Senior People Relations Manager

Hard Rock Digital•Hollywood, FL

7d•Hybrid

About The Position

Hard Rock Digital is building the best online sportsbook, casino, and social casino company in the world, with a team that is passionate about learning, operating, and building new products and technologies for millions of consumers. The Senior People Relations Manager is a senior member of the People Team and the lead resource for employee relations across Global Teams. This is a build role where the individual will define processes, implement a case management system, and work with the People Development team to design manager training. The role also involves partnering with People Business Partners, reviewing their cases, and developing their employee relations skills. This position has a hybrid schedule, requiring in-office work on Tuesdays and Thursdays, with remote flexibility on other days. The role is based in Hollywood, Florida or Atlantic City, NJ.

Requirements

8+ years of HR experience, including at least 4 years focused on employee relations and workplace investigations.
Experience building an employee relations program, or taking an early-stage program and scaling it.
Strong knowledge of U.S. federal and state employment law.
Ability to use case data to identify patterns and turn them into a clear recommendation.
Experience coaching HR partners or managers and developing their skills.
Strong writing skills. Investigation notes and summaries must be accurate, objective, and easy to follow.
Comfort with change and a fast pace, with the ability to work at both the strategic and day-to-day level.

Nice To Haves

Knowledge of Canadian federal and provincial law.
Experience in a regulated industry such as gaming, hospitality, or financial services.
SHRM-SCP, SPHR, or AWI-CH certification.

Responsibilities

Build the People Relations Program: Define how people relations works at Hard Rock Digital, from how concerns are raised to how cases are assigned, tracked, and managed. Document the processes, set response standards, and keep them current as the company grows.
Serve as the first point of contact: Be the first point of contact for people relations questions and investigations. Employees and managers should know where to go and what to expect at each step.
Lead investigations: Investigate concerns including harassment, discrimination, retaliation, and policy violations. Gather the facts, remain neutral, and deliver clear written findings and recommendations that stand up to review.
Partner with Legal on complex and escalated cases: Involve Legal early on the most sensitive matters, agree on the approach together, and keep leadership informed through resolution.
Advise leaders and People Business Partners: Act as the trusted advisor on sensitive employee issues, giving managers, senior leaders, and People Business Partners practical recommendations they can act on.
Support the development of manager training and feedback channels: Partner with the People Development team to constantly evolve performance and feedback training for new and newly promoted managers, covering how to give feedback, document performance, and handle difficult conversations. Establish clear channels for employees to raise concerns and for managers to get coaching.
Deliver ongoing Employee Relations training: Partner with the People Development team to develop training for managers on documentation, performance management, accommodations, and respectful workplace expectations.
Support performance management: Guide managers through performance improvement plans and corrective action, ensuring a fair outcome and consistent application across teams and locations.
Develop the People Business Partner team: Work closely with our People Business Partners to review their cases, coach them through complex matters, and build their ability to handle employee relations independently. Meet regularly to compare notes and identify patterns across their teams.
Track cases and act on the data: Manage cases - tracking volume, root causes, outcomes, and resolution time. Share what the data shows with People leadership and People Business Partners so we can address root causes rather than repeat the same issues.
Keep policies current with the law: Stay current on local, state, and federal employment law in the U.S., along with federal and provincial law in Canada. Ensure our policies, playbooks, and required postings reflect it and reach employees.
Support leaves of absence and accommodations: Partner with People Operations on leave of absence administration, accommodation requests, and return to work conversations.