INAMAX Powered by Ultra is a family of companies that bring innovative, entertaining experiences to retail.
Ultra is a Class B Master License Holder and a provider of Coin Operated Amusement Machines (COAM) to businesses throughout Georgia. Ultra is an exclusive provider of Titan, a reloadable Player Card System that enhances the player experience and reduces friction for the retailer.
INAMAX is a management consulting firm operating multiple gaming and retail companies across several states. We offer retailers the expertise needed to add or improve current terminal gaming operations, such as COAM, VLT, and VGT. We help our partners successfully manage risk while adding a highly profitable revenue stream and leveraging underutilized space.
Position Summary
The Human Resource Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organizations mission and talent strategy.
Key Responsibilities
HR Leadership:
Develop and implement HR strategies aligned with the company's business goals and objectives
Act as a strategic partner to the executive team, providing insights and recommendations on HR-related matters
Lead HR initiatives that support organizational growth and enhance employee engagement and productivity
Maintain knowledge of trends, best practices and new technologies in human resources and talent management; applies this knowledge to communicate changes in policy, practice, and resources to upper management
Recruitment and Onboarding:
Oversee the entire recruitment process, from identifying staffing needs to hiring and onboarding new employees
Build and maintain a strong employer brand to attract high-quality candidates
Establish partnerships with universities, technical schools, and industry organizations to create a talent pipeline
Coordinate with various departments to ensure a smooth transition for new employees
Monitor and evaluate the effectiveness of the onboarding process and make improvements as needed
Design and implement a comprehensive onboarding program that effectively integrates new employees into the company
Ensure new hires understand the company’s mission, values, policies, and procedures
Employee Relations and Retention:
Foster a positive and inclusive workplace culture that supports employee satisfaction and retention
Develop and implement employee-facing program and employee engagement initiatives to improve morale and reduce turnover
Address employee concerns and resolve conflicts in a fair and timely manner
Employment Law, Compliance and Risk Management:
Develop and enforce HR policies and procedures that mitigate risk and protect the company’s interests
Conduct regular audits of HR practices and records to ensure compliance and identify areas for improvement
Monitor and ensure the organizations compliance with federal, state, and local employment laws and regulations across multiple states, and recommended best practices
Review and modify policies and practices to maintain compliance
Performance Management and Development:
Implement and manage a performance appraisal system that drives high performance
Identify training and development needs and create programs to enhance employee skills and career growth
Support managers in addressing performance issues and developing action plans for improvement
Handle discipline and termination of employees in accordance with company policy
Compensation and Benefits:
Oversee the design and administration of competitive compensation and benefits programs
Conduct regular market analyses to ensure the company’s compensation practices are competitive
Manage the bi-annual performance review process and bonus program
HR Metrics and Reporting:
Develop and maintain HR metrics and dashboards to track key performance indicators
Provide regular reports to the executive team on HR activities, trends, and outcomes
Use data and analytics to inform HR strategies and decision-making
Collaborate with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention
Develop and implement departmental budget
Monitor HR trends including and provide reports and metrics from the organizations human resource information system (HRIS) or talent management system
Systems and Integrations:
Serve as the subject matter expert and administrator for the organization’s HR systems
Utilize HR software systems such as Paychex and Ceridian to streamline HR processes
Perform other HR duties as necessary
Qualifications & Experience
Bachelor’s degree in Human Resources, Business Administration, or related field required
Master’s degree preferred
10+ years of progressive HR experience, with at least 5 years in a leadership role
ADP or PeopleSoft system experience required
Strong knowledge of employment laws and regulations
Experience collaborating effectively with departments heads
Certification in HR (e.g., SHRM-SCP, SPHR) is highly preferred
Skills
Excellent verbal and written communication skills
Excellent interpersonal and negotiation skills
Excellent organizational skills and attention to detail
Excellent time management skills with a proven ability to meet deadlines
Strong analytical and problem-solving skills
Strong supervisory and leadership skills
Ability to adapt to the needs of the organization and employees
Ability to prioritize tasks and to delegate them when appropriate
Thorough knowledge of employment-related laws and regulations
Proficient with Microsoft Office Suite or related software
Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems
Proficient with software systems; quick to adapt to technologies
Benefits
Employee-centric culture
Comprehensive benefits package (medical, dental, vision, etc.) with employer contribution
Competitive salary, annual merit increases and performance-based bonuses
Retirement savings plan with employer matching
PTO: up to 20 days + holidays
401K with company match
Opportunity for growth and development
Company-wide and team events to build connections in person
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Seniority level
Mid-Senior level
Employment type
Full-time
Job function
Human Resources
Industries
Internet Publishing
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