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Mansueto Ventures is home to two of the most iconic and vibrant brands in business publishing: Inc. and Fast Company. Every day, the content, awards, and events produced help entrepreneurs and innovators succeed by providing useful insights, sparking essential conversations, and offering much-needed inspiration.

Inc. is the voice of the American entrepreneur, inspiring and documenting the risk-takers and ultra-driven go-getters who represent the most dynamic force in the American economy.
Fast Company is the world’s leading business media brand, focusing on innovation in technology, leadership, and design to inspire readers to shape the future of business.

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Director, Human Resources

The Director, Human Resources reporting to the VP, Human Resources, is a strategic advisor and consultant to senior leadership, driving people strategies that support business objectives and foster a high-performance culture. The Director has broad HR experience and along with a team of diverse Human Resources professionals, partners closely with business leaders to align HR initiatives with organizational goals, ensuring talent, culture, and operational excellence are at the forefront of decision-making.

Essential Duties And Responsibilities

1. Strategic HR Partnership: Collaborates with senior leaders to align HR strategies with business goals and improve organizational effectiveness.

Implements HR strategies that align with evolving business models and market conditions.

Serves as a liaison between HR and business units to ensure alignment of people strategies with operational goals.

Leads enterprise-wide initiatives such as leadership alignment, organizational design, and workforce transformation.

Leads cross-functional HR initiatives that support enterprise transformation.

Mentors leaders on team dynamics, leadership, and change readiness.

2. Workforce Planning: Partners with HR and business leaders to forecast talent needs, assess workforce gaps, and align staffing with strategic goals.

Conducts workforce segmentation to identify critical roles and future skill needs.

Leverages data to guide decision-making on turnover, productivity, and workforce trends.

Leads workforce scenario planning to prepare for workforce shifts.

Facilitates job description creation and updates through job shadowing and integrated activities.

Collaborates with other HR functional leaders and SMEs to deliver integrated HR solutions.

3. Talent Management: Leads talent development, performance management, succession planning, and retention strategies to build a strong workforce.

Implements competency frameworks to guide performance expectations and development planning.

Guides leader recognition of high-potential talent using performance data and manager feedback.

Designs career paths and leadership development opportunities.

Identifies skill gaps and recommends targeted development opportunities or training.

Consults on Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs).

Facilitates and reports on succession planning and bench strength sessions.

Conducts in-service sessions on new or updated policies.

Collaborates with HR Learning & Development to align training with business needs.

Leads annual calibration meetings.

Guides leaders on interpersonal and performance-related matters.

Counsels on fair and consistent policy application across the enterprise.

4. Organizational Development: Drives initiatives that strengthen leadership, team effectiveness, and engagement.

Facilitates engagement strategy sessions to build alignment and trust.

Drives or partners on organizational design, role creation, team effectiveness, and implements change management programs.

Leads organizational health assessments and recommend interventions for improvement.

Supports cross-functional collaboration through team effectiveness and conflict resolution workshops.

Leads satisfaction conversations and stay/discovery interviews.

Analyzes engagement data and recommends actions to boost morale and retention.

Manages voluntary resignations and conducts exit interviews for insights.

5. HR Analytics & Insights: Uses data to identify trends, measure impact, and guide talent and organizational decisions.

Monitors HR metrics, analyzes trends, and leverages data to identify areas for improvement and informed strategic decisions.

Uses predictive and prescriptive analytics to forecast needs and recommend interventions.

Aligns analytics with business goals by partnering with leaders.

Applies statistical methods to uncover correlations and causations.

Translates complex data into actionable insights.

Presents insights in a compelling, story-driven format.

Benchmarks metrics against industry standards.

Ensures ethical and secure use of employee data.

6. Change Management: Supports business transformation through restructuring, process improvements, and cultural alignment.

Leads stakeholder analysis and change impact assessments for major initiatives.

Drives organizational change initiatives effectively.

Develops communication plans, such as run of show plans, and assess change readiness with mitigation strategies.

Monitors post-change adoption metrics and adjust strategies as needed.

Manages complex projects related to HR strategy and initiatives.

7. Employee Relations: Provides intake and support to the Employee and Labor Relations team on complex employee relations matters, ensuring fair and consistent practices aligned with company values and legal compliance.

