About Bally's
Sourced by ZipRecruiter
Industry
Gambling activities
Company size
10,000+ Employees
Headquarters location
Providence, RI, US
Year founded
2004
$110K - $115K/yr
Full-time
Posted 29 days ago
Bally's rating
6.3
Based on 63 frontline employees who took The Breakroom Quiz
14th of 15 rated gambling companies
Job description
Responsibilities:
Strategic Leadership: Develop HR strategies aligned with company goals, advise executives on organizational design, and manage large-scale HR initiatives (mergers, reorganizations).
Employee/Labor Relations:
Compensation & Benefits:
Compliance & Policy:
HR Operations:
HRIS Systems Analyst:
Organizational design and development:
People Experience - Service Excellence/Engagement/Culture
Compensation:
Additional Benefits:
Physical Demands & Work Environment:
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
Strategic Leadership: Develop HR strategies aligned with company goals, advise executives on organizational design, and manage large-scale HR initiatives (mergers, reorganizations).
- Blend of operational experience with HR Management experience.
- Leadership competencies of emotional intelligence, servant leadership, adapt to team readiness for tasks, flexibility, boosts performance, and empowerment.
- Effective in change or goal-driven contexts.
- Experience opening a large multi-plex property with over 1500 team members, leading an HR team with a scalable workforce and culture.
Employee/Labor Relations:
- Handle complex employee issues, grievances, investigations, disciplinary actions, and terminations, fostering a positive environment.
Compensation & Benefits:
- Manage compensation structures, benefits programs, and payroll administration oversight.
Compliance & Policy:
- Ensure adherence to federal/state labor laws (FLSA, FMLA, EEOC) and update/implement company policies and handbooks.
HR Operations:
- Supervise HR staff, manage HR systems (HRIS), budgets, and HR metrics.
HRIS Systems Analyst:
- Strong knowledge of HR software (ATS, HRIS), labor laws, and best practices.
Organizational design and development:
- Designs and develops educational training modules on an as-needed basis.
- Contribute to the organization's overall bottom line. Building strong Union partnerships.
People Experience - Service Excellence/Engagement/Culture
- Strong analytical skills, identifying KPI's, action planning, with a business mindset.
- Build trust, foster positive culture, empower team, prioritize team needs over own, and fosters growth.
- Inspires through shared vision, fosters growth, builds loyalty, and encourages development.
- Developed a culture of best-in-class and core values that align with a strong organization.
- Designs, executes, and measures the value of reward and recognition programs, effectiveness and ROI.
Compensation:
- Target Salary Range: $110,000 - $115,000
Additional Benefits:
- $7 Daily Employee Parking
Physical Demands & Work Environment:
- Frequently required to lift to a maximum of 30 pounds.
- Regularly required to see, hear, talk, bend, twist, stand, and walk; use hands to finger, handle, or feel; reach with hands and arms
- Able to interact with others while maintaining a positive and professional demeanor in a work environment that is frequently fast-paced and noisy.
- The work environment contains bright lights, loud noise, and stressful situations.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
ballys.com
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Q: What skills or qualities help someone succeed as a Employee Relations Manager?
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Q: What is the career path for a Employee Relations Manager?
A: A typical career progression for an Employee Relations Manager involves starting as an HR Generalist or HR Coordinator, then advancing to a HR Business Partner or HR Specialist role, and eventually becoming a Senior HR Manager or Director of Employee Relations. Key opportunities for skill development and professional growth in this role include developing expertise in labor laws, conflict resolution, and employee engagement, as well as honing leadership and communication skills. Long-term career prospects for an Employee Relations Manager may include transitioning into executive-level HR positions, such as Chief Human Resources Officer, or pursuing roles in organizational development, talent management, or executive leadership.
