Client Partner Jobs in Reno, NV (NOW HIRING)

The People and Culture Partner IV serves as a trusted advisor to senior leaders, aligning people strategies with business priorities across an assigned organization. This role provides strategic and hands-on support in employee and labor relations, workforce planning, organizational design, talent management, and business transformation.

The ideal candidate brings broad HR experience, sound judgment, and the ability to navigate complex and sensitive situations in a fast-paced, highly regulated environment. This position has no direct reports but may lead projects, coordinate the work of other People and Culture team members, and mentor less experienced partners.

• Partner with senior leaders to develop and execute people and talent strategies that support current and future business needs.
• Lead complex, sensitive, and high-risk employee and labor relations matters, including workplace investigations, disciplinary actions, accommodations, and terminations.
• Advise leaders on performance management, employee development, succession planning, retention, and leadership talent decisions.
• Manage workforce planning activities in partnership with business leaders, Finance, Talent Acquisition, and other key stakeholders.
• Lead organizational design and workforce transformation initiatives, including restructuring, job leveling, span and layer analysis, reductions in force, and post-merger integration.
• Support unionized employee populations and help ensure compliance with collective bargaining agreements.
• Partner with Total Rewards, Talent Acquisition, Talent Development, People Operations, Communications, Legal, and Compliance to deliver effective solutions.
• Interpret employment laws, regulations, policies, and practices across multiple jurisdictions while identifying and reducing organizational risk.
• Use workforce data, cost analysis, and scenario modeling to provide leaders with clear, informed recommendations.
• Identify organizational training and coaching needs and help evaluate the effectiveness of development programs.
• Mentor less experienced People and Culture Partners and contribute to the development of HR processes, tools, and standards.
• Support enterprise projects and initiatives across functions, locations, and regulatory environments.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field with at least eight years of related experience; or an equivalent combination of education and experience.
• A master's degree with at least six years of related experience or a PhD with at least three years of related experience may also be considered.
• Experience independently supporting a significant client group and advising senior leadership.
• Strong experience managing complex employee relations matters and workplace investigations through resolution.
• Experience with organizational design, workforce planning, restructuring, and reduction-in-force activities.
• Experience supporting a unionized workforce, including participation in labor negotiations and compliance with collective bargaining agreements.
• Strong knowledge of employment laws and regulations, including FLSA, FMLA, ADA, ADEA, Title VII, USERRA, WARN, and applicable state and local requirements.
• Advanced consulting, influencing, negotiation, coaching, and executive communication skills.
• Strong analytical, problem-solving, project management, and workforce modeling capabilities.
• Proficiency with Microsoft Office 365, HR information systems, case management platforms, and reporting tools.
• Ability to travel up to 25%, including occasional international travel.
• Ability to obtain and maintain any required gaming licenses, registrations, certifications, or permits.
  

Preferred qualifications include:

• Experience working in a highly matrixed organization with Centers of Excellence and shared services.
• Experience supporting a large, distributed, field-based, or multi-jurisdiction employee population.
• Experience supporting mergers, acquisitions, integrations, or divestitures.
• Experience within a regulated industry; gaming industry experience is preferred.
• SPHR, SHRM-SCP, GPHR, HCI, or a comparable professional certification.

• Builds trusted relationships with senior leaders while maintaining an independent and objective perspective.
• Handles confidential and sensitive matters with sound judgment, professionalism, and discretion.
• Balances business needs with employee experience, cost considerations, organizational culture, and legal risk.
• Communicates clearly and confidently, including during difficult or high-pressure situations.
• Takes a proactive and practical approach to solving complex people and organizational challenges.
• Works effectively across functions, cultures, time zones, and regulatory environments.
• Remains organized and resilient while managing multiple priorities in a fast-changing, matrixed organization.
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