Conducts climate assessments to proactively identify and address workplace issues.

8. Performs other duties as assigned to support the efficient operation of the department.

Supervisory Responsibilities

Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning reviewing and directing work; evaluating and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Makes hiring decisions and designs individual development plans with succession planning in mind for all key roles.

Education, Experience And Qualifications

Bachelor's degree in Business Administration, Human Resources, Organizational Development, Psychology, or related field required.
Minimum ten (10) years of relevant and progressive experience in Human Resources, with a minimum of five (5) years in a senior-level HR role leading consultative, change management, or workforce planning initiatives in an organization of 2000 or more team members is required. Experience working with Tribal Governments and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred.
Minimum seven (7) years of supervisory experience is required.
Related, relevant, and/or direct experience may be considered in lieu of the minimum educational requirements indicated above.

Knowledge, Skills And Abilities (KSA)

Must be able to work flexible hours, including evenings, weekends, and holidays.
A deep knowledge of HR principles, employment law, and organizational behavior is required.
Strong knowledge of the full talent lifecycle: recruitment, development, succession planning, and retention is required.
Proficiency in HRIS platforms (e.g., Workday), data visualization tools (e.g., Power BI), and Office 365 are required.
Skilled in workforce segmentation, benchmarking, and change management.
Experienced in coaching, mentoring, conflict resolution, and team facilitation.
Excellent interpersonal and communication skills to effectively engage with stakeholders at all levels.
Demonstrated ability and experience to:

Lead through influence across all organizational levels.
Drive strategic HR initiatives aligned with business goals to enhance performance and engagement.
Apply HR analytics to support data-driven decisions and improve organizational health.
Communicate insights effectively through compelling, story-driven presentations.
Manage cross-functional projects with a collaborative approach.
Foster a culture of accountability, collaboration, and continuous improvement.
Uphold high standards of integrity, professionalism, and confidentiality.
Think strategically and with strong business acumen.

Licenses, Certifications And Registrations

At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
Certification as a Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or Global Professional Human Resources (GPHR) preferred.
Driving Responsibilities: Role requires regular commuting between locations. A valid driver's license and vehicle insurance with minimum liability limits is required. Role will not operate or drive Tribe-owned vehicles or patron vehicles.

Physical Requirements/ Working Conditions Environment

Primary work environment is in a climate-controlled office setting.
Work requires travel to attend meetings, trade shows, and conferences.
Incumbents may be required to work evening, weekend and holiday shifts.
Must be able to work in a fast-paced, high-demand environment.
Strength sufficient to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects and/or move up to 40 pounds occasionally.
Sedentary work: involves sitting most of the time.

","

Director, Human Resources

The Director, Human Resources reporting to the VP, Human Resources, is a strategic advisor and consultant to ...",["B","2619358964"],"2 days ago","/jobs/2619358964-director-human-resources",{"_429":428,"_434":524,"_452":453,"_444":525,"_243":526,"_441":527,"_427":428,"_111":437,"_431":432,"_433":194,"_454":453,"_442":443,"_425":528,"_455":529,"_430":115,"_476":521,"_460":530,"_478":437,"_479":443,"_481":531,"_483":484,"_485":486},["D",1771286400000],"Yuhaaviatam of San Manuel Nation","

Overview

The Director, Human Resources reporting to the VP, Human Resources, is a strategic advisor and consultant to senior leadership, driving people strategies that support business objectives and foster a high-performance culture. The Director has broad HR experience and, along with a team of diverse Human Resources professionals, partners closely with business leaders to align HR initiatives with organizational goals, ensuring talent, culture, and operational excellence are at the forefront of decision-making.

