Director of Human Resources

Position Summary:

Reporting to the VP of Facilities & Community Affairs, the Director of Human Resources will oversee all operation aspects of Human Resources for Big Cedar Lodge, Big Cypress, Angler’s Lodge, Angler’s II, Finley Farms, and Ozark Mill. They will play a significant role in developing best practices in HR with a keen focus on recruitment. The Hospitality Division of Bass Pro Shops is expanding rapidly, and other properties will be developed, which will require a continued focus on development of policies and practices to support the growing employees base with the strong cultural principals of Big Cedar Lodge.

The Director will provide leadership for existing Big Cedar properties, as well as play an instrumental role in attracting and developing employees at all levels for the ongoing expansion of properties withing the hospitality division. Leading a team of two direct reports with a current total team of eight, the Director will be skilled in organizational design, recruitment and training geared toward accomplishing the HR objectives of this rapidly developing organization.

This position will support and help create a best-in-class work environment and culture within a fast-growing organization. This is an outstanding opportunity for an exceptional leader who is collaborative, creative, and results-driven to join an award-winning organization.

Key Responsibilities

Strategic & People Leadership

• Lead the Human Resources department for Big Cedar Lodge, including two direct reports and a total team of eight.
• Review the overall team structure to ensure the composition of the team is aligned to support and drive the organization forward.
• Drive accountability and ownership of programs throughout the human resources team.
• Act as a lead subject matter expert for all matters related to culture, organizational effectiveness and human resource related matters.
• Develop a sustainable human capital and organizational development strategy and plan to support the current state and projected growth of the business.
• Advise on the role human resources can proactively play in driving the culture of the organization and in planning for Big Cedar’s continued success.

Communication

• Communicate to the organization at all levels and solicit feedback concerning the culture, existing programs and services, seeking collaborative input in developing new programs / services.
• Continually assess and address employee engagement levels and seek to understand the changing needs of the organization relative to human resource related matters.
• Partner with all functional areas of the business while working closely with the President of Hospitality to build a best-in-class culture.
• Promote building a culture of collaboration, empowerment, high performance, service excellence, sense of urgency and follow through.

Human Capital Management and Culture

• Lead the development and implementation of a functional human capital plan for the organization.
• Develop a comprehensive strategy to translate Big Cedar’s brand, hospitality and culture to new properties and development.
• Develop a human resource strategy to equip the organization with streamlined HR practices across multiple states.
• Ensure recruitment, selection and retention policies and processes are in place to support the ongoing requirement for talent across all departments including high churn, high volume positions.
• Oversee the management and resolution of employee relations issues.
• Oversee the implementation of the on-the-job training program for all department.
• Champion people-focused initiatives centered around cultural alignment, succession planning, and career development, leadership development and change management.
• Manage the compensation plan for the organization that aligns to the strategic business plan.
• Evaluate, administer, update and / or create the policies, programs, and / or services for: learning and development, total compensation, employee relations and performance management.
• Review (adjust as needed) and administer incentive programs that reinforce desired behaviors and the desired corporate culture.
• Support the company in organizational design and development. Ensure the structure is supportive of the company’s growth plans.
• Provide consultive support to HR departments / teams in other areas of the overall Bass Pro enterprise, as needed, including:
  • Wonders of Wildlife
  • Dogwood Canyon
  • Bass Pro Retail Food and Beverage
• Maintain established relationships with international recruitment partners, traveling to these destinations to recruit for roles at various levels of seniority within hospitality and other departments.
• Manager relationships with legal team that advises on challenging and / or complicated legal policies / litigious employment issues.
• Live the Big Cedar standards – embody the vision and culture at all times.

Experience & Qualifications

• 10+ years senior level human resource leadership experience within high-volume recruitment industry, such as hospitality
• A track record as a hands-on HR leader, well-versed in tactical execution along with the capacity to develop strategy and be a partner to both internal clients and to the organization as a whole.
• Strong verbal and written communication skills with ability to tailor communication to the needs of the audience
• Deep knowledge of principles and procedures for recruitment and selection – experience with external vendor relationship management preferred.
• Experience developing and managing comprehensive, high-volume training and development programs.
• Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects
• Strong understanding of state and federal laws and regulations governing the management of human resources, including health and safety laws
• Undergraduate degree in a related field preferred
• Comfortable with professional travel which may be elevated during peak times.

Management & Leadership Characteristics

• Highly flexible with ability to adapt to major changes in scope of work or the work environment.
• A high achiever with an exceptional track record of success in a rapidly expanding and high growth environment.
• Strong sense of urgency and ability to keep pace with the rapidly changing needs of the organization
• Ability to come up with innovative ideas or to develop creative ways to solve a problem.
• Highly pragmatic in approach
• Skilled at building a cohesive team and facilitating goal accomplishment.
• Strategic; gets the bigger picture – can communicate a vision and deliver on it.
• Demonstrate sound judgement, ethics, integrity, conflict resolution and diplomacy.
• Drive corporate branding initiatives related to recruiting and retaining talented team members.
• Provide overall direction, coordination, and guidance of the company’s Performance Evaluation Program, Management Progression, Succession Planning, and develop retention strategies where required.
• Confident, with a high degree of perseverance