Human Resources Director

About Us

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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