People Business Partner

Fanatics Betting & Gaming•Philadelphia, NY

About The Position

This is not a traditional PBP role. You’ll be embedded in some of the most fast-moving, technically complex, and strategically important parts of Fanatics Betting & Gaming. You will partner directly with senior Engineering leaders to build a high-performance culture, navigate sensitive people situations, and help FBG’s most technical functions operate at their best. The People team’s role is to attract, recruit, retain, develop, and motivate FBG team members — and in this role, you’ll do all of that in some of the org’s most complex and consequential corners.

Requirements

5+ years of generalist HR or business partner experience, with demonstrated success supporting technical, engineering, or security-oriented organizations — this is a required differentiator, not a plus.
Experience in regulated industries (gaming, fintech, financial services, legal, healthcare, or similar) where compliance-adjacent HR work, confidentiality, and employee integrity are part of the role.
Demonstrated ability to lead complex, sensitive employee relations matters and investigations from initiation to conclusion, including situations involving legal coordination and regulatory considerations.
AI-forward mindset: demonstrated curiosity about and experience using AI tools in day-to-day HR work. We use AI extensively as a team and expect our PBPs to be active participants in our AI Rewire program.
Exceptional verbal and written communication skills — able to convey complex ideas and strategies to diverse audiences, including highly technical leaders who may be skeptical of HR, and influence stakeholders at all levels.
Strategic HR and employment law experience, including multi-jurisdictional complexity (US, UK, Ireland, and other international markets).
Familiarity with immigration regulations and processes to provide informed guidance and support across a globally distributed workforce.
Experience leading cross-functional collaborations and driving complex projects to successful completion in fast-paced, ambiguous environments.
Exhibits strong emotional intelligence and sound judgment — particularly in high-stakes, confidential, or security-sensitive situations.
Ability to synthesize people data and translate patterns into actionable insights for senior technical leaders.
Experience supporting organizations through M&A activity, rapid growth, or significant restructuring.
Open to regular travel to events and other Fanatics offices for various offsites and team meetings.

Responsibilities

Serve as the primary People partner to senior leaders across Engineering supporting org design, leadership coaching, sensitive employee relations, and talent strategy within the security function.
Serve as a trusted advisor — building relationships with technically-oriented leaders and translating People strategy into language and action that resonates in engineering orgs.
Partner with InfoSec, TA Ops, and Legal on ongoing employee integrity programs, including identity verification processes, insider threat response protocols, and KYE (Know Your Employee) initiatives.
Support People diligence and integration planning for active and future acquisitions affecting Engineering functions, including cultural assessment and Day 1 readiness.
Spearhead the development and execution of comprehensive people strategies in partnership with senior Engineering leadership.
Take ownership of existing HR programs across multiple technical client groups, demonstrating strong initiative and working with minimal guidance.
Proactively engage with business operations, anticipating needs and supporting team members to enhance organizational culture and employee satisfaction in high-pressure, high-stakes environments.
Empower leaders to build their people management skills, fostering a culture of continuous development and strengthening leadership capabilities — including coaching leaders on how to manage AI adoption and performance expectations within their teams.
Synthesize people data and translate it into business-relevant insights for senior leaders — including performance trends, retention risk, engagement signals, and AI adoption indicators.
Monitor and evaluate workforce trends to assist the VP of People Business Partners in strategic workforce planning, succession initiatives, and org design decisions.
Share best practices while promoting 360 feedback within the HR team to drive continuous improvement.