Human Resources Director

Другое

• THE POSITION  
• Our roster has an opening with your name on it  
• Company is seeking a Director, HR Business Partner to join our HRBP team. This role will partner with senior leaders to shape and deliver people strategies that drive business performance, strengthen organizational effectiveness, and support teams through ongoing change.  
• Company is a fast-moving business, and change will be constant. We are looking for someone who is energized by that environment — someone who can bring clarity to ambiguity, help leaders make better decisions, and operate as a proactive advisor rather than a reactive HR partner.  
• The primary client group for this role is Technology, UK, Sports & Flutter Hub and role will also support other business leaders who have populations in the UK.  The ideal candidate will have experience supporting different types of functions, populations, and leadership styles. Success will require strong business acumen, organizational design experience, change management capability, sound judgment, and the confidence to challenge and influence senior leaders.  
• In addition to the specific responsibilities outlined above, employees may be required to perform other such duties as assigned by the Company. This ensures operational flexibility and allows the Company to meet evolving business needs.  
• THE GAME PLAN   Everyone on our team has a part to play  
• What You’ll Do:  
• In this role you will play a key role driving and/or supporting people initiatives for assigned departments within the Technology organization to support their departmental goals.     
• Partner with senior leaders to translate business priorities into people strategies that improve performance, engagement, and organizational effectiveness.  
• Operate as the conduit between client group(s) and People Team COEs to ensure first class strategic business solutioning and responsive, quality support, addressing the needs of employees and leaders.  
• Advise and partner across COEs to ensure people policies and practices are relevant, applicable, and consistent with UK practice  
• Lead of team of HRBPs  
• Advise on organizational design, including structure, role clarity, capability needs, decision rights, spans and layers, and ways of working.  
• Support leaders and teams through change by driving alignment, clear communication, adoption, and accountability.  
• Diagnose complex people and organizational issues, identify root causes, evaluate trade-offs, and recommend practical solutions.  
• Use data, insights, and judgment to influence decisions and measure the impact of people strategies.  
• Partner across the People Team, including Talent Acquisition, People Operations, Total Rewards, Legal, Employee Relations, and People Analytics, to deliver integrated solutions.  
• Lead core HRBP work with excellence, including talent planning, performance management, employee relations, workforce planning, succession, engagement, and organizational change.  
• Help evolve the HRBP function by modeling proactive, business-first partnership and contributing to stronger tools, standards, and ways of working.  
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• What Director-Level Partnership Means:  
• This role requires more than strong HR experience. A Director-level HRBP at Company must be able to operate with senior-leader credibility, enterprise judgment, and comfort in complexity.  
• In practice, this means you can:  
• Challenge assumptions directly and constructively while maintaining trust.  
• Diagnose before solving, looking beyond the immediate request to understand the real issue.  
• Connect people decisions to business strategy, performance, risk, and long-term organizational health.  
• Bring structure to ambiguous or evolving situations without slowing the business down.  
• Make clear recommendations when there is no perfect answer.  
• Influence through judgment, data, business context, and relationships — not authority alone.  
• Balance strategic thinking with strong execution and follow-through.  
• Help build the future state of the HRBP function while delivering high-quality partnership today.  
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• What Success Looks Like  
• Leaders view you as a credible, strategic advisor.  
• You proactively shape decisions rather than only responding to requests.  
• You help leaders navigate change with clarity, alignment, and accountability.  
• You improve the quality of people and organizational decisions.  
• You manage risk thoughtfully while enabling the business to move forward.  
• You deliver core HRBP work with consistency, quality, and follow-through.  
• You raise the bar for what strong HRBP partnership looks like at Company.  
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• THE STATS  
• What we’re looking for in our next teammate  
• Minimum of 8 years of HR Business Partner experience, including direct partnership with senior leaders.  
• Knowledge of UK employment law and practice including experience running disciplinary processes, collective consultations, and organizational re-design  
• Strong organizational design experience, including structure, operating model, role clarity, capability needs, and organizational effectiveness.  
• Change management experience, including stakeholder alignment, communication, resistance management, and adoption.  
• Ability to influence, coach, and challenge senior leaders with confidence and sound judgment.  
• Ability to diagnose complex issues, evaluate trade-offs, and make clear recommendations.  
• Comfort using data, insights, and judgment to guide decisions.  
• Strong HR functional depth across talent management, performance management, employee relations, workforce planning, engagement, culture, leadership effectiveness, and risk.  
• Experience managing and/or mentoring others.  
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• PLAYER BENEFITS    We treat our team right  
• Interesting work  - Working in a fast-paced and ever-changing industry, new problems and exciting solutions are never too far away. There are always opportunities to learn new skills and broaden your horizons.  
• A sense of achievement  - Our teams own the outcome. When that awesome new feature ships to users and the positive feedback starts rolling in, you can feel really proud of what you and your team created.  
• Personal development  – We strive to create clear and defined career pathways for every role at every level and give our employees the tools they need to learn, develop, and become leaders.   
• Belonging  - Everyone at Company supports one another: we win together, make mistakes together to learn from them and to focus on the future, and have lots of fun doing it.  
• Trust -  A trusting work environment where productivity is valued above all else, giving you autonomy and ownership of your time and work.