Role: Head of People, Digital and Corporate

Department: People

Reports To: People Director

Location: Ireland, Gibraltar or UK Remote - Travel to Ireland required.

Key Accountabilities :

The role of Head of People, Digital and Corporate is accountable for the Business Partner model effectiveness and its benefits to the organisation and its performance.

The Head of People, Digital and Corporate will be a strategic change agent that is accountable for the development of a strategic workforce plan that considers the future requirements, performance of people, the development of capabilities and mobility of talent across functions to grow and expand in line with the organisational goals.

The role will help drive the Company vision, values and company goals whilst providing best practice HR guidance and advice across a range of HR disciplines.

Key Responsibilities:

• Partner with senior business leaders to enable and drive our clients people strategy, define and deliver relevant people plans that support the functional agenda, as that agenda evolves.
• Own initiatives that enhance the culture, capacity and capability required to build engaged high-performing inclusive teams in context of the evolving business landscape.
• Own the delivery of people plans across the relevant business portfolio to make us the natural home for the world’s best talent by attracting, developing and empowering to thrive the people who power and protect the growing family of brands.
• Strategically partner with senior leaders to deliver their business objectives through their people and talent agenda.
• Provide support to the managers that equips them to lead and engaged high-performing inclusive teams.
• Collaborate with relevant HR centres of excellence and other relevant stakeholders to deliver a seamless experience across the employee lifecycle.
• Build strong relationships across relevant stakeholder groups within the evolving landscape of our departments, brands and locations across the group.
• Develop manager capability through coaching, challenge and development interventions
• Effectively embed core people processes across the employee lifecycle and encompassing reward & recognition, engagement, talent, performance and DEI to deliver on strategic people priorities.
• Use people analytics and insights to inform, monitor and assess decisions and initiatives.
• Ensure compliance and continually optimise our clients HR processes and policies.
• HR Leadership: Lead and mentor the HR team, fostering a warm and supportive work environment that encourages growth and development.
• Global HR Strategy: Develop and implement HR strategies that align with our client’s global objectives, ensuring compliance with local regulations in various jurisdictions.
• HR Systems: Work closely with the HR Operations team to ensure high data standards and operational excellence, maintenance of HR systems and other HR systems, ensuring they meet the evolving needs of our client’s organisation and support efficient HR processes.
• Policies and Procedures: Develop and maintain HR policies and procedures that promote a fair and inclusive workplace, while ensuring compliance with local labour laws across various geographies.
• KPIs and Measurements: Establish key performance indicators (KPIs) to measure HR effectiveness and develop strategies for continuous improvement.
• Global Compensation and Benefits: Work close with the internal Rewards teams to benchmark
• global salary and benefits packages to attract and retain top talent while remaining competitive in the market.
• iGaming Expertise: Leverage your industry experience to address specific HR challenges and opportunities unique to our field.
• Trusted HR advisor: Able to coach senior leaders and their direct reports on leadership effectiveness and performance.

Specialist Skills and Experience Required

• The ability to contribute to the strategic direction, focus on core priorities and a relentless drive to achieve results in the shortest time possible
• An understanding of engaging colleagues across a wide range of roles, sensitivity to the needs and expectations of employees, and a pragmatic approach that takes into account the operational imperatives and the low-margin nature of the business
• Linked to this the ability to delegate effectively to others knowing when and how to concentrate on the issues that really matter and to not feel the need to intervene in all areas
• Strong influencing skills. A proven ability to work effectively with others to achieve outstanding results which requires both the flexibility to know when to compromise and an understanding of when to push hard for a certain course of action
• The ability to build credible relationships with business stakeholders with the conviction to make HR owned decisions and influence other decisions within the business
• Evidence of practical application of policy, procedure and employment legislation
• Demonstrable track record of success of partnering and influencing senior line management on a raft of generalist HR or organisational development issues
• Demonstrable knowledge and experience of the organisation, its mission and objectives (or of the sector and the challenges facing similar organisations)
• Demonstrates commercial acumen and pragmatism in delivering HR solutions in the business
• Demonstrates a high level of energy and dynamism, is as comfortable in the detail as they are executing or planning strategy
• Evidence of continuous professional HR career progression/development