Director, HRBP

We are on a mission to pioneer the world’s next era of play. As we grow across Europe and Latin America, we’re building The Playstack - the technology powering the next generation of sports, gaming, and fan experiences. Join us, and help make it the most widely used platform in the world!

From operations, to marketing, to product, we are looking for talented people who will shape how millions of customers play, watch, and connect every day. We are seeking an experienced HRBP Director to lead the people strategy for a number of our corporate functions. Operating at the intersection of technology, regulation, and organizational growth, this role partners closely with senior leaders to shape the workforce, leadership capability, and organizational structures required to deliver strategic priorities in a highly regulated, fast-growing environment.

This is a highly visible role combining strategic leadership, organizational design expertise, and deep HR partnership, suited to a senior HR leader who thrives in complex, fast-evolving, technology-driven environments. What You’ll Be Doing Strategic Leadership Executive Partnership Serve as the primary HR advisor to senior leaders and their teams across a number of our corporate functions, shaping people strategies that enable delivery of business objectives while meeting regulatory and risk expectations. Lead the development and execution of long-term people strategies, ensuring alignment between business priorities, workforce capability, leadership pipelines, and organizational effectiveness.

Contribute as a senior voice within the People and Culture team, influencing enterprise-wide people priorities, HR capability, and operating model effectiveness. Organizational Strategy Workforce Planning Lead enterprise-level workforce planning and organizational design initiatives, ensuring teams are structured to deliver critical capabilities, manage key person risk, and support scalable growth. Translate functional strategies into integrated workforce, capability, and talent strategies, ensuring the organization can attract, retain, and develop the skills required for future success.

Partner with executive leaders to address succession risk and leadership capability, particularly within critical, highly specialized, or regulated roles. Talent, Leadership Culture Shape leadership capability and performance across the organization by coaching senior leaders and strengthening leadership maturity, accountability, and effectiveness. Drive enterprise approaches to talent management, succession planning, leadership development, and performance management, ensuring strong pipelines for critical roles.

Champion inclusive leadership, ethical people practices, and high-performance culture, supporting sustainable growth and strong employee engagement. Transformation Change Leadership Lead the people strategy for large-scale transformation initiatives, including operating model evolution, AI transformation, organizational restructuring, and capability shifts. Ensure change initiatives are well governed, effectively communicated, and sustainably embedded, balancing innovation and agility with regulatory and risk considerations.

Provide strategic guidance to leaders navigating complex organizational change and evolving business models. Data, Risk Governance Leverage people analytics, workforce data, and organizational insights to diagnose challenges, inform strategic decisions, and monitor organizational health, resilience, and risk. Ensure people strategies support robust governance, regulatory alignment, and responsible risk management within a technology-enabled environment.

Oversee the fair and consistent application of HR policies, employee relations frameworks, and people governance standards as set by the HR Centres of Excellences (COEs).