The posting
What are we building?
Hard Rock Digital is a fiercely focused team working to become the best online sportsbook, casino, and social gaming company in the world. We're building a deeply curious team with a passion for learning, operating, and building new products and technologies for millions of consumers. We're customer-obsessed — we care about each customer interaction, experience, behavior, and insight, and strive to ensure we're always acting authentically.
Rooted in the kindred spirits of Hard Rock and the Seminole Tribe of Florida, Hard Rock Digital taps a brand known the world over as the leader in gaming, entertainment, and hospitality. We're taking that foundation of success and bringing it to the digital space - ready to join us?
What’s the position?
The Senior People Relations Manager is a senior member of the People Team and the lead resource for employee relations across our Global Teams. You will be the first point of contact when an employee or manager raises a concern, and you will lead the investigations that follow.
This is a build role. People Relations at Hard Rock Digital is still taking shape, so you will define the processes, implement the case management system, and work with our People Development team to design the manager training that supports it. You will also partner closely with our People Business Partners, reviewing their cases and developing their employee relations skills.
Hybrid Schedule: This position requires in-office work on Tuesdays and Thursdays from 9:00 AM to 5:30 PM, with remote flexibility on other days unless business needs require your attendance in the office on additional days. (Hollywood, Florida or Atlantic City, NJ)
You will be expected to:
- Build the People Relations Program: Define how people relations works at Hard Rock Digital, from how concerns are raised to how cases are assigned, tracked, and managed. Document the processes, set response standards, and keep them current as the company grows.
- Serve as the first point of contact: Be the first point of contact for people relations questions and investigations. Employees and managers should know where to go and what to expect at each step.
- Lead investigations: Investigate concerns including harassment, discrimination, retaliation, and policy violations. Gather the facts, remain neutral, and deliver clear written findings and recommendations that stand up to review.
- Partner with Legal on complex and escalated cases: Involve Legal early on the most sensitive matters, agree on the approach together, and keep leadership informed through resolution.
- Advise leaders and People Business Partners: Act as the trusted advisor on sensitive employee issues, giving managers, senior leaders, and People Business Partners practical recommendations they can act on.
- Support the development of manager training and feedback channels: Partner with the People Development team to constantly evolve performance and feedback training for new and newly promoted managers, covering how to give feedback, document performance, and handle difficult conversations. Establish clear channels for employees to raise concerns and for managers to get coaching.
- Deliver ongoing Employee Relations training: Partner with the People Development team to develop training for managers on documentation, performance management, accommodations, and respectful workplace expectations.
- Support performance management: Guide managers through performance improvement plans and corrective action, ensuring a fair outcome and consistent application across teams and locations.
- Develop the People Business Partner team: Work closely with our People Business Partners to review their cases, coach them through complex matters, and build their ability to handle employee relations independently. Meet regularly to compare notes and identify patterns across their teams.
- Track cases and act on the data: Manage cases - tracking volume, root causes, outcomes, and resolution time. Share what the data shows with People leadership and People Business Partners so we can address root causes rather than repeat the same issues.
- Keep policies current with the law: Stay current on local, state, and federal employment law in the U.S., along with federal and provincial law in Canada. Ensure our policies, playbooks, and required postings reflect it and reach employees.
- Support leaves of absence and accommodations: Partner with People Operations on leave of absence administration, accommodation requests, and return to work conversations.
What are we looking for?
We are looking for an experienced employee relations professional who is fair, steady, and approachable. Someone who can handle a difficult conversation, reach a clear decision, and build the structure that keeps our approach consistent as we grow.
Required and Preferred Experience:
- 8+ years of HR experience, including at least 4 years focused on employee relations and workplace investigations.
- Experience building an employee relations program, or taking an early-stage program and scaling it.
- Strong knowledge of U.S. federal and state employment law; knowledge of Canadian federal and provincial law preferred.
- Ability to use case data to identify patterns and turn them into a clear recommendation.
- Experience coaching HR partners or managers and developing their skills.
- Strong writing skills. Investigation notes and summaries must be accurate, objective, and easy to follow.
- Comfort with change and a fast pace, with the ability to work at both the strategic and day-to-day level.
- Experience in a regulated industry such as gaming, hospitality, or financial services is a plus.
- SHRM-SCP, SPHR, or AWI-CH certification is a [LV1] plus.
What’s in it for you?
We offer our employees more than just competitive compensation. Our team benefits include:
- Competitive pay and benefits
- Flexible vacation allowance
- A hybrid / remote working environment
- Startup culture backed by a secure, global brand
Roster of Uniques
We care deeply about every interaction our customers have with us, and trust and empower our staff to own and drive their experience. Our vision for our business and customers is built on fostering a diverse and inclusive work environment where regardless of background or beliefs you feel able to be authentic and bring all your talent into play. We want to celebrate you being you (we are an equal opportunity employer).
