Team Member Relations Manager

About the role

As the Team Member Relations Manager, you foster a positive, inclusive, and respectful work environment by promoting effective communication, addressing workplace concerns, and guiding leaders in fair and consistent people practices. This role champions both individual Team Member engagement, as well as acts as the lead for Team Member events, including Team Member Community Events and Engagement. You will oversee investigations, advising on employee conduct matters, and ensuring compliance with internal policies and collective bargaining agreements. You will serve as a resource for resolving concerns early, supporting a culture of trust and accountability, and strengthening collaboration between Team Members, leadership, union partners, and Human Resources.

Responsibilities

• Champion a positive Team Member experience by supporting the fair and respectful resolution of workplace concerns—whether individual or union-related—in partnership with HR, leaders, and union representatives.
• Serve as a key contact for Team Members and managers seeking guidance on workplace concerns, policy clarification, or interpersonal dynamics, reinforcing a culture of open communication and mutual respect.
• Conduct timely and thorough investigations into Team Member complaints, grievances, or misconduct, ensuring accuracy, discretion, and alignment with company values and, where applicable, collective bargaining agreements (CBAs).
• Facilitate due process and disciplinary meetings with empathy and professionalism, helping leaders deliver constructive feedback while supporting Team Member dignity and legal compliance.
• Provide consultative support to managers and HR partners on a range of Team Member relations issues—including coaching, conflict resolution, performance concerns, and policy interpretation.
• Monitor trends in Team Member feedback, morale, and conduct cases to recommend proactive strategies that improve the employee experience and reduce potential risk.
• Maintain collaborative labor relations by partnering with union leadership on matters such as grievance resolution, contract interpretation, and communication strategies that support operational success and Team Member satisfaction.
• Train leaders on Team Member Relation best practices, including respectful communication, early intervention, progressive discipline, and CBA awareness. Training may be done on a one-on-one basis or through classroom training.
• Maintain accurate, confidential documentation of investigations, disciplinary actions, grievances, and coaching discussions to support transparency, compliance, and reporting needs.
• Ensure compliance with all applicable gaming laws and company internal controls, policies and procedures, Title 31, and federal regulations, if they apply to the position.
• Provide outstanding guest service in a timely manner to both guests and fellow team members that meets the company's guest service culture standards, including leading Team Member events including but not limited to, monthly engagement obligations, as well as monthly Team Member events, and Community Outreach Events.

Qualifications

• Minimum 3 years of progressive Human Resources experience, including exposure to both team member relations (coaching, performance management, conflict resolution) and labor relations (union interactions, grievance handling, and labor law compliance)
• Knowledge of employment law, workplace investigations, and Collective Bargaining Agreements with the ability to apply policies consistently and fairly
• Strong interpersonal, negotiation, and communication skills with the ability to build trust across all levels of the organization, from front-line team members to union representatives and leadership
• Demonstrated ability to maintain confidentiality, exercise sound judgment, and manage sensitive issues under pressure
• Proficiency in Workday, case management, and documentation systems to ensure accurate records and reporting
• Excellent organizational skills, attention to detail, and ability to manage multiple priorities while balancing both proactive engagement and reactive issue resolution

Requirements

• At least 21 years of age
• Bachelor's degree in Human Resources, Labor Relations, Business Administration, or related required or an equivalent combination of education and experience
• Ability to effectively communicate in English, both written and verbal
• Obtain and maintain all work cards as required by the company
• Verify right to work in the United States