Director of Talent and Leadership Experience

Bally's Chicago•Providence, RI

About The Position

This role is responsible for owning the talent acquisition technology stack, establishing and tracking key talent acquisition metrics, and managing external vendor relationships. The position involves developing recruitment marketing positioning, consulting with HR and business leaders on talent-related matters, and owning the enterprise succession planning process. Additionally, it requires partnering with senior HR leaders to identify leadership capability gaps, collaborating with property and division leaders to assess leadership bench strength, and maintaining leadership competency frameworks. The role also involves defining and tracking success measures for leadership development programs, supporting onboarding strategies for senior leaders, and cultivating strong relationships with HR field teams and business leaders. The ultimate goal is to contribute to a high-performance culture by linking talent and leadership development efforts directly to business outcomes.

Requirements

HR expertise across Talent Acquisition and Leadership Development
Technological proficiency (ATS, HRIS, talent analytics tools, Power BI, etc)
Communication Proficiency.
Relationship management and interpersonal skills
Trust worthiness and ethics
Critical evaluation and data literacy
Customer/Client Focus.
Results orientation

Responsibilities

Own the TA technology stack, including ATS optimization, integrations, and the evaluation of emerging tools to improve efficiency and candidate quality.
Establish, track, and report on key talent acquisition metrics.
Manage external vendor relationships including job boards, sourcing platforms, staffing agencies, and recruitment marketing partners, ensuring contract value and performance accountability.
Develop and refine recruitment marketing positioning in partnership with Employer Brand and relevant stakeholders to strengthen Bally's reputation as a top employer in gaming, hospitality, and interactive entertainment.
Consult with HR and business leaders on candidate-related challenges and opportunities, using data to inform decisions and drive continuous improvement.
Own and lead the enterprise succession planning process, including talent review facilitation, successor identification, readiness assessments, and individual development plan creation for high-potential and key-role talent.
Partner with senior HR leaders to identify leadership capability gaps and build targeted interventions that are practical, business-aligned, and measurable.
Collaborate with property and division leaders to assess leadership bench strength and develop action plans that improve depth and diversity of the leadership pipeline.
Maintain leadership competency frameworks that align with Bally's culture, values, and strategic priorities.
Define and track measures of success for all leadership development programs, using feedback, assessment data, and business outcomes to drive continuous refinement.
Support onboarding strategy and execution for senior leader hires to accelerate time-to-productivity and integration into the Bally's culture.
Cultivate strong, trusted relationships with HR field teams and business leaders across all North America properties to understand talent needs and co-create solutions.
Contribute to a high-performance culture by linking talent and leadership development efforts directly to business outcomes.
Other duties as assigned