TALENT BUSINESS PARTNER (Recruiting Manager)

Requisition ID
2017-29571
River City Casino & Hotel - St. Louis, MO
Category
Human Resources
Position Type
Full-Time

Be the Best You

Pinnacle Entertainment (PNK) is a dynamic and growing casino entertainment company with nearly 16,000 team members. Pinnacle Entertainment, Inc. owns and operates 16 gaming entertainment properties, located in Colorado, Indiana, Iowa, Louisiana, Mississippi, Missouri, Nevada, Ohio and Pennsylvania. Pinnacle holds a majority interest in the racing license owner, as well as a management contract, for Retama Park Racetrack outside of San Antonio, Texas.

At PNK, we are guided by our team member promise - Be the Best You. Through this promise we strive to support our team members in living their best lives by offering them challenging and rewarding work, a competitive benefits package and opportunities to build lasting relationships.

Property Details

Nestled along the banks of the mighty Mississippi River, River City Casino & Hotel is a stunning 7-story hotel offering 193 elegant and comfortable guest rooms, six spacious 2-bay suites and a luxurious Presidential suite---all just steps away from the casino’s award-winning restaurants, Event Center featuring top-name entertainment and an expansive casino with non-stop gaming action.

 

River City Casino

777 River City Casino Boulevard

St. Louis, MO 63125

Overview

PNK is seeking a passionate leader for the Talent Business Partner position to join us in our mission to become the Best Casino Entertainment Company in the World. The Talent Partner will serve as an internal consultant to leaders and key stakeholders to effectively lead all aspects of the Talent Acquisition process.  Reporting to the Director of Human Resources, the Talent Business Partner will provide strong and effective leadership, direction and professional expertise in all areas of sourcing, recruiting, selecting and retaining talented individuals for the property.

 

Click here to review the Talent Business Partner Success Profile.

Responsibilities

Attraction and Acquisition of Top Talent

  • Source, recruit, screen, recommend and hire high quality exempt and non-exempt personnel.
  • Manage the internal transfer and promotion process.
  • Write and present offers of employment as well as participate in the salary negotiations for exempt candidates.
  • Plan and manage the execution of creative sourcing activities such as career fairs, student recruitment opportunities, workforce agencies, job boards, military organizations, culinary schools and job boards.
  • Ensure job descriptions are a true representation of the openings and approached from a marketing/candidate attraction view point
  • Establish standard interview questions and review periodically to evaluate effectiveness.
  • Ensure candidates meet the Pinnacle Appearance standards, i.e. hair, tattoos, piercings, clothing, etc. and manage accordingly.
  • Collaborate with Department Leaders in strategically sourcing and recruiting the right candidates for their position based upon our Core Values, qualities possessed by current top talent, and “non-negotiable” attributes and skills.
  • Utilize information obtained from focus groups, new hire check-ins and exit interviews to provide feedback and re-evaluate hiring practices in an effort to continuously improve the recruiting process and retention.
  • Establish and monitor meaningful metrics to track turnover, retention and diversity initiatives.
  • Track employment trends and wage information of competitors in local market.  In sync with the Director of Human Resources and the LVSC Compensation team, perform wage analysis when needed. 

Leadership

  • Build, lead and grow a strong Talent team that is credible, responsive and knowledgeable. 
  • Set clear expectations and provide ongoing feedback and development opportunities for the Talent team.
  • Assist and participate in managing the budget and other financial measures of the Human Resources Department with special focus on Talent.
  • Implement and oversee processes to ensure ongoing compliance with all applicable national, state, and local employee relations regulations and laws on an optimal cost basis.
  • Evaluate applicable business practices and drive process improvement within Human Resources and in particular Talent attraction/retention.
  • Contribute to the strategic planning of Human Resources with a focus on recruitment/employment practices and procedures.
  • Participate and contribute on Service Center related project teams to implement best practices and programs.
  • Participate in other aspects of the Human Resources functions as needed to support overall department and business priorities.
  • Support and encourage team members to participate in community oriented activities to reinforce the philanthropic focus of the organization while strengthening team member connections.
  • Provide recognition when appropriate to Talent Team.
  • Mentor, coach and develop staff in the Talent function to support the succession planning objective.
  • Partner with Learning & Development to ensure all leaders are skilled in behavioral interviewing and other talent selection techniques. Educate leaders on the role they play in establishing the desired candidate experience throughout the application, interview, selection and onboarding processes.
  • Foster and maintain positive relations in a supportive environment. Interface with other department team members to establish a positive working relationship.
  • Perform other duties as assigned.

 

Qualifications

  • These skills and abilities are typically acquired through a Bachelor’s Degree and five to seven years of experience leading a recruiting function, or as a human resource generalist/HR Business Partner with a strong recruiting background along with a proven track record of leading and influencing operational leaders.
  • Extensive knowledge of State and Federal Employment regulations.
  • Experience in hospitality, retail, entertainment or other consumer-driven service business is highly preferred; experience in a 24/7 environment, preferred.
  • Strong leadership, interpersonal and influence skills are necessary in order to build relationships with key operators throughout the company.
  • Must demonstrate a strong solutions-focus approach and is comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solution.
  • Must have a great sense of business acumen and excellent verbal and written communication skills.
  • Must be able to manage a high-volume workload and have the ability to work fast paced.
  • High degree of organizational and time management skills.
  • Maintains a high level of confidentiality and professionalism.
  • Ability to maintain a high level of energy and take a proactive and strategic approach to dealing creatively with employment issues.
  • Knowledge of Microsoft Word, Excel, Outlook, PowerPoint.
  • Ability to work effectively both independently and as part of a team. 

Leadership Competencies

The following leadership competencies are key attributes of a successful Talent Business Partner at Pinnacle Entertainment:

 

  • Know the Business – Take an active role in understanding how the business operates and continuously pursue new knowledge to inform business decisions and maintain functional expertise. Look beyond PNK to keep up-to-date on industry trends and best practices outside of the gaming and hospitality industry. 
  • Think Strategically – See the big picture, make connections and look ahead to future possibilities.
  • Champion Change – Embrace change as an opportunity rather than a roadblock and inspire others to do the same. When a decision is made, get on board and bring others along with a positive approach.  
  • Communicate with Influence – Practice open, honest and clear communication with all team members. Tailor communication style, approach and content based on the situation and audience needs or concerns.
  • Be Curious – Continuously seek out new opportunities to learn and grow. Ask questions to dig deeper in order to continually improve upon outcomes.
  • Build Trust – Gain the respect, confidence and trust of others by following through on commitments and actively demonstrating the highest standards of honesty, integrity and authenticity.

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