FDJ UNITED
Organisation Effectiveness and Workforce Planning Lead, OBG
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At FDJ UNITED, we don't just follow the game, we reinvent it. FDJ UNITED is one of Europe’s leading betting and gaming operators, with a vast portfolio of iconic brands and a reputation for technological excellence. With more than 5,000 employees and a presence in around fifteen regulated markets, the Group offers a diversified, responsible range of games, both under exclusive rights and open to competition. We set new standards, proving that entertainment and safety can go hand in hand. Here, you’ll work alongside a team of passionate individuals dedicated to delivering the best and safest entertaining experiences for our customers every day.
We’re looking for bold people who are eager to succeed and ready to level-up the game. If you thrive on innovation, embrace challenges, and want to make a real impact at all levels, FDJ UNITED is your playing field. Join us in shaping the future of gaming. Are you ready to LEVEL-UP THE GAME?
The Role
The Organisation Effectiveness & Workforce Planning Lead is responsible for shaping OBG's future organisation by integrating people analytics, strategic workforce planning and organisation design and change. The role translates business strategy, transformation plans and insights from people data into forward-looking workforce scenarios, operating-model implications, capability requirements and sequenced workforce effectiveness actions that improve performance, productivity and long-term organisational capability.
Working with the Director of Organisational Effectiveness and HR Transformation, OBG Executive and Senior Leadership Teams, People Partners, Finance and BU and Group HR Centres of Excellence, the role will establish a consistent BU-wide approach to people analytics and strategic workforce planning and provide a common evidence base for workforce and organisation operating model decisions. This approach will create a view of the future talent needs and organisation optimisation, supporting the proactive identification of requirements for reskilling, recruitment, location footprint and organisation change, and help put in place specific interventions needed.
Key Responsibilities
People Analytics & Workforce Insights
- Evolve the strategy and delivery of OBG people analytics and workforce intelligence focused on identifying emerging risks, opportunities, actions and measurable outcomes rather than reporting alone
- Lead and Manage the People Insights Specialist to develop meaningful workforce metrics and dashboards that support business leaders and the People function.
- Analyse workforce trends, identifying emerging opportunities and risks.
- Drive continuous improvement in HR data quality and reporting capability.
- Translate analytical insight into practical options and recommendations for workforce, organisation, talent, reskilling and resourcing decisions.
- Build forecasting and scenario modelling capability to improve workforce planning.
Strategic Workforce Planning
- Lead the development and maintenance of OBG’s Strategic Workforce Plan, working closely with the FDJ United Group People teams to ensure consistency with workforce planning approaches and frameworks while meeting OBG's business needs.
- Identify future skills and capability requirements across the Business Unit, including the timing, scale and affected populations resulting from these requirements, and develop capability forecasts and gap assessments
- Identify workforce risks related to skills and roles, labour market trends, organisational capacity and transformation, with clear indicators and mitigation options.
- Partner with Finance, Talent Development, Talent Acquisition and business leaders to model workforce investment, productivity and operating cost scenarios, ensuring workforce plans remain commercially sustainable and aligned to business strategy.
- Develop evidence-based workforce strategies that optimise workforce mix, sourcing, location, automation, organisation design, productivity and operating cost while protecting critical capability and supporting long-term business objectives.
- Translate workforce analysis into clearly prioritised talent, recruitment, reskilling, redeployment, organisation, investment and location interventions. Agree ownership with BU and HR Group Centres of Excellence, People Partners and business leaders and support tracking outcomes.
- Analyse workforce options including permanent, contingent and outsourced models to support business decision making, in partnership with Talent Acquisition.
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Organisation Effectiveness, Design & Change
- Lead organisation effectiveness and change initiatives that optimise target operating models, structures, governance, decision rights and workforce productivity in support of strategy and transformation priorities.
- Partner with senior leaders to design, deliver and embed organisation design and transformation initiatives, providing expert advice on organisational principles, industry best practice and scalable organisational solutions.
- Assess organisational health and effectiveness, identifying opportunities to improve accountability, collaboration, role clarity, spans and layers, governance and organisational performance.
- Advise leaders on organisational design decisions, ensuring changes are supported by robust analysis, clear governance, appropriate decision rights and consideration of wider business impacts.
- Work with People Partners, Finance and Centres of Excellence to translate approved designs into sequenced change and workforce actions, with clear delivery accountability and alignment to workforce strategy.
- Lead cross-BU organisational change and transition activities, including impact assessments, risk management and change readiness, to ensure successful implementation while minimising disruption to business-as-usual operations.
- Evaluate the effectiveness of organisational changes, measuring business outcomes and recommending continuous improvements to organisation design, operating models and workforce capability.
- Develop, maintain and continuously improve the organisation Design and Change methodology, toolkits and governance frameworks, promoting consistent application across the business.
- Maintain organisational integrity by ensuring organisation structures, job architecture, job descriptions and organisational data accurately reflect approved organisational changes.
- Develop and monitor organisation effectiveness measures and insights that support Executive decision-making and continuous organisational improvement.
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Success Measures
- Strategic workforce planning is embedded within business planning and investment decision-making, enabling proactive workforce, capability and operating model decisions.
- Leaders have access to timely, trusted and actionable workforce and organisation effectiveness insights that inform strategic and operational decision-making.
- Workforce risks, capability gaps and organisational health issues are identified early and proactively addressed through evidence-based interventions.
- Workforce analytics and organisation effectiveness measures are aligned with Group standards, enabling predictive insight, continuous improvement and tracking of KPI’s.
- Organisation structures and operating models proactively evolve in line with strategic priorities, improving organisational effectiveness, decision-making, accountability and workforce productivity.
- Organisation design and transformation initiatives are delivered successfully, with robust governance, effective stakeholder engagement and sustainable adoption of change.
- Organisational changes deliver measurable business outcomes, with continuous evaluation informing ongoing improvements to organisational performance.
- Organisation baseline data—including organisational structures, job architecture, job descriptions and workforce data—is accurate, maintained and supports effective planning and governance.
Experience & Capabilities
- Experience of strategic workforce planning and people analytics, translating business plans into workforce implications.
- Experience measuring and improving organisational effectiveness through evidence-based interventions.
- Experience of designing and delivering Organisation Design projects independently, on time and to budget.
- Previous experience of working on major change programmes, managing all aspects of change and readiness.
- Ability to analyse and make judgement calls on competing requirements, recommending courses of action to senior leaders.
- Strong critical thinking and problem-solving skills, with the ability to generate effective and creative solutions.
- Strong interpersonal skills, with the ability to build relationships, engage stakeholders and influence at all levels of the organisation.
- Experience of working sensitively and proactively with employees experiencing change.
- Strong planning, communication and presentation skills.
- Proficient in project and programme management, with a sound understanding of risk management.
- Matrix management experience.
- Self-motivated and able to demonstrate resilience.
We believe talent knows no boundaries. Our hiring process focuses solely on your skills, experience, and potential to contribute to our team. We welcome applicants from all backgrounds and evaluate each candidate based on merit, regardless of personal characteristics as the age, gender, origin, religion, sexual orientation, neurodiversity or disability.
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