Senior HR Partner

Microgaming is a leading supplier of platform systems and services to the online gaming industry.

Having penned a rich history in providing legendary software, we’re now searching for the very best talent to help write our future.

Together, we’re on a mission to deliver exceptional levels of service and technical excellence to our customers. If you have the drive and integrity we’re looking for, and you thrive in an agile and united team, we could provide the perfect platform on which to power your success story.

This role exists to provide HR support to the business and to promote a positive employee experience. Working closely with leaders to enhance the delivery of business performance and manage risk by providing sound, timely, consistent and business focused advice and coaching across all functional areas. You will be innovative and flexible in your approach with a passion for delivering a HR service that adds value to our people and the organisation..
KEY RESPONSIBILITIES:
Organisation Development: Responsible for the implementation and coordination of any initiatives that are derived from OD. Identify OD issues including team and individual issues eg relationships; culture; leadership; structures and monitor and provide feedback on any behavioural or business practice concerns to the Head of HR to inform strategy and operational initiatives.

EMPLOYEE RELATIONS: Work with managers and employees across the business, providing advice and guidance on any people related queries, ensuring issues are dealt with fairly and consistently in line with employment law, seeking advice from the Head of HR where necessary. Responsible for supporting managers with employee relations cases such as disciplinary, capability and grievance.

TALENT MANAGEMENT: Work with managers and employees to develop talent within Microgaming. Ensure Key person dependency is identified and managed and retention of top talent through various initiatives and programs within functional areas. Identify training needs within functional areas and work with the Head of HR to meet these needs.

WORKFORCE PLANNING: Carry out workforce planning across the business, ensuring workforce requirements are aligned to team and business strategy. Identification of key roles, successors, succession plans, talent mapping and interventions,. Highlight business risk to the Head of HR.

EMPLOYEE ENGAGEMENT: Support the coordination of employee pulse surveys plus any additional surveys throughout the year. Support the Recruitment and Experience Partner with the delivery of the Wellbeing Strategy.

RECRUITMENT: Oversee the recruitment process for Microgaming, continuously ensuring the process is efficient and effective, assisting with interviews where necessary.

REMUNERATION/BENEFITS:

- Responsible for the successful and timely execution and life cycle of the annual salary review process, providing support and guidance to managers and making recommendations. Challenge allocations where necessary and provide detailed analysis of the overall results
- Responsible for the lifecycle of the bonus process; ensuring its timely and successful execution, providing support and guidance to, but also challenging managers allocations where necessary.
- Responsible for undertaking high quality, detailed job evaluation of all new and existing roles
- Ensure the effective management of relationships with our benefit providers and review the benefits portfolio whilst consistently looking at ways to improve our offerings.
- Identify and implement process improvements for all areas of reward.
- Work with managers to build role profiles, suggesting areas for improvement and making recommendations for changes.
- Support the monthly payroll submission, ensuring it is checked and accurate.

HR METRICS: Proactive compilation and analysis of key HR metrics, analysing and interpreting results and making recommendations for improvement. Collate, analyse and disseminate sickness absence information on a monthly basis and provide support to line managers.

POLICY: Review and implement HR Policies and Procedures in line with current employment legislation, best practice and reflective of our culture.

COMMUNICATION: Maintains excellent lines of communication with all areas of the business and external stakeholders.

RELATIONSHIP MANAGEMENT: Develop, build, maintain and manage, both internal and external, relationships with key stakeholders and professional bodies to enhance the quality of the HR service and support the business in the delivery of business objectives.

SPECIAL PROJECTS: Assist and support the Director of HR with the development and implementation of any Campus based initiatives as required.

LINE MANAGEMENT: Provide day-to-day support, mentoring and coaching to direct reports, ensuring development needs are identified and met.

OTHER: Proactively challenge current practices and make recommendations for continuous improvement.

WHAT YOU NEED TO SUCCEED:

- Genera