are about to introduce a brand-new luxury hotel offering 200 rooms that also includes full-service spa and salon along with a rooftop pool deck – all opening in the early part of 2025. 

Jamul Casino offers a fun atmosphere that feels like home while maintaining the highest service standards, team member satisfaction, and generous rewards while remaining a responsible and contributing member of our community. It is committed to supporting team members’ well-being through a comprehensive benefits package and various programs that help personally and professionally. As a Genuinely Generous Employer, Jamul Casino offers fun incentives, team member appreciation days, relaxation nooks, a Zen room, a team dining area for everyone to enjoy, fitness center, complimentary EV charging and much more. It’s no wonder Jamul Casino has been recognized as a Best Place to Work in 2023 and 2024 by San Diego’s Business Journal.   

The following and other duties may be assigned as necessary: 

·         Executes on talent strategies to increase organizational, team and individual performance that aligns with Jamul Casino’s strategic vision. Provides full scope HR expertise, coaching and partnership on matters including but not limited to team member retention and engagement, organizational design, and workforce planning, change management and communication, performance management, and career development. Partners closely with internal HR stakeholders to relay information in a timely manner, by sharing information with the internal HR team and by being the HR conduit to get relevant HR information from the operations.

·         Supports the operators in identifying performance and engagement trends and assists in the development of strategies to address gaps. Leads conversations on performance metrics, including but not limited to succession planning, bench strength, talent identification and calibration, and talent performance. Makes recommendations to increase overall performance and talent readiness.

·         Provides lead support for change management efforts with an emphasis on gaining commitment and adoption of key enterprise initiatives.

·         Collaborates with and guides stakeholders on workforce planning efforts which may include re-organizations and restructures and aligning job descriptions.

·         Manages investigative efforts of team members and labor relations issues, grievances and responds to concerns reported to compliance, whistleblower hotlines, or through direct HR interface. Serves as a team member relations partner, engaging HR leadership when necessary to ensure effective utilization of internal and external resources. Investigates, documents, and provides advice or recommendations to managers and supervisors on issues related to the workforce, including conflict resolution, managing performance, corrective actions, grievances, progressive discipline, and terminations.

·         Provides advice and guidance to department managers and supervisors regarding employment best practices, company policy and employment laws. Responds to team member concerns and complaints of potential unlawful behavior, such as discrimination and harassment, or that violate company policies, by conducting timely internal investigations independently or in conjunction with the team member department, key HR experts, and other stakeholders. Recaps and recommends on appropriate course of action.

·         Serves as a subject matter expert on collective bargaining agreements (CBA) to resolve all steps of the grievance process and prepares as a potential backup during contract negotiations.

·         Performs other duties as assigned to support the efficient operation of the department. Assumes other responsibilities, duties, tasks, and assignments that contribute to the mitigation or response to public health emergencies.

·         Other tasks and responsibilities may be assigned, as necessary.

 

 

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.

Bachelor’s Degree in Human Resources, Business Administration, Psychology or related field required. Master’s Degree in Human Resources, Business Administration, Counseling, Psychology, or related field preferred. Minimum of four (4) years’ experience in Human Resources with at least two (2) years direct experience as an HR business partner. Strong understanding and knowledge of team member relations, labor relations, employment law, regulatory compliance, performance management and organizational development. Equivalent combination of education and progressive, relevant, and direct experience may be considered in lieu of educational requirement. Demonstrated ability to conduct confidential investigations on critical team member relations matters and present findings and recommendations to Human Resources. Possess strong investigative and analytical skills. Strong analytical, project management, initiative, and creative critical thinking skills. Ability to manage highly sensitive and confidential information in a manner that inspires confidence and trust. Ability to consult, respond to inquiries and influence a wide variety of key stakeholders with a sense of ownership and urgency. Must be able to communicate with and stakeholders in both oral and written form. Possesses the ability to relate well to wide variety of personalities. Ability to maintain objectivity when collaborating with team member situations without getting too emotionally invested or divested. Capable of mediating problem resolution while demonstrating calm and neutral demeanor. Exhibits diplomacy and acts as settling influence to defuse tensions. Able to shift gears easily and comfortably manage risk and uncertainty. Capable of producing accurate written communication that is clear, concise, and complete. Works to establish personal rapport with internal clients, is easy to approach, and acts with sensitivity and patience with the interpersonal anxieties of others. Flexible with working days and hours.

 

 

Team members must be able to qualify for licenses and permits required by federal, state, and local regulations.

As required by the Jamul Casino Gaming Commission you are required to obtain and maintain a gaming license. A qualified candidate/team member must have a valid driver’s license with an acceptable driving record as determined by the insurance carrier. Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) or Global Professional Human Resources (GPHR) desired.