Senior Human Resources Business Partner

Job Purpose

The Senior Manager, Human Resources is responsible for developing and maintaining the employee experience through the following phases of the employee lifecycle: Workforce Planning, Orientation, Onboarding, Performance, Development, Career Progression/Promotion, Employee Relations, and Transition. In this role, the Senior Manager, HR will partner with assigned Area executives and Department leaders to devise staffing models, design department and team structures, ensure new employees are onboarded to the organization, manage performance through multiple phases from goal- setting through appraisal, source and track development opportunities, enable career progression through promotion and other movements, investigate and resolve employee relations cases, and support the offboarding and transition of employees from active team members to alumni. This role will have direct reports, including an HR Coordinator, and will report to the Senior Director, Talent and Inclusion.

Essential Functions of the Job

• Partners with business leaders on key initiatives in support of the employee experience. Ensures the employee experience is designed and delivered for all employees

• Participates in the Workforce Planning process by identifying capabilities needed within assigned business units, creating deliverables such as proposed staffing models and organization charts, and ensuring all aspects of the Workforce Planning process are executed in partnership with business leaders.

• Arranges for Orientation and Onboarding for all new employees, ensuring all onboarding tasks are completed on schedule, conducting regular employee check-ins and surveys, and improving the onboarding experience within assigned business units.

• Orchestrates the Performance Management process for identified populations, including the timely documentation of goals and Key Job Responsibilities, ensuring regular coaching check-ins between managers and direct reports, and assisting leaders with the performance appraisal and calibration phases.

• Supports the Talent Development process by working with leaders to identify needed competencies, required experiences and necessary network connections for employees. Creates and maintains talent development plans, sources training and development opportunities, and regularly reports progress to business leaders.

• Enables Career Progression and Promotion for employees. Manages the intake, review, approval and staging phases for promotions in partnership with business leaders.

• Investigates and resolves Employee Relations issues through maintaining knowledge of the Employee Code of Conduct, conducting interviews, collecting evidence and corroborating testimony, proposing disciplinary actions and sanctions consistent with and aligned to past standards and practices.

• Guides the transition process for employees departing the organization, including knowledge transition, offboarding activities, and exit interviews.

• Manages the performance of direct reports the guides training and development activities for team members.

• Accountable for effective financial management, including the allocation of payroll, including management of overtime spend for the team.

• Participates in various project teams and cross-departmental initiatives.

• Support HR Leadership to analyze trends and metrics in partnership with the HR team to develop solutions, programs, and policies.

• Manages multiple processes, programs, and projects, while seeking efficiencies in process improvements.

• Partners with leadership on the team's hiring, onboarding, performance management, and performance improvement.

Physical Demands

• Acceptable level of hearing and vision to perform job duties such as but not limited to: preparing and analyzing data and figures, viewing a computer terminal, and extensive reading.

• Occasionally required to walk and work with hands and arms, lift up to 25 pounds and/or drive a golf cart.

• Constantly required to sit, sometimes for several hours at a time, and use their hands and fingers to operate a computer.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Other Duties and Responsibilities

• Researches and stays current on legislative, commercial and competitive issues in the human resources function and the sports and hospitality industries.

• Performs all other duties, which are deemed by management to be an integral part of the job.

Qualifications:

Skills/Knowledge/Attributes:

• Ability to think critically, prioritize multiple responsibilities, meet deadlines, and accomplish detailed work with accuracy.

• Excellent oral and written communication skills; strong interpersonal skills.

• Computer skills to include Windows-based applications including Word, Excel, Visio, PowerPoint, and Outlook.

• Understanding of employment and labor laws

• Ability to analyze and interpret data.

• Organizational skills with the ability to effectively prioritize multiple tasks under tight deadlines.

Relative Experience/Education:

• Five or more years of experience in the Human Resources field including two or more years of experience in leading people in the HR function are required.

• Bachelor’s degree in Human Resources, Business, or a related field is required; five additional years of direct Human Resources experience may be substituted for a formal degree.

• SHRM-SCP, SPHR, or other HR certification preferred.

Required License(s):

• Possess a valid driver’s license and/or successfully completes the Club’s internal motor vehicle training program.

Projected Work Schedule:

Normal work hours are 8:30 am to 5:00 pm, Monday through Friday. Must be available to work nights, weekends, and holidays.