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The Director, Employee and Labor Relations, reporting to the VP, Human Resources, is a highly instrumental senior leader that influences the entire workforce and oversees the enterprises' employee and labor relations programs. The Director leads a team of diverse Human Resources professionals skilled in proactive employee relations, investigations, labor relations, and absence management and serves as a strategic advisor to senior leadership and acts as the strategic liaison with the union representatives.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Establishes, plans, directs, and manages short and long-term goals for employee and labor relations, including collective bargaining, contract administration, grievance procedures, and policy development to foster a positive work environment and ensure compliance with applicable law and collective agreements.

2. Develops and delivers on a roadmap of creative and robust employee relations programs and solutions that align and enhance the Tribe's vision, culture, values, strategy, and operations model to retain the very best, diverse, forward-thinking talent.

3. Develops and oversees appropriate policies and programs for effective employee relations, corrective action, employee due process, dispute resolutions, and investigations. Develops policies and programs to ensure regulatory adherence on applicable absence leaves. Evaluates program effectiveness and recommends improvements. Prepares reports and briefings for senior leadership.

4. Provides support (coaching, counseling, education) to senior-level leaders on employee relations. Educates, advises, and informs on employment laws, labor relations, and workplace policies. Works closely with inside and outside counsel in areas of employment law or labor relations as required. Provides training, support, and guidance as related to contractual obligations, anticipated "hot spots," and grievance processes.

5. Serves as a lead strategist, communicator, and chief negotiator on all matters related to labor relations and collective bargaining for the enterprise. Includes contract creation, negotiation, interpretation, and execution as well as grievance management. Manages, cultivates, and supports the relationships of union executives, onsite representatives, and management.

6. Provides subject matter expertise (SME) in employment law including California, Federal, and Tribal compact (NLRB, EEOC, FLSA, FMLA) and monitors for compliance. Ensures policies, practices, and procedures are compliant and reflect industry and geographic gold standard practices.

7. Serves as the lead investigator for sensitive or high-profile investigations. Leads a team of investigators to provide a thorough, thoughtful, and unbiased approach to investigations and employee relations that maintains dignity and respect for the individual and of the process.

8. Partners with the HR Business Partner team on systemic cases, working collaboratively to identify root causes and develop sustainable, strategic solutions that address underlying issues and enhance organizational effectiveness.

9. Performs other duties as assigned to support the efficient operation of the department.

SUPERVISORY RESPONSIBILITIES

Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning reviewing and directing work; evaluating and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Makes hiring decisions and designs individual development plans with succession planning in mind for all key roles.

EDUCATION, EXPERIENCE AND QUALIFICATIONS

• Bachelor's degree in Business Administration, Human Resources, Organizational Development, Psychology, or related field required.
• Minimum ten (10) years of relevant and progressive experience in Human Resources, with a minimum of five (5) years in a senior-level HR role managing labor and employee relations within an organization of 2000 or more team members is required. Experience working with Tribal Governments and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred.
• Minimum seven (7) years of supervisory experience is required.
• Related, relevant, and/or direct experience may be considered in lieu of the minimum educational requirements indicated above.

KNOWLEDGE, SKILLS AND ABILITIES (KSA)

• Must be able to work flexible hours, including evenings, weekends, and holidays.
• Proficient in drafting formal communications, investigation reports, disciplinary notices, and grievance responses.
• Extensive knowledge of employee relations, labor law, grievance procedures, and arbitration.
• Skilled in conducting impartial, confidential, and legally compliant workplace investigations.
• Strong understanding of employment laws and the ability to apply them to complex workplace scenarios.
• Adept at evaluating employee issues, assessing risk, and providing practical, business-focused recommendations.
• Exceptional communication skills, with the ability to present findings, guide leaders, and influence decisions.
• Effective in mediating disputes, resolving sensitive concerns, and promoting positive labor-management relations.
• Experienced in coaching managers to handle employee and labor relations matters consistently and confidently.
• Collaborative partner to HR, legal, and business leaders to ensure alignment and achieve strategic goals.
• Confident in offering independent, well-reasoned recommendations to senior leadership.
• Maintains high levels of discretion, professionalism, and ethical judgment in handling sensitive information.
• Adaptable and resilient in fast-paced environments, responsive to changing organizational needs.

LICENSES, CERTIFICATIONS AND REGISTRATIONS

• At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
• Certification as a Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or Global Professional Human Resources (GPHR) preferred.
• Driving Responsibilities: Role requires regular commuting between locations. A valid driver's license and vehicle insurance with minimum liability limits is required. Role will not operate or drive Tribe-owned vehicles or patron vehicles.

PHYSICAL REQUIREMENTS/ WORKING CONDITIONS - ENVIRONMENT

The physical demands and working environment described here are representative of those that an employee encounters and must be met by an employee to successfully perform the essential functions of this job.

• Primary work environment is in a climate-controlled office setting.
• Work requires travel to attend meetings, trade shows, and conferences.
• Incumbents may be required to work evening, weekend and holiday shifts.
• Must be able to work in a fast-paced, high-demand environment.
• Strength sufficient to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects and/or move up to 40 pounds occasionally.
• Sedentary work: involves sitting most of the time. Constantly operates a computer and other
• office productivity machinery, such as a calculator, copy machine, and computer printer.
• Physical activities that apply to the essential functions of the position are balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions.
• Hearing sufficient to hear conversational levels in person, via videoconference and over the telephone.
• Speech sufficient to make oneself heard and understood in person, in front of groups, in meetings,
• via videoconference and over the telephone.
• Visual acuity that meets the requirements of the position: The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading and visual inspection of employees, visitors or facility.
• Mobility sufficient to safely move in an office environment, walk, stoop, bend and kneel, and enter, exit and operate a motor vehicle in the course of travel to promotional events, meetings, conferences, trade shows and San Manuel properties.
• Endurance sufficient to sit, walk and stand for extended periods, and maintain efficiency throughout the entire work shift and during extended work hours.
• The employee may be exposed to fumes or airborne particles including secondhand smoke.

Reasonable accommodation will be made in compliance with all applicable law.

As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today!