VP OF HUMAN RESOURCES

Jamul Casino is San Diego’s newest, closest, and most genuinely entertaining casino. Since its opening in October of 2016, Jamul Casino has been growing tremendously. It offers seven diverse restaurants, over 1,700 of the latest slot games, 52 table games, a Poker Room, award-winning steakhouse, live entertainment, event space, and stunning back country views. Additionally, we are about to introduce a brand-new luxury hotel offering 200 rooms that also includes full-service spa and salon along with a rooftop pool deck that opened in August 2025. 

Jamul Casino offers a fun atmosphere that feels like home while maintaining the highest service standards, team member satisfaction, and generous rewards while remaining a responsible and contributing member of our community. It is committed to supporting team members’ well-being through a comprehensive benefits package and various programs that help personally and professionally. As a Genuinely Generous Employer, Jamul Casino offers fun incentives, team member appreciation days, relaxation nooks, a Zen room, a team dining area for everyone to enjoy, and much more. It is no wonder Jamul Casino has been recognized as a Best Place to Work in 2023, 2024 and 2025 by San Diego’s Business Journal. 

The Vice President of Human Resources will lead all aspects of Human Resources and Team Member Services. Reporting directly to the President & General Manager, the Vice President of Human Resources serves as a key member of the Executive Leadership Team and is responsible for developing and executing people strategies that support business objectives, organizational growth, operational excellence, and an exceptional team member experience.

This position oversees talent acquisition, team / labor relations, compensation and benefits, organizational development, training, HR operations, team member engagement, and workforce planning while ensuring alignment with the Tribe's values and the resort's commitment to being an Employer of Choice.

Strategic Leadership

• Serve as a trusted advisor to the President, Executive Team, and Tribal leadership on human capital matters.
• Develop and execute HR strategies that support organizational objectives and long-term business plans.
• Lead workforce planning initiatives to ensure the organization attracts, develops, and retains top talent.
• Foster a culture of accountability, engagement, diversity, inclusion, and continuous improvement.

Labor & Team Relations

• Serve as the senior management representative for labor relations and collective bargaining matters.
• Partner with legal counsel and operational leaders on grievance administration, arbitration preparation, negotiations, and labor strategy.
• Provide guidance on complex team member relations matters, investigations, corrective actions, and performance management.
• Ensure consistent application of policies, procedures, and employment practices.

Talent Acquisition & Development

• Oversee recruitment, onboarding, succession planning, leadership development, and organizational effectiveness programs.
• Develop programs that strengthen leadership capabilities and internal promotion opportunities.
• Establish workforce metrics and talent strategies that improve retention and reduce turnover.

Compensation, Benefits & HR Operations

• Direct compensation, benefits, HRIS, payroll partnership, and team member service functions.
• Ensure competitive compensation and benefits programs aligned with business objectives and market conditions.
• Oversee HR compliance, recordkeeping, reporting, and policy administration.

Culture & Team Member Experience

• Champion team member engagement initiatives and action planning.
• Lead recognition, communication, wellness, and team member experience programs.
• Promote the organization's FIRST Values and leadership expectations throughout the resort.

 Leadership Responsibilities

• Lead, coach, and develop the Human Resources team.
• Build strong partnerships with department leaders across the resort.
• Establish department goals, performance standards, and accountability measures.
• Manage departmental budgets and resources. 

·         Bachelor’s degree in human resources, Business Administration, Organizational Development, or related field required.

·         Master's degree preferred.

·         Minimum 10 years’ progressive Human Resources leadership experience.

·         Minimum 7 years at the Director level or above within a large hospitality, gaming, resort, hotel, tribal enterprise, or unionized environment.

·         Experience supporting organizations with 1,000+ team members preferred.

·         Significant labor relations and collective bargaining experience required.

·         Experience leading organizational change, talent development, and culture initiatives.

·         Strong understanding of employment law, labor relations, compensation, benefits, and HR best practices.

·         Demonstrated executive presence and ability to influence at all organizational levels.

·         Strong business acumen and strategic planning capabilities.

·         Exceptional communication, leadership, coaching, and conflict-resolution skills.

·         Experience with HR technology and workforce analytics.

·         Ability to maintain confidentiality and exercise sound judgment.

·         Gaming, hospitality, resort, or tribal enterprise experience.

·         SHRM-SCP, SPHR, or equivalent certification.

·         Experience working within a unionized workforce.

·         Experience supporting rapid growth, acquisitions, openings, or organizational transformations.

This job has supervisory responsibilities. 

·         Responsible for staff development and training programs.

·         Responsible for rewards and recognition program to maximize team member engagement.

·         Evaluates team members within department and delivers constructive feedback to team members regarding performance.

·         Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning, and directing work) to meet business needs.

·         Determines work procedures and expedites workflow.

Ability to read and interpret documents In English, such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to read and communicate verbally in English. Written communication skills in English may also be required. Bi-lingual skills a plus.

Ability to apply commonsense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.

Team members must be able to qualify for licenses and permits required by federal, state, and Gaming Commission. 

You must possess a valid driver’s license and have acceptable driving history. 

Must be able to work in a 24/7 casino resort environment and perform the essential functions of the position with or without reasonable accommodation. 

The physical demands described here represent those that must be met by a team member to perform the essential functions of this job successfully. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. 

While performing the duties of this job, the team member is regularly required to stand and use hands to finger, handle, or feel objects, tools, or controls. The team member frequently is required to reach with hands and arms and talk or hear. Specific vision abilities required by this job include close vision, color vision, and peripheral vision.

 The team member must regularly lift and/or move up to 25 pounds, frequently lift and/or move up to 50 pounds, and occasionally lift and/or move up to 75 pounds, and must have the ability to push, pull, reach, bend, twist, stoop, stack, crouch, kneel and balance when performing job duties in varying work areas such as confined spaces.

The work environment characteristics described here represent what a team member encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually very loud. Team members will be exposed to an environment containing unrestricted secondhand tobacco smoke.