THE SCOPE
With 30 years of history, today Gaming1 is one of the international leaders in both land-based and online games of chance (casino games, sports betting and poker). Its evolution at the heart of innovation is accompanied by a diversification and specialization of positions, with the creation of new cutting-edge jobs. As part of its sustained growth, Gaming1 is looking for a HR Business Partner.
As the HR Business Partner in a dynamic and highly regulated gambling and entertainment business, you will mentor a team of HR Business Partners to drive strategic people initiatives across our operations. This role is pivotal in ensuring the HRBP function is agile, commercially focused, and equipped to support rapid growth, innovation, and evolving regulatory demands.
YOUR ROLE
Strategic Leadership
- Partner with executive leadership to understand business goals and develop people strategies to support growth and transformation.
- Serve as a strategic HR leader and partner to C-suite and business unit heads across online, retail, and corporate functions.
- Lead the HR Business Partnering function to ensure alignment of HR initiatives with business needs.
- Translate business needs into HR solutions, ensuring the effective implementation of core HR programs and initiatives.
Team Management & Development
- Mentor, coach, and develop a high-performing team of HR Business Partners.
- Foster a culture of continuous improvement, innovation, and customer-centricity within the HRBP team.
- Ensure capability building within the team to support evolving business needs.
Workforce Planning & Talent Management
- Oversee strategic workforce planning in collaboration with business leaders.
- Champion leadership development, talent pipeline building, and succession planning, with a focus on high-potential talent in tech, operations, and commercial roles.
- Guide business leaders on talent reviews, performance management, and leadership development.
Employee Relations & Engagement
- Act as escalation point for complex employee relations matters across all jurisdictions.
- Provide strategic direction on employee relations, ensuring a fair and consistent approach to performance, grievance, and disciplinary matters.
- Drive employee engagement initiatives and support the development of a strong organizational culture.
- Act as a trusted advisor and coach to senior leaders on complex people and culture matters.
Change & Transformation
- Lead organizational design and change initiatives across departments and functions.
- Support business transformation by aligning HR strategy with restructuring, mergers, or other significant change efforts.
Data & Insights
- Use HR analytics and workforce data to inform decisions, drive improvements, and measure the impact of HR initiatives.
- Provide insights on trends such as attrition, engagement, and productivity to inform strategy.
