MasterCorp, Inc.

Division Director of Field HR

Job Locations US-NV-Las Vegas 
Human Resources - Field
Human Resources
Position Type
Full Time
# of Openings


The Division Director of Field HR is responsible for managing the Human Resources function and the administering of all HR policies and procedures for the assigned division. This responsibility includes, but is not limited to compensation/benefits, employee relations, employee communication, performance management, management staffing, retention, and recruitment strategy implementation. The Division HR Director is an exempt position and has 2+ direct reports and reports to the Senior Director of Field HR.


  • Preferred education requirement is a master’s degree, minimum experience requirement is four (4) years of progressive management responsibility directly related to the role.
  • Equivalent education and experience are a bachelor’s degree, and five (5) years of progressive management responsibility directly related to the role.




  • SHRM/SPHR/PHR certification a plus.
  • Requires 5+ years of HR field management experience on a multi-site level and familiarity with all local/state/federal regulations for assigned division.
  • Requires the ability to speak, read and comprehend instructions, short correspondence, and policy documents, as well as converse comfortably with associates, excellent problem-solving skills.


  • The flexibility and adaptability to manage multiple projects and manage remote direct reports, while maintaining focus on critical HR processes.
  • Experience conducting employee interviews and managing investigations.
  • Ability to work in a matrixed reporting relationship, balancing Operations priorities while upholding HR standards.
  • Experience supervising at least 2 direct reports.
  • A solid understanding of HR metrics like turnover, time to hire, etc.
  • Requires the ability to lead and be a member of a team; ability to handle confidential matters with discretion.
  • A high sense of integrity and personal ethics.
  • Fluent in English and Spanish is REQUIRED.


Essential Functions


Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Demonstrates management of the HR function within the division by utilizing sound judgment when making HR related decisions.
  • Coaches and counsels RDs on employment and performance issues.
  • Coaches and counsels DVP regarding RD developmental opportunities.
  • Conducts market visits within the Division to effectuate HR processes, working with the RD to implement succession planning and talent review objectives.
  • Creates and/or helps administer Performance Improvement Plans and Individual Development Plans – with follow-up through completion.
  • Facilitates HR Training modules on a monthly/quarterly/annual basis.
  • Facilitates the bi-annual Talent Review Process for the Division.
  • Enforces positive employee relations.
  • Holds employee roundtables to encourage free flow of communication.
  • Coordinates / manages the confidential investigation of all EEO, Sexual Harassment, and other high-level employee relations issues.
  • Works with Division HR Manager to successfully resolve minor employee relations issues within Division.
  • Monitors turnover within division and prepares action plans to address.
  • Supervises the activities and performance of field recruiters, by monitoring staffing levels, having weekly communication, and sharing best practices.
  • Monitors the effectiveness of H2B, J1, and other non-traditional workers in divisions.
  • Keeps DVP updated on HR issues within division, in a proactive manner with a solution orientation.
  • Manages the annual performance review process for the Division.
  • Works collaboratively with HR personnel in support of the overall HR strategy; oversees the execution and effectiveness of organizational goals.
  • May supervise divisional trainers, site HR coordinators, and other HR staff in division.
  • Maintains high-quality HR standards as it relates to HR metrics, implementation of policies and procedures.
  • Ensures that all federal, state, local laws, agreements, and corporate HR-related compliance matters are proactively managed.
  • Uses technical HR knowledge in support of organizational learning for the managers, acts as a contact for the development and implementation of department goals and strategies.


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