Responsibilities

Strategic HR Partnership: Collaborates with senior leaders to align HR strategies with business goals and improve organizational effectiveness.
Implements HR strategies that align with evolving business models and market conditions.
Serves as a liaison between HR and business units to ensure alignment of people strategies with operational goals.
Leads enterprise-wide initiatives such as leadership alignment, organizational design, and workforce transformation.
Leads cross-functional HR initiatives that support enterprise transformation.
Mentors leaders on team dynamics, leadership, and change readiness.
Workforce Planning: Partners with HR and business leaders to forecast talent needs, assess workforce gaps, and align staffing with strategic goals.
Conducts workforce segmentation to identify critical roles and future skill needs.
Leverages data to guide decision-making on turnover, productivity, and workforce trends.
Leads workforce scenario planning to prepare for workforce shifts.
Facilitates job description creation and updates through job shadowing and integrated activities.
Collaborates with other HR functional leaders and SMEs to deliver integrated HR solutions.
Talent Management: Leads talent development, performance management, succession planning, and retention strategies to build a strong workforce.
Implements competency frameworks to guide performance expectations and development planning.
Guides leader recognition of high-potential talent using performance data and manager feedback.
Designs career paths and leadership development opportunities.
Identifies skill gaps and recommends targeted development opportunities or training.
Consults on Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs).
Facilitates and reports on succession planning and bench strength sessions.
Conducts in-service sessions on new or updated policies.
Collaborates with HR Learning & Development to align training with business needs.
Leads annual calibration meetings.
Guides leaders on interpersonal and performance-related matters.
Counsels on fair and consistent policy application across the enterprise.
Organizational Development: Drives initiatives that strengthen leadership, team effectiveness, and engagement.
Facilitates engagement strategy sessions to build alignment and trust.
Drives or partners on organizational design, role creation, team effectiveness, and implements change management programs.
Leads organizational health assessments and recommends interventions for improvement.
Supports cross-functional collaboration through team effectiveness and conflict resolution workshops.
Leads satisfaction conversations and stay/discovery interviews.
Analyzes engagement data and recommends actions to boost morale and retention.
Manages voluntary resignations and conducts exit interviews for insights.
HR Analytics & Insights: Uses data to identify trends, measure impact, and guide talent and organizational decisions.
Monitors HR metrics, analyzes trends, and leverages data to identify areas for improvement and informed strategic decisions.
Uses predictive and prescriptive analytics to forecast needs and recommend interventions.
Aligns analytics with business goals by partnering with leaders.
Applies statistical methods to uncover correlations and causations.
Translates complex data into actionable insights.
Presents insights in a compelling, story-driven format.
Benchmarks metrics against industry standards.
Ensures ethical and secure use of employee data.
Change Management: Supports business transformation through restructuring, process improvements, and cultural alignment.
Leads stakeholder analysis and change impact assessments for major initiatives.
Drives organizational change initiatives effectively.
Develops communication plans, such as run of show plans, and assess change readiness with mitigation strategies.
Monitors post-change adoption metrics and adjust strategies as needed.
Manages complex projects related to HR strategy and initiatives.
Employee Relations: Provides intake and support to the Employee and Labor Relations team on complex employee relations matters, ensuring fair and consistent practices aligned with company values and legal compliance.
Conducts climate assessments to proactively identify and address workplace issues.
Performs other duties as assigned to support the efficient operation of the department.

Supervisory Responsibilities

Carries out supervisory responsibilities in accordance with the organizations policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning reviewing and directing work; evaluating and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Makes hiring decisions and designs individual development plans with succession planning in mind for all key roles.

Education, Experience And Qualifications

Bachelors degree in Business Administration, Human Resources, Organizational Development, Psychology, or related field required.
Minimum ten (10) years of relevant and progressive experience in Human Resources, with a minimum of five (5) years in a senior-level HR role leading consultative, change management, or workforce planning initiatives in an organization of 2000 or more team members is required. Experience working with Tribal Governments and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred.
Minimum seven (7) years of supervisory experience is required.
Related, relevant, and/or direct experience may be considered in lieu of the minimum educational requirements indicated above.

Knowledge, Skills And Abilities (KSA)

Must be able to work flexible hours, including evenings, weekends, and holidays.
A deep knowledge of HR principles, employment law, and organizational behavior is required.
Strong knowledge of the full talent lifecycle: recruitment, development, succession planning, and retention is required.
Proficiency in HRIS platforms (e.g., Workday), data visualization tools (e.g., Power BI), and Office 365 are required.
Skilled in workforce segmentation, benchmarking, and change management.
Experienced in coaching, mentoring, conflict resolution, and team facilitation.
Excellent interpersonal and communication skills to effectively engage with stakeholders at all levels.
Demonstrated ability and experience to: Lead through influence across all organizational levels; Drive strategic HR initiatives aligned with business goals to enhance performance and engagement; Apply HR analytics to support data-driven decisions and improve organizational health; Communicate insights effectively through compelling, story-driven presentations; Manage cross-functional projects with a collaborative approach; Foster a culture of accountability, collaboration, and continuous improvement; Uphold high standards of integrity, professionalism, and confidentiality; Think strategically and with strong business acumen.

