At a Glance
- Tasks: Lead HR strategy and operations for Grosvenor Casinos, enhancing colleague engagement and performance.
- Company: Join Grosvenor Casinos, a leader in the gaming and hospitality industry.
- Benefits: Competitive salary, inclusive culture, and opportunities for professional growth.
- Other info: Be part of a diverse team committed to creating an inclusive workplace.
- Why this job: Make a real impact on employee experience and organisational culture in a dynamic environment.
- Qualifications: Significant HR leadership experience, strong employee relations skills, and knowledge of UK employment law.
The predicted salary is between 80000 - 100000 £ per year.
The Head of HR for Grosvenor Casinos will play a key leadership role within Grosvenor, reporting to the National Operations Director and working closely with the PCLT team members and wider People team in Grosvenor. The purpose of the role will be to translate strategic direction into practical, commercially focused plans that support business performance, colleague engagement, regulatory compliance and a high-performing, inclusive culture. The role will provide senior HR leadership across a large, geographically dispersed, customer-facing estate, with responsibility for employee relations, union engagement, organisational change, workforce planning and leadership capability. It requires an experienced HR professional who can operate confidently between strategic thinking and hands-on execution, ensuring consistent, legally compliant and values-led people practices across Grosvenor.
Main Accountabilities and Responsibilities
- Support the development and delivery of the Grosvenor people plan in partnership with the National Operations Director and PCLT ensuring it is aligned to business priorities and operational performance.
- Lead the day-to-day delivery of key people plans across Grosvenor, working closely with operations leaders, venue leadership teams, support functions and centres of expertise.
- Act as a senior HR partner to regional and operational leadership teams, providing commercially focused advice, coaching and challenge on people matters.
- Translate strategic people priorities into clear operational plans, milestones and measures, ensuring delivery is well governed and progress is visible to senior stakeholders.
- Provide leadership, coaching and direction to the People Partnering team, ensuring consistent standards of HR delivery, effective prioritisation and strong alignment with Grosvenor’s needs.
Employee Relations, Unions and Compliance
- Support complex employee relations matters across the Grosvenor estate, ensuring issues are managed fairly, consistently, commercially and in line with employment law, company policy and regulatory expectations.
- Provide expert guidance to senior leaders and managers on disciplinary, grievance, absence, performance, restructuring, consultation and tribunal-related matters.
- Build and maintain constructive working relationships with recognised union representatives, supporting effective consultation, communication and issue resolution across unionised locations.
- Support formal union engagement, collective consultation processes and people-related changes to terms, working practices or organisational structures, in partnership with the National Operations Director, PCLT and legal advisers where required.
- Ensure leaders are equipped to manage people issues confidently and consistently, providing coaching and practical guidance where required.
- Identify employee relations themes, risks and trends, using insight and data to recommend preventative action and improve manager capability.
- Work closely with legal advisers and PCLT colleagues where required to manage high-risk or sensitive cases.
- Work closely with the Tronc Master(s) and Tronc Committees to ensure appropriate administrative, operational and governance support is provided for the effective delivery of Tronc arrangements across Grosvenor.
Culture, Engagement and Organisational Change
- Support the delivery of Grosvenor’s culture, engagement and leadership agenda, helping to build a high-performing, inclusive and customer-focused working environment.
- Partner with leaders to interpret engagement survey results, facilitate listening activity and develop meaningful action plans that improve the colleague experience.
- Lead or support organisational change projects, including operating model changes, workforce planning, restructuring and transformation activity.
- Strengthen leadership and management capability across the estate.
- Champion diversity, equity and inclusion, ensuring people plans and decision-making reflect Rank’s commitment to an inclusive workplace.
- Strengthen communication and feedback mechanisms to ensure colleagues are well informed and engaged through change.
Talent, Performance and Workforce Planning
- Work with the National Operations Director, Talent Acquisition and L&D teams to support the attraction, retention and development of management talent across Grosvenor.
- Support succession planning for critical operational and support function roles, identifying risks and helping to build a stronger leadership pipeline.
- Embed effective performance management practices that drive accountability, operational excellence and colleague development.
- Partner with leaders to identify workforce risks, capability gaps and resourcing needs, developing practical plans to address them.
- Use people data, insight and external trends to inform decisions and provide clear, evidence-based recommendations to leaders.
- Support the implementation of PCLT processes, including performance reviews, pay review activity, engagement planning and talent review outputs.
What’s Needed for Success – Experience and Qualifications
- Significant HR business partnering or HR leadership experience, ideally gained in a multi-site, customer-facing environment such as hospitality, leisure, retail, gaming or a similarly fast-paced operational business.
- People leadership experience is needed for success as this role will line manage our Business Partners.
- Strong employee relations experience, including managing complex cases, organisational change, consultation activity and employment law risk.
- Experience working with recognised trade unions or employee representative bodies, including consultation, engagement and issue resolution.
- Proven ability to partner with senior operational leaders and provide practical, commercial and values-led HR advice.
- Experience translating people strategy into operational delivery plans and ensuring effective execution through others.
- Strong knowledge of UK employment law, HR policy, employee relations frameworks and good governance practice.
- Experience supporting organisational design, workforce planning, restructuring or transformation activity.
- Ability to use people data and insight to identify trends, manage risk and influence decision-making.
- Strong coaching, influencing and stakeholder management skills, with the confidence to challenge constructively.
- Experience working in a matrix structure and collaborating effectively with centres of expertise, shared services and operational leadership teams.
- CIPD qualification or equivalent professional experience is desirable.
Leadership Competencies
- Commercially focused, with the ability to connect people priorities to operational performance and customer outcomes.
- Confident operating at both strategic and operational levels, moving easily from planning to hands-on delivery.
- Strong judgement, resilience and emotional intelligence, particularly when managing sensitive people issues or complex stakeholder environments.
- Clear and credible communicator, able to build trust with senior leaders, managers, colleagues and union representatives.
- Pragmatic problem solver who can balance pace, risk, legal compliance and colleague experience.
- Inclusive leader who role models Rank’s values, Grosvenor’s behaviours and supports a positive, high-performing culture.
Head of Human Resources - Grosvenor in Maidenhead employer: Rank Group
The Rank Group is an excellent employer, offering a dynamic work environment in the heart of Dundee's vibrant casino scene. With a strong focus on employee growth and development, team members enjoy flexible working hours and the chance to advance their careers within the company. The supportive and energetic culture fosters a sense of belonging, making it a rewarding place for those passionate about delivering exceptional guest experiences.
StudySmarter Expert Advice🤫
We think this is how you could land Head of Human Resources - Grosvenor in Maidenhead
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
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Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Rank Group!
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Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Rank Group.
We think you need these skills to ace Head of Human Resources - Grosvenor in Maidenhead
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Rank Group. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Rank Group and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Rank Group. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Rank Group's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Rank Group
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Rank Group.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Rank Group will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Rank Group and how you would contribute to adapting HR strategies.
