Senior People Relations Manager

What are we building?

Hard Rock Digital is on a mission to become the best online sportsbook, casino, and social casino company in the world. We’re building a team that resonates with passion for learning, operating and building new products and technologies for millions of consumers. We care about each customer's interaction, experience, behavior, and insight and strive to ensure we’re always acting authentically.

Rooted in the kindred spirits of Hard Rock and the Seminole Tribe of Florida, the new Hard Rock Digital taps a brand known the world over as the leader in gaming, entertainment, and hospitality. We’re taking that foundation of success and bringing it to the digital space - ready to join us?

What’s the position?

The Senior People Relations Manager is a senior member of the People Team and the lead resource for employee relations across our Global Teams. You will be the first point of contact when an employee or manager raises a concern, and you will lead the investigations that follow.

This is a build role. People Relations at Hard Rock Digital is still taking shape, so you will define the processes, implement the case management system, and work with our People Development team to design the manager training that supports it. You will also partner closely with our People Business Partners, reviewing their cases and developing their employee relations skills.

Hybrid Schedule: This position requires in-office work on Tuesdays and Thursdays from 9:00 AM to 5:30 PM, with remote flexibility on other days unless business needs require your attendance in the office on additional days. (Hollywood, Florida or Atlantic City, NJ)

You will be expected to

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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.

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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.

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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.

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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.

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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.

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Support the development of manager training and feedback channels: Partner with the People Development team to constantly evolveperformance 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.

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Deliver ongoing Employee Relations training: Partner with the People Development team to developtraining for managers on documentation, performance management, accommodations, and respectful workplace expectations.

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Support performance management: Guide managers through performance improvement plans and corrective action, ensuring a fair outcome and consistent application across teams and locations.

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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.

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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.

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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.

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Support leaves of absence and accommodations: Partner with People Operations on leave of absence administration, accommodation requests, and return to work conversations.