Human Resources Director

Overview

As Director, HR Business Partner at FanDuel, you partner with senior leaders in the Technology and UK Sport/Flutter hub to translate business priorities into people strategies that drive performance and organizational effectiveness. You operate as a proactive advisor, guiding leaders through change and ambiguity while delivering high-quality, business-focused HR solutions. You will shape the future state of the HRBP function and partner with cross-functional COEs to support rapid, strategic people decisions. This is a high-visibility role with critical impact on business outcomes and culture.

Pay / Benefits

• salary
• bonus
• pension
• private healthcare
• share save scheme
• flexible working policy

Responsibilities

• Partner with senior leaders to translate business priorities into people strategies that improve performance, engagement, and organizational effectiveness
• Serve as a conduit between client groups and People Team COEs to ensure strategic, high-quality support
• Advise on organizational design, including structure, roles, capability needs, decision rights, and ways of working
• Lead and develop a team of HRBPs, and support leaders through change with clear communication and accountability
• Diagnose complex people and organizational issues, identify root causes, and recommend practical solutions
• Use data and judgment to influence decisions and measure impact of people strategies
• Collaborate with Talent Acquisition, People Operations, Total Rewards, Legal, Employee Relations, and People Analytics to deliver integrated solutions
• Lead core HRBP work in talent planning, performance management, employee relations, workforce planning, succession, engagement, and organizational change
• Evolve the HRBP function with proactive, business-first partnership and better tools/standards

Key requirements

• Minimum of 8 years of HRBP experience with direct senior-leader partnership
• Knowledge of UK employment law and practice, including disciplinary processes, collective consultations, and organizational redesign
• Strong organizational design experience (structure, operating model, role clarity, capability needs)
• Change management experience with stakeholder alignment, communication, resistance management, and adoption
• Ability to influence, coach, and challenge senior leaders with confidence and sound judgment
• Ability to diagnose complex issues, evaluate trade-offs, and make clear recommendations
• Comfort using data, insights, and judgment to guide decisions
• Strong HR functional depth across talent management, performance management, employee relations, workforce planning, engagement, culture, leadership effectiveness, and risk
• Experience managing and/or mentoring others

• strong business acumen
• influence and communication
• courage to challenge senior leaders
• organizational design
• change management
• talent management

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