Licenses, Certifications and Registrations

At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
Certification as a Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or Global Professional Human Resources (GPHR) preferred.
Driving Responsibilities: Role requires regular commuting between locations. A valid drivers license and vehicle insurance with minimum liability limits is required. Role will not operate or drive Tribe-owned vehicles or patron vehicles.

Physical Requirements/Working Conditions Environment

Primary work environment is in a climate-controlled office setting.
Work requires travel to attend meetings, trade shows, and conferences.
Incumbents may be required to work evening, weekend and holiday shifts.
Must be able to work in a fast-paced, high-demand environment.
Strength sufficient to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects and/or move up to 40 pounds occasionally.
Sedentary work: involves sitting most of the time. Constantly operates a computer and other office productivity machinery.
Physical activities that apply to the essential functions of the position include balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions.
Hearing and speech requirements to communicate in person, via videoconference and over the telephone.
Visual acuity required for preparing and analyzing data and figures, transcribing, viewing a computer terminal, and reading related materials.
Mobility and endurance to travel between locations and remain productive during extended work hours.
May be exposed to fumes or airborne particles including secondhand smoke.

Reasonable accommodation will be made in compliance with all applicable law.

#J-18808-Ljbffr","

Overview

The Director, Human Resources reporting to the VP, Human Resources, is a strategic advisor and consultant to senior leadership...",["B","2619377247"],"Work at Yuhaaviatam of San Manuel Nation","/jobs/2619377247-director-human-resources","/jobs?keyword=Yuhaaviatam+of+San+Manuel+Nation",{"_429":428,"_434":533,"_452":453,"_444":445,"_243":534,"_441":535,"_427":428,"_111":536,"_431":432,"_433":194,"_454":453,"_442":443,"_425":537,"_455":456,"_430":118,"_476":538,"_460":539,"_478":536,"_479":443,"_481":482,"_483":484,"_485":540},["D",1771372800000],"

Manager, Employee and Labor Relations

Reporting to the Director, Employee and Labor Relations, the Manager, Employee and Labor Relations serves as a trusted advisor and subject matter expert on complex workplace investigations, labor relations, and grievance management. Leads a team of HR professionals responsible for the resolution of sensitive employee relations matters, overseeing the administration of the collective bargaining agreements, and ensuring consistent application of policies and practices across the enterprise.

Essential Duties and Responsibilities:

Manages the investigation lifecycle thorough impartial investigations into employee complaints, workplace misconduct, and policy violations, ensuring timely resolution, confidentiality, and compliance with all applicable laws and company policies.
Manages labor relations activities to include grievance and arbitration process under collective bargaining agreements, contract interpretation, case preparation, documentation, and grievance meetings to resolve disputes effectively.
Provides strategic consultation to leaders on disciplinary actions, corrective measures, and performance management concerns, ensuring consistency, fairness, and mitigation of organizational risk.
Provides support (coaching, counseling, education) to managers on employee relations. Educates, advises, and informs on managers and employees on employment laws, labor relations, and workplace policies. Works closely with inside and outside counsel in areas of employment law or labor relations as required.
Assists with developing and updating policies and procedures to ensure compliance with applicable law, collective bargaining agreements, and tribal ordinances.
Tracks and analyzes employee relations trends and metrics to identify patterns, assess program effectiveness, and continuous improvements opportunities.
Partners with HR Business Partner team on systemic cases, work collaboratively to identify root cases and develop sustainable, strategic solutions that address underlying issues and enhance organizational effectiveness.
Performs other duties as assigned to support the efficient operation of the department.

Supervisory Responsibilities:

Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning, reviewing and directing work; evaluating and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Make hiring decisions and designs individual development plans with succession planning in mind for all key roles.

