HR Business Partner: Strategic People Leader in Gaming in Arnold

Who We Are

At Metropolitan Gaming, we don’t just offer jobs— we create experiences. Whether it’s the electric buzz of our city casinos or the slick precision of our online platform, we’re the heartbeat of high‑end gaming. From the iconic Empire Casino in Leicester Square to the luxury of Metropolitan Mayfair, our ten venues across the UK and Egypt are made for those who live life full throttle.

Benefits

We value our employees and offer a benefits package to ensure your job is both fulfilling and rewarding. We offer the opportunity to learn and grow within the company, regular training and development, and to be part of an exciting high‑performance team. On top of our competitive salary, here are some of the benefits we offer:

• 50% off food and beverages in all UK venues
• Extensive Rewards platform: discounts on travel, retail, hospitality, health and much more
• Company Sick Pay
• Company Pension
• Life Assurance
• Refer a friend incentive
• Financial advice services
• Employee health and wellbeing services
• Virtual GP Services
• Season Ticket Loans
• Employee assistance program: a confidential helpline providing 24/7 advice and counselling
• Cycle to work scheme

What you’ll be doing

Reporting to the Senior HR Business Partner, you will partner with Alea Nottingham, Manchester 235 and Alea Glasgow venues and key stakeholders to support the delivery of operational and administration people initiatives, providing HR Business Partner support across the full employee lifecycle.

Responsibilities

• HR Business Partnering
  • Build and maintain strong, credible relationships with senior leaders, influencing business decisions through a people‑focused lens and partnering on operational and administration activities.
  • Delivery of the company people agenda.
  • Own all aspects of the employee lifecycle, including absence management, learning and development, and employee relations.
  • Act as a trusted advisor and coach on employee relations matters escalating to the Senior HR Business Partner, guiding managers and employees through conflict resolution, performance management, and compliance with employment law and company policies.
  • Manage the end‑to‑end onboarding experience, ensuring new starters are fully integrated through structured company and local induction to maximise engagement and retention.
  • Partner with Centres of Excellence to implement local HR initiatives, translating organisational strategy into actionable, people‑focused solutions.
  • Ensure robust compliance with HR policies, employment law, and regulatory requirements, promoting best‑practice people management, wellbeing initiatives, and performance management standards.
  • Drive a data‑led approach by leveraging HR metrics and analytics to generate actionable insights, measure people performance, and inform strategic decision‐making, enabling leaders to improve outcomes and drive business results.
  • Responsibility for delivery and embedment of local HR projects and initiatives.
  • Support the execution of the annual engagement strategy, ensuring high visibility, robust stakeholder engagement, and measurable impact through Employee Opinion Surveys, Pulse Surveys, Exit Surveys, and the implementation of resulting action plans.
• Employee Relations
  • Serve as a trusted advisor to key stakeholders, delivering a solutions‑focused approach to employee relations matters, including disciplinary actions (up to and including dismissal), while proactively identifying trends and opportunities to prevent recurring issues.
  • Lead and conduct comprehensive, impartial, and high‑quality investigations, ensuring compliance with legal and regulatory requirements, as well as organisational policies.
  • Escalate guidance and support to the Senior HR Business Partner in managing high‑stakes disciplinary cases beyond Final Written Warning and complex grievance matters, ensuring consistent application of policy and risk mitigation.
  • Maintain accurate and confidential ER records, tracking ER case progress and ensuring compliance with company policy and procedure.
• HR Administration
  • Manage the group HR mailbox, including responding to queries, categorisation of emails and escalation where necessary.
  • Support recruitment and onboarding activities in partnership with Talent Acquisition, including background checks, inductions, and system workflow management across ATS and HRIS.
  • Manage end‑to‑end HR administration for onboarding and off‑boarding, including contracts, documentation, references, personnel files and exit processes.
  • Act as HR systems administrator, maintaining HRIS, payroll, and benefits platforms, ensuring all employee data is accurately recorded and kept updated.
  • Support payroll and compensation queries.
  • Maintain HR policies and ensure compliance with employment, immigration, and Right to Work requirements, including audits and record management.
  • Support employee mobility, visa administration, DBS checks, and licensing requirements in collaboration with compliance teams.
  • Responsible for raising purchase orders and processing HR invoices in SAP Concur for payment.
  • Manage and administer benefits documentation, including auditing and reconciliation of monthly employee enrolment changes.
• Reporting and Insights
  • Provide reports and insights, including first level analysis of data trends and KPIs to support decision‑making and continuous improvement.
  • Coordinate training, and provide training statistics.
  • Updating and maintaining employee opinion survey action tracker.

Who you are

• Understanding of UK employment and immigration law, and demonstrable HR Business Partnering experience.
• Experience managing complex employee relations cases, influencing organisational strategy, and coaching best‑in‑class HR practices.
• Demonstrable experience of working with hourly paid populations and shift working environments.
• Strategic, proactive, and solutions‑oriented mindset, with the energy and initiative to identify challenges, drive meaningful change, and deliver measurable organisational value.
• Advanced analytical and critical thinking capabilities, adept at interpreting HR data to generate actionable insights and inform decision‑making.
• Experience managing end‑to‑end HR processes using HRIS systems (Dayforce desirable).
• Ability to support and promote high‑quality employee lifecycle processes and continuous improvement initiatives.
• Good communication with the ability to build rapport and credibility at all levels.
• High level of integrity and discretion when handling sensitive information.
• Collaborative, proactive, and customer‑focused approach within a fast‑paced environment.
• Excellent organisational, problem‐solving, analytical, and critical thinking skills with the ability to prioritise and meet deadlines.
• Innovative, solutions‑focused mindset with strong reporting and data analysis capability.
• Highly proficient in Microsoft Office.

Please Note

You must be aged 18 or above and have the right to work in the UK.