Howard Hughes Holdings owns, manages, and develops award-winning master planned communities, as well as operating properties and development opportunities including: The Seaport in New York; Downtown Columbia, Maryland; The Woodlands, The Woodlands Hills, and Bridgelandin the Greater Houston, Texas area; Summerlin, Las Vegas; Douglas Ranch, Phoenix and Ward Villagein Honolulu, Hawaii.

As we continue our commitment to creating innovative placemaking we have formed Seaport Entertainment. Seaport Entertainment, a newly formed division comprising the company's entertainment-related assets in New York and Las Vegas-including the Seaport in Lower Manhattan and the Las Vegas Aviators Triple-A Minor League Baseball team, as well as the company's ownership stake in Jean-Georges Restaurants and its 80% interest in the air rights above the Fashion Show Mall, which are intended to be used to create a new casino on the Las Vegas Strip.

Howard Hughes Holdings Inc. is establishing Seaport Entertainment with the intention of completing its spinoff as a publicly traded company by the year-end 2024. The planned separation of Seaport Entertainment from Howard Hughes would allow the new company to operate independently as a pure-play entertainment enterprise, equipped with a robust team of industry leaders to ensure its long-term success.

About The Role

The Sr. Manager of HR will be supporting the Las Vegas Aviators Triple-A Minor League Baseball team, after its spin-off from Howard Hughes Holdings. They Sr. Manager of R will help align the HR function with the go-forward business strategy and objectives of the new organization. This position encompasses serving as a strategic HR Business Partner, developing Talent Management & Development initiatives, and supporting various operational activities that will be underway through the company's transition.

What You Will Do

• Serve as on-site HR resource supporting full HR lifecycle needs for the Las Vegas Aviators

• Serve as a strategic business partner and manage employee relations issues and provide guidance on conflict resolution, disciplinary actions, and grievance procedures.

• Develop and implement HR policies and procedures in line with go-forward company objectives and industry best practices.

• Support the development of new performance management processes, including goal setting, performance evaluations, and career development plans.

• Design and deliver training programs to enhance employee skills and knowledge.

• Ensure compliance with all relevant employment laws and regulations, including FMLA, ADA, EEOC, and OSHA.

• Maintain accurate HR records and prepare reports for senior management as needed.

• Stay updated on HR trends and best practices to continuously improve HR processes and initiatives.

About You

• Bachelor's degree in human resources, Business Administration or related field required.

• Minimum 8-10 years of progressive experience and proven track record of success in roles focused on HR generalist work preferably in a shared services environment.

• Well-rounded knowledge and experience across all HR areas, with technical expertise leading talent management, talent acquisition, total rewards, employee relations and DEI.

• Experience as a leader and contributor to the business beyond HR; the ability to collaborate with the executive team and serve as a thought partner on enterprise-wide operations.

• Proven success building structure and process into an HR function, ensuring consistency and clarity for employees.

• Possesses a "can-do" attitude with a willingness to roll up sleeves and execute

• Operated within a company with a complex, distributed workforce with a similar style and scale to Seaport Entertainment.

Professional and Cultural Characteristics

• A collaborative, non-territorial team player. Operates with a diplomatic leadership style, managing a range of stakeholders to gain buy in and build consensus.

• Balanced between strategic and tactical orientations. Understands how to develop long-term, strategic programs that connect with business operations as well as how to ensure operational excellence.

• A clear and effective communicator with high EQ. Willing to debate and challenge ideas to come to the best possible solution.

• Hardworking and entrepreneurial. Able to drive accountability and a sense of urgency.

• Takes the time to connect with employees to build relationships and gain a better understanding of the business and its culture.

• Business oriented and able to connect the dots between operational and people strategies. Makes a strong business case for programs and provides input on the business beyond HR.

NOTICE TO THIRD PARTY AGENCIES

Please note that Howard Hughes does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Fee Agreement, HHH will not consider or agree to payment of any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without a previously signed agreement, HHH explicitly reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, are deemed to be the property of Howard Hughes.