Metropolitan Gaming
HR Business Partner ( 3 - 6 month FTC)
How your CV stacks up
Upload your CV to see how well it fits this job role
?%
About Us
Metropolitan Gaming is about more than the games or the buzz of the venue.
It’s about energy. Atmosphere. Service that’s sharp and in sync with the moment.
Driven by people, we’re a diverse, close-knit team who back each other, celebrate wins and create great experiences together. If you’re upbeat, curious and ready to get involved, you’ll feel at home here. Personality matters. Every shift is a chance to make your mark.
Why Join Us
A place to grow, not just a job. You’ll be recognised for great work and given opportunities to build your skills and grow your career
Alongside competitive pay, you can also:
- Discounts and perks across travel, retail, hospitality and wellbeing
- Company pension scheme and life insurance cover
- Discount on Food and non-alcoholic beverages across all venues
- Season ticket loan and cycle to work scheme
- Refer a friend bonus reward
What You'll Be Doing
Reporting to the Group HR Director, you will partner with Premium London Casino stakeholders to support the delivery of strategic and operational people initiatives, providing HR Business Partner support across the full employee lifecycle and be responsible for the line management of the HR Co Ordinator.
Working Hours
You will work an average of 40 hours across the week between Monday to Friday, inclusive of meal breaks. Due to the operational needs of the business, you will need to work flexible shifts between the hours of 9am and 9pm.
HR Business Partnering
- Build and maintain strong, credible relationships with senior leaders, influencing business decisions through a people-focused lens and partnering on key strategic priorities and high-impact projects.
- Lead the development and execution of the people agenda, designing initiatives that drive performance, accelerate business growth, and enhance organizational capability.
- Own all aspects of the employee lifecycle, including absence management, workforce planning, learning and development, talent and performance management.
- Provide strategic direction and insight on organisational design, coaching leaders to manage change effectively and mitigate risk.
- Act as a trusted advisor and coach on complex employee relations matters, guiding managers and employees through conflict resolution, performance management, and compliance with employment law and company policies.
- Manage the end-to-end onboarding experience, ensuring new starters are fully integrated through structured company and local induction to maximize engagement and retention.
- Partner with Centres of Excellence to design and implement company-wide HR initiatives, translating organizational strategy into actionable, people-focused solutions.
- Ensure robust compliance with HR policies, employment law, and regulatory requirements, promoting best-practice people management, wellbeing initiatives, and performance management standards.
- Drive a data-led approach by leveraging HR metrics and analytics to generate actionable insights, measure people performance, and inform strategic decision-making, enabling leaders to improve outcomes and drive business results.
- Support organizational development initiatives, collaborating with the Group HR Director to design, plan, and execute change programs that enhance business performance and employee experience.
- Responsibility for delivery and embedment of all HR projects and initiatives
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
Employee Relations
- Serve as a trusted advisor to senior stakeholders, delivering a solutions-focused approach to complex employee relations matters, including disciplinary actions (up to and including dismissal), while proactively identifying trends and opportunities to prevent recurring issues.
- Lead and conduct comprehensive, impartial, and high-quality investigations, ensuring compliance with legal and regulatory requirements, as well as organisational policies.
- Provide expert guidance and support to the Group HR Director in managing high-stakes disciplinary cases beyond Final Written Warning and complex grievance matters, ensuring consistent application of policy and risk mitigation.
- Drive continuous improvement in employee relations practices through strategic insights, identifying systemic issues and recommending policy, process, or cultural interventions.
Culture / Employee Engagement
Get help with your application
Your very own career expert that helps elevate your application to the next level.
- Lead the execution of the annual engagement strategy, ensuring high visibility, robust stakeholder engagement, and measurable impact through Employee Opinion Surveys, Pulse Surveys, Exit Surveys, and the implementation of resulting action plans.
- Champion the embedment of the company employee recognition programme, employee values and key service behaviours
- Influence and guide leaders to create a culture of listening and continuous learning to adopt best practices and foster a high-trust, high-performance environment.
Ad Hoc Projects
As determined linked to the HR annual strategy and/or key initiatives
Who You Are
- CIPD Level 7 qualified, or equivalent senior HR Business Partnering experience demonstrating advanced knowledge and application across the full employee lifecycle.
- Demonstrable experience of working with hourly paid populations and shift working environments
- Proven track record of influencing organizational strategy, managing complex employee relations cases, and coaching best-in-class HR practices.
- Extensive knowledge of employment law and contemporary HR frameworks, applied to guide leadership and mitigate risk across complex scenarios.
- Highly skilled in coaching, influencing, and resolving conflicts at all levels, with credibility as a trusted advisor to senior stakeholders.
- Strategic, proactive, and solutions-oriented mindset, with the energy and initiative to identify challenges, drive meaningful change, and deliver measurable organizational value.
- Collaborative and adaptable in dynamic, fast-paced environments, with strong learning agility and resilience in evolving business contexts.
- Advanced analytical and critical thinking capabilities, adept at interpreting HR data to generate actionable insights and inform decision-making.
- Extensive experience managing end-to-end HR processes using HRIS and ATS systems (Dayforce desirable)
- Proven ability to manage multiple projects and competing priorities effectively, delivering high-quality results on time and aligned with business objectives.
Please Note: You must be aged 18 or above and have the right to work in the UK
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
Skills
Location