Director of Talent and Leadership Experience

Casino and•Providence, RI

7d•$135,000

About The Position

This role is responsible for overseeing the talent acquisition technology stack, managing external vendor relationships, and developing recruitment marketing strategies. It also involves leading the enterprise succession planning process, partnering with HR and business leaders to identify and address leadership capability gaps, and developing action plans to strengthen the leadership pipeline. The position requires maintaining leadership competency frameworks, defining success measures for development programs, and supporting the onboarding of senior leaders. A key aspect is cultivating strong relationships with HR field teams and business leaders to understand talent needs and co-create solutions, ultimately contributing to a high-performance culture by linking talent and leadership development to business outcomes. Other duties may be assigned.

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
Trustworthiness 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.