Education, Experience and Qualifications:

Bachelor's Degree in Business Administration, Human Resources, Organization Development, Psychology, or related field is required.
Minimum seven (7) years of relevant and progressive experience in Human Resources, with a minimum of three (3) years of direct experience in employee and labor relations within an organization of 2000 or more team members is required. Experience working with Tribal Government and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred.
Minimum of three (3) years of supervisory experience is required.
Related, relevant, and/or direct experience may be considered in lieu of the minimum educational requirements indicated above.

Knowledge, Skills and Abilities (KSA):

Must be able to work flexible hours, including evenings, weekends, and holidays.
Proficient in drafting formal communications, investigation reports, disciplinary notices, and grievance responses.
Extensive knowledge of employee relations, labor law, grievance procedures, and arbitration.
Skilled in conducting impartial, confidential, and legally compliant workplace investigations.
Strong understanding of employment laws and the ability to apply them to complex workplace scenarios.
Adept at evaluating employee issues, assessing risk, and providing practical, business-focused recommendations.
Exceptional communication skills, with the ability to present findings, guide leaders, and influence decisions.
Effective in mediating disputes, resolving sensitive concerns, and promoting positive labor-management relations.
Experienced in coaching managers to handle employee and labor relations matters consistently and confidently.
Collaborative partner to HR, legal, and business leaders to ensure alignment and achieve strategic goals.
Confident in offering independent, well-reasoned recommendations to senior leadership.
Maintains high levels of discretion, professionalism, and ethical judgment in handling sensitive information.
Adaptable and resilient in fast-paced environments, responsive to changing organizational needs.

Licenses, Certifications and Registrations:

At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
Certification as a Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or Global Professional Human Resources (GPHR) preferred.
Driving Responsibilities: Role requires regular commuting between locations. A valid driver's license and vehicle insurance with minimum liability limits is required. Role will not operate or drive Tribe-owned vehicles or patron vehicles.

Physical Requirements/ Working Conditions Environment:

Primary work environment is in a climate-controlled office setting.
Work requires travel to attend meetings, trade shows, and conferences.
Incumbents may be required to work evening, weekend and holiday shifts.
Must be able to work in a fast-paced, high-demand environment.
Strength sufficient to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects and/or move up to 40 pounds occasionally.
Sedentary work: involves sitting most of the time. Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer.
Physical activities that apply to the essential functions of the position are balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions.
Hearing sufficient to hear conversational levels in person, via videoconference and over the telephone.
Speech sufficient to make oneself heard and understood in person, in front of groups, in meetings, via videoconference and over the telephone.
Visual acuity that meets the requirements of the position: The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading and visual inspection of employees, visitors or facility.
Mobility sufficient to safely move in an office environment, walk, stoop, bend and kneel, and enter, exit and operate a motor vehicle in the course of travel to promotional events, meetings, conferences, trade shows and San Manuel properties.
Endurance sufficient to sit, walk and stand for extended periods, and maintain efficiency throughout the entire work shift and during extended work hours.
The employee may be exposed to fumes or airborne particles including secondhand smoke.

Reasonable accommodation will be made in compliance with all applicable law.

As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today!

","

Manager, Employee and Labor Relations

Reporting to the Director, Employee and Labor Relations, the Manager, Employee and Labor Relation...","Manager, Employee & Labor Relations",["B","2619394620"],"1 days ago","/jobs/2619394620-manager-employee-labor-relations","/jobs?keyword=Manager%2C+Employee+%26+Labor+Relations",{"_429":428,"_434":542,"_452":453,"_444":445,"_243":543,"_441":544,"_427":428,"_111":545,"_431":432,"_433":194,"_454":453,"_442":443,"_425":546,"_455":456,"_430":130,"_476":521,"_460":547,"_478":545,"_479":443,"_481":482,"_483":484,"_485":548},["D",1771286400000],"

Service Desk Analyst I

Under the supervision of the Supervisor, IT Operations, the Service Desk Analyst I ensures proper computer operation so that end users can accomplish business tasks. This includes receiving, creating, prioritizing, documenting, and actively resolving end-user help requests and escalating incidents when considered appropriate and necessary to maintain service level agreements (SLA) expectations. Problem resolution may involve the use of diagnostic and help request tracking tools, as well as assisting individuals or providing in-person, hands-on help with technical issues. This role will primarily be tasked with providing support, including walk-ins, over-the-phone support, screen sharing or remote control, live chat support, or email support.

