Title:  Human Resources Business Partner

JOB SUMMARY

We are seeking a dynamic and strategic Human Resources Business Partner (HRBP) to join our team in the fast-paced and highly regulated casino environment. The HRBP will serve as a trusted advisor and consultant to departmental leaders, aligning HR strategies with business goals to drive performance, engagement, and compliance.

In this role, the HRBP will support a diverse workforce across gaming, hospitality, food & beverage, and operations. Responsibilities include providing guidance on employee relations, talent management, organizational development, performance coaching, workforce planning, and regulatory compliance—particularly in relation to gaming license requirements, where applicable.

The ideal candidate will bring a strong HR generalist background, a deep understanding of labor laws and gaming regulations, and the ability to thrive in a 24/7 environment that prioritizes guest service and operational excellence.

ESSENTIAL DUTIES AND RESPONSIBILITIES

As an HR Business Partner, you will play a critical role in supporting the day-to-day people operations of our casino property. This position partners closely with departmental leadership to ensure alignment between business needs and human resources practices. Key responsibilities include:

• Serve as a strategic advisor and consultant to department leaders across gaming, hospitality, and support functions.

• Provide guidance and support on employee relations matters, including investigations, coaching, conflict resolution, and disciplinary actions.

• Ensure HR practices comply with federal, state, and local employment laws, as well as gaming commission regulations and licensing requirements.

• Interpret and apply collective bargaining agreements; participate in grievance handling and labor relations activities (if applicable).

• Partner with department managers and Talent Acquisition to support workforce planning, internal promotions, and timely hiring efforts.

• Facilitate performance management processes, including goal setting, evaluations, and performance improvement plans.

• Identify employee development needs and support the implementation of training and engagement programs.

• Monitor HR metrics such as turnover, attendance, and employee satisfaction to recommend improvements and proactive solutions.

• Ensure consistent interpretation and enforcement of company policies and procedures.

• Promote a positive workplace culture by supporting employee engagement initiatives and fostering open communication.

REQUIRED SKILLS AND ABILITIES

Employee Relations Expertise

• Strong knowledge of conflict resolution, disciplinary procedures, and workplace investigations.
• Ability to navigate sensitive situations with discretion, fairness, and professionalism.

Regulatory & Gaming Compliance

• Understanding of gaming commission requirements, licensing processes, and labor laws specific to the casino industry.
• Ability to ensure HR practices remain compliant with state and federal laws, as well as gaming regulations.

Strategic Thinking & Business Acumen

• Ability to align HR strategies with operational goals to drive performance, efficiency, and employee engagement.
• Strong understanding of casino operations and how different departments contribute to the guest experience.

Communication & Influencing Skills

• Excellent verbal and written communication abilities.
• Ability to influence and coach leaders at all levels, while building trust and credibility.

Problem-Solving & Decision-Making

• Ability to assess complex employee and organizational issues, identify risks, and recommend effective solutions.
• Sound judgment and a proactive approach to managing challenges.

Confidentiality & Integrity

• High degree of discretion in handling confidential and sensitive information.
• Strong ethical standards and professionalism.

Data Analysis & HR Reporting

• Ability to interpret HR metrics and data (e.g., turnover, engagement, staffing trends) to guide decision-making.
• Proficiency in HRIS systems and Microsoft Office Suite (Excel, Word, Outlook).

 Adaptability & Resilience

• Comfortable working in a high-volume, fast-paced, 24/7 environment.
• Flexible and able to manage shifting priorities with poise.

 Cultural Sensitivity & Inclusion

• Commitment to promoting a diverse, inclusive, and respectful workplace.
• Ability to engage with employees 

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.

  • Master’s degree or HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.

• Minimum of 5 years of progressive HR experience, with at least 2 years in an HR Business Partner or generalist role supporting a multi-departmental operation.

• Experience in the gaming, hospitality, or entertainment industry strongly preferred.

• Working knowledge of federal and state labor laws, including wage and hour, EEO, FMLA, ADA, and employment compliance requirements.

• Familiarity with gaming regulations and licensing requirements; experience working in a regulated or unionized environment is a plus\

PHYSICAL REQUIREMENTS & WORKING CONDITIONS

• Ability to sit, stand, walk, and move throughout a casino, hotel, and office environment for extended periods of time.

• Must be able to lift and carry up to 20 pounds occasionally (e.g., employee files, training materials).

• Frequent use of standard office equipment, including computers, phones, copiers, and scanners.

• Requires the ability to visually inspect documents and observe employee behavior in various work environments.

• Must be able to communicate clearly in both verbal and written form, including in high-noise areas typical of casino floors.

• Must be able to work in a fast-paced, 24/7 environment, including occasional evenings, weekends, or holidays as needed to support operational or employee needs.

• Exposure to a smoking environment, flashing lights, loud noises, and crowded public spaces is expected in certain areas of the property.

• Requires the ability to maintain composure under pressure, manage multiple priorities, and respond to urgent HR issues as they arise.

• Occasional travel may be required between properties or for training, licensing, or corporate meetings.