Director Human Resources

MGM Resorts International develops, builds and operates unique destination resorts designed to provide a total resort experience, including first-class accommodations and dining, world-class entertainment, state-of-the-art meeting and convention facilities, and high-quality retail and gaming experiences.

The Director Human Resources serves as a strategic partner that leads and drives the comprehensive people strategy to support business results. The Director Human Resources serves as a coach and advisor to all property/business unit leadership and leads continuous improvement initiatives and processes to enhance the MGM Resorts International culture and build leadership talent. The Director Human Resources works directly with property/business leadership and employees to provide human resources expertise and align the property/business’ individual brand and engagement strategies with the MGM Resorts International overall brand and culture. The Director Human Resources collaborates with business leaders and Corporate HR Centers of Excellence (CoEs) to develop and implement strategies and solutions that improve overall organization effectiveness.

* Drives execution of integrated/comprehensive people solutions to deliver business results aligned to business objectives; conduit for leveraging CoEs for specialized business unit needs as necessary. * Provides leadership in the Strategic Planning process identifies organizational strategies to support business objectives; outlines organizational design options, structure, process, and people implications and change plans necessary to achieve objectives; assesses risk reward trade-off to address business needs. * Partners with business unit leaders to implement talent and workforce management plans to deliver on strategic objectives; partner with Workforce Management team to make recommendations to drive optimal labor strategies, make appropriate changes to department compendiums as necessary. * Provides support for defining improvement plans to address business process gaps; recommends new approaches and/or procedural changes to effect continual improvements in efficiency of the department and the services performed. * Drives execution of goal-setting and performance management processes including mid-year and year-end discussions for client groups; ensures business leaders’ goals align with business unit strategic objectives; ensures strong execution of performance management processes to ensure meaningful performance discussions and constructive feedback. * Partners with leaders in talent reviews and succession planning process for business unit; identifies future leaders and ensures clear development plans are in place to build a slate of ‘ready now’ candidates; guides selection, and integration of leadership development programs into individual development plans; leadership development coach to leaders. * Manages compensation decisions and processes for client groups; identifies strategies for driving performance using compensation levers; partners with Compensation CoE partner to address compensation gaps and data needs. * Partners with Talent Acquisition CoE partner to ensure recruiting plans and programs achieve the business unit’s talent goals and objectives; provide guidance and feedback on quality of candidates, process, and CoE performance; active involvement in interviewing, selection, hiring, and onboarding process of managers. * Liaise with the Events & Communications CoE to ensure successful execution of Company-sponsored employee engagement events and activities at the property/business unit level; partner with CoE to drive execution of property/business initiated requests. * Liaise with the Learning & Development CoE and property/business departments on leadership development programs, guest service initiatives and compliance-related matters, such as wage & hour, vehicle safety, gaming and position certifications. * Liaise with the Employee Relations/Labor Relations CoE to provide proactive employee/labor relations solutions and outcomes to address concerns/challenges before they escalate and cause unnecessary liability; support the CoE in facilitating grievance resolution discussions with property/business division leadership; in conjunction with the CoE and Workforce Management, provide guidance to property/business leadership in labor management/administration changes such as: shift changes, realignments, and layoffs (e.g. Decker procedures). * Conducts employee counseling and outplacement assistance as appropriate. * Conducts exit interviews and analyzes turnover reports and provides recommendations based on findings. * Serves as a consultant in assisting management with the proper understanding and consistent implementation of new and existing policies and procedures. * Creates and maintain a work environment that promotes client service, teamwork, performance feedback, individual recognition, mutual respect, and employee satisfaction ensuring quality hiring, training, and succession planning processes that encompass the company’s diversity commitment. * Performs other job related duties as requested.

* Bachelor’s Degree in Human Resources, Organizational Design, or a similar field or equivalent practical experience. * At least 7 years of progressive generalist Human Resources experience. Working knowledge of HR practices and principles, including federal and state labor and employment laws, such as FLSA and ADA. * Excellent customer service skills. * Able to lead and mentor a team. * Have interpersonal skills to deal effectively with all business contacts. * Professional appearance and demeanor. * Work varied shifts, including weekends and holidays. * High school diploma or equivalent. * Able to effectively communicate in English, in both written and oral forms. **Preferred:** * Demonstrated experience with complex leadership and HR issues including talent/performance. management and HR/talent implications of business decisions. * Employee and/or Labor Relations experience in a similar environment. * Strong project/program management skills. * Previous Quality Improvement / Process Improvement experience. * Prior Hospitality experience. * WorkDay or other SAS software experience. * Previous experience working in a similar resort setting.