Essential Duties And Responsibilities

Provides first contact support for incoming requests to the service desk via telephone, web portal, email, and chat to ensure courteous, timely, and effective resolution of end-user issues while providing best-in-class customer service
Prioritizes incidents and service requests according to defined criteria to meet defined SLAs, escalates incidents with accurate documentation to suitable technicians or technology verticals, and alerts management to emerging trends in incidents.
Uses remote assistance tools and diagnostic utilities to aid in troubleshooting. Identifies, writes, and enacts Service Desk scripts, user guides, and online solutions to common end-user problems. Provides guidance and technical recommendations to customers to resolve system issues.
Records, tracks, and documents the service desk incident-solving steps, including all actions taken, through to final resolution.
Research solutions through internal and external knowledge base. Identify and learn appropriate software and hardware used and supported by the organization.
Deploys software to end user endpoints to include laptop, desktop, and mobile devices.
Develops help sheets, knowledge base articles, and Frequently Asked Questions (FAQ) lists for IT team members and end users.
Communicate SLAs to manage end-user expectations and provide suggestions for continual improvement.
Performs other duties as assigned to support the efficient operation of the department.

Education, Experience And Qualifications

High School Diploma or GED required.
Associate's degree in Computer Science or related field preferred.
Minimum one (1) year of related IT work experience is required.

Knowledge, Skills And Abilities (KSA)

General IT Service Desk Experience is preferred.
Demonstrated ability to analyze and diagnose network, computer, and or telecom issues.
Ability to solve technical problems, work well under stress, and follow instructions.
Must possess excellent customer service and written/oral communication skills.
Exceptional interpersonal skills, with a focus on rapport-building, listening, and questioning skills.
Experience working in Casino or Gaming industry is preferred.
Familiarity with Infrastructure, Messaging, Security, and Mobility platforms is desirable.
Strong documentation skills.
Ability to absorb and retain information quickly.
Must be able to present ideas in user-friendly language.
Highly self-motivated and directed.
Keep attention to detail.
Proven analytical and problem-solving abilities.
Ability to effectively prioritize and execute tasks in a high-pressure environment.
Experience working in a team-oriented, collaborative environment is desired.
Ability to work assigned shift (day/swing/graveyard).

Licenses, Certifications And Registrations

At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
No Driving Responsibilities: Role does not require a driver's license or insurance.

Physical Requirements/ Working Conditions Environment

Primary work environment is in a climate-controlled office setting.
Work requires travel to attend meetings, trade shows, and conferences.
Incumbents may be required to work evening, weekend and holiday shifts.
Must be able to work in a fast-paced, high-demand environment.
Strength sufficient to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects and/or move up to 40 pounds occasionally.
Sedentary work: involves sitting most of the time. Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer.
Physical activities that apply to the essential functions of the position are balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions.
Hearing sufficient to hear conversational levels in person, via videoconference and over the telephone.
Speech sufficient to make oneself heard and understood in person, in front of groups, in meetings, via videoconference and over the telephone.
Visual acuity that meets the requirements of the position: The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading and visual inspection of employees, visitors or facility.
Mobility sufficient to safely move in an office environment, walk, stoop, bend and kneel, and enter, exit and operate a motor vehicle in the course of travel to promotional events, meetings, conferences, trade shows and San Manuel properties.
Endurance sufficient to sit, walk and stand for extended periods, and maintain efficiency throughout the entire work shift and during extended work hours.
The employee may be exposed to fumes or airborne particles including secondhand smoke.

Reasonable accommodation will be made in compliance with all applicable law.

As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today!

","

Service Desk Analyst I

Under the supervision of the Supervisor, IT Operations, the Service Desk Analyst I ensures proper computer opera...","IT Service Desk Analyst",["B","2619376085"],"/jobs/2619376085-it-service-desk-analyst","/jobs?keyword=IT+Service+Desk+Analyst","actionData","errors"]