Chief Human Resources Officer

The Director of HR acts as both a business strategist and cultural steward, aligning workforce initiatives with long-term enterprise profitability and tribal economic sustainability.

DUTIES AND RESPONSIBILITIES:

Strategic Leadership

• Serve as a key member of the Executive Leadership Team.
• Develop and execute a comprehensive HR strategy aligned with business objectives and projected growth initiatives.
• Provide strategic counsel to executive leadership on workforce planning, succession planning, organizational design, and talent optimization.
• Lead culture initiatives that promote accountability, consistency, guest service excellence, diversity, and engagement while at the same time retains the historical and cultural traditions that define our community.
• Drive compliance and sustainability initiatives incorporating enterprise-wide professional development, industry standard core competency modeling for frontline managerial teams, and standardized procedures across all departments.
• Mitigate legal and operational risk through policy development, procedural -oversight, and proactive communication strategies.

Talent Acquisition & Workforce Planning

• Oversee high-volume recruiting efforts across hotel, gaming, food & beverage, entertainment, security, and administrative functions.
• Develop workforce planning strategies for seasonal fluctuations and 24/7 operations.
• Implement employer branding strategies to attract top hospitality and gaming talent.
• Oversee onboarding and offboarding processes to support a comprehensive employee lifecycle.
• Develop and integrate “Employer of Choice” initiatives, including expanded corporate social responsibility and community engagement strategies.
• Partner with community entities including Job Corps, Fremont County Workforce Services, Central Wyoming College (CWC), and local tribal and non-tribal schools to build sustainable talent pipelines.

Labor Relations & Employee Relations

• Lead labor relations strategy and initiatives that strengthen internal culture and external community perception of the casino as a workplace.
• Serve as executive lead for internal investigations and employment-related allegations.
• Oversee grievance procedures, conflict resolution processes, and legally compliant progressive discipline practices.
• Ensure consistent application of policies across departments.
• Foster positive employee engagement across diverse operational teams.

Compensation, Benefits & Total Rewards

• Design and implement competitive compensation structures for hourly, tipped, salaried, and executive employees.
• Develop total rewards strategies aligned with market conditions and enterprise financial objectives.
• Oversee benefits administration including health plans, retirement programs, wellness initiatives, and ancillary benefits.
• Conduct regular compensation and benefits benchmarking within hospitality, gaming, and tribal enterprise markets to ensure competitiveness and participation optimization.

Regulatory & Legal Compliance

• Ensure compliance with federal, state, and local employment laws and tribal employment resolutions.
• Oversee compliance with gaming regulatory bodies and licensing requirements in coordination with the Northern Arapaho Gaming Association.
• Manage risk related to wage and hour laws, workplace safety standards, ADA, FMLA, EEO, Department of Labor, and FLSA requirements.
• Partner with legal counsel to proactively mitigate litigation exposure and regulatory risk.

Learning & Development

• Lead leadership development initiatives for executive, departmental, and frontline supervisory teams.
• Implement training programs related to compliance, service excellence, anti-harassment, policy adherence, workplace safety, and operational management standards.
• Partner with executive leadership to design and implement succession planning frameworks for key leadership roles.

HR Operations & Systems

• Oversee HRIS systems and workforce analytics to support data-driven decision making.
• Monitor key performance indicators including attrition, EEO metrics, labor cost ratios, engagement scores, and productivity benchmarks.
• Ensure HR systems and processes are scalable and aligned with enterprise growth objectives.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
• 10+ years of progressive HR leadership experience.
• Experience in a 24/7 operational environment with large employee population strongly preferred.
• Demonstrated experience in labor relations, investigations, and conflict resolution.
• Deep knowledge of employment law, tribal employment frameworks, and regulatory compliance.
• Strong business acumen with demonstrated ability to operate both strategically and tactically.
• SHRM-CP and/or PHR required, SPHR or SHRM-SCP Preferred.
• Ability to obtain and maintain required gaming license.

Core Competencies

• Strategic Business Acumen
• Executive Leadership
• Labor & Employment Law Expertise
• Change Management
• Cultural Stewardship & Transformation
• Talent Strategy
• Crisis Risk Management
• High-Volume Workforce Management
• Financial & Labor Cost Management

Performance Metrics

• Employee retention and turnover rates
• Labor cost as a percentage of revenue
• Engagement survey results
• Time-to-fill and quality-of-hire metrics
• Compliance audit outcomes
• Reduction in employee relations claims
• Advancement of tribal workforce representation and leadership development

Employee Benefits:

• Health Insurance: Employee is eligible to apply within 60 days of initial hire.
• Delta Dental and VSP Vision Insurances: Employee is eligible to apply within 60 days of initial hire.
• Retirement plan with a 4% match, must complete 90-day probation period.
• Vol Life Insurance, employee is eligible to apply for additional coverage 31 days of initial hire.
• Employer Paid Basic Life Insurance
• Employer Paid Short Term Disability
• Employer Paid Long Term Disability

Northern Arapaho Enterprises II and all subsidiaries  follow Indian Preference in hiring and retention per federal law. You must be able to pass a drug screen with negative results (non-safety sensitive positions will not be tested for cannabis) . Employees are expected to know existing Wind River Hotel & Casino policies and know to refer to those policies when necessary.