TITLE:Director of Human Resources

JOB DESCRIPTION

COMPANY:GrosvenorCasinos

REPORTS TO:Managing Director – Operational Responsibility

Group HR Director – Functional Responsibility

LOCATION: Maidenhead and field based. Willing to travel throughout the

UK with occasional trips to Belgium and Gibraltar.

Context of the job

Grosvenor Casinos is the UK’s leading casinos business and operates 57 casinos under the Grosvenor brand. It also operates 2 casinos in Belgium.

Grosvenor has over 8.3 million admissions per annum, 1.7m active members, an average spend per head of over £47 and employs more than 6 thousand employees. In 2014, Grosvenor enjoyed revenues of £378 million and operating profits of almost £58 million.

Grosvenor offers ‘the complete night out’, with each casino offering live entertainment, restaurants with a wide variety of international and traditional classic dishes, bars which show live sporting action on large plasma screens, and exciting gaming floors. Grosvenor aims to become a truly multi-channel gaming operator with a Digital offer which enjoys revenues of £20m per annum.

Through the evolution of the brand, Grosvenorhas created an offer of gaming and non-gaming products to meet and exceed the needs of its existing customers whilst attracting new, more leisure orientated customers.

The Director of HR has played a central part in the evolution of the brand and the recent culture change journey and after six years in the business has taken on a new challenge, as a result they are seeking to recruit a new Director of Human Resources.

Reporting to the Managing Director of Grosvenor Casinos and to the Group HR Director, the Director of HR will be responsible for leading and developing Grosvenor Casinos HR function whilst continuing to drive the cultural change programme across the UK business. This cultural change journey has made significant progress in the last six years, helping to the move from a culture of technical expertise and compliance to a culture with a strong customer obsessed focus with Grosvenor’s people at the heart of service excellence.

Purpose of the job

To contribute to the overall Grosvenor strategy, building on a culture where team engagement is the number one priority. Achieving this by leading the HR function to ensure the HR team are engaged and able to work as true business partners to support operational excellence and long term sustainable growth through its teams.

Develop and deliver the Grosvenor people strategy, evolving this in line with the changing needs of the business and fully participate in the development and delivery of the Hearts & Minds culture change journey.

Ensure robust succession plans are in place for key roles, maintaining a pipeline of talent within the business and overseeing the learning and development provisions across the brand.

Analyse and make recommendations on the appropriate pay and people structure for the casino estate, managing the on-going work on pay integration and maximising the efficiency of employment costs.

The post holder will be an active member of the Grosvenor Steering Group (GSG).As a member of the GSG the incumbent must have the confidence and gravitas to challenge Leadership team colleagues thinking on HR strategy and priorities.

Key responsibilities

Engagement and Communication

Maintain frequent communication with key stakeholders and ensure that all parties are kept appraised of projects and future plans which will impact on service delivery to the customer and internal teams.

Act as role model and key change agent for the Hearts and Minds culture journey, ensuring the values continue to live and breathe with the business. Challenge behaviour that does not support the values.

Ensure the bi-annual Employee Opinion Survey is implemented effectively, analysing the survey results and creating an environment where quality action plans drive improvements to engagement.
Take a lead role and act as “champion” for employee communication providing a pro-active approach to communication throughout the business. Ensuring the communications processes are effective and support the Grosvenor strategy.

Ensure regular communications meetings are held within Grosvenor, including PSM forums, National Team and Management Forums and support the Managing Director with GM and Support team communication forums.

Oversee the annual reward and recognition event, the GAGA Awards. Ensuring the event supports the values and is carried out to budget and in line with brand guidelines.

Planning/Strategy

As part of the GSG contribute to the development of the business strategy to support the Business with HR interventions which aid the achievement of key business objectives.

On an annual basis with the relevant functional Heads of Department and the GSG team, participate in the planning and implementation of the annual affirmative action management plan (AAMP).
In conjunction with the Head of Reward, agree the annual salary review timetable and design a long term pay strategy that meets the needs of the business, addressing key operational issues and the long term plans for the organisation to enable future growth.
In conjunction with the HR team and wider Grosvenor team, develop a people strategy that supports the overall achievement of the Game card, which sets out the Key Performance Indicators which contribute to the Grosvenor strategic plan.
Agree and implement an annual appraisal timetable and ensure that succession plans for key roles are in place.

In conjunction with the GSG, ensure succession plans are put in place for new openings/relocations.Ensure appropriate support and training is in place for a smooth opening.

Manage club closures in line with both legal requirements and to ensure that the process treats people in line with Grosvenor values. Ensure central HR and Finance are involved as appropriate with the closure process.

Training & Development

Agree annual budget and manage implementation of Training & Development plan.

Through leadership of the HR & Development Manager, ensure internal courses are delivered in accordance with overall learning and development plan.
Manage external consultants delivering employee operational programmes to ensure consistent quality.
Maintain and develop the database of core training materials for use across the business through the field based HR team.
Work with the HR Development Manager and Business Partners to deliver appropriate succession planning to meet the Group’s timetable.

Retention/Recruitment

Ensure turnover data is analysed and action plans are implemented in order to achieve Game Card targets and meet the changing needs of the business.

In conjunction with the GSG, identify and agree opportunities to introduce greater flexibility and diversity into the Business. Providing opportunities to maximise the use of flexible working to support a review of labour use through the Grosvenor Team Planner tool.
Work with the HR team to ensure implementation of appropriate induction processes for all team members.
Ensure effective appraisals are carried out in accordance with agreed timetable.

Employee Relations

Ensure that the HR team offer effective employee relations advice, support and guidance to the operational management.

To provide employment law expertise and guidance to field based HR team.
To respond to any emerging Trade Union activity and agree an appropriate course of action with Senior Management.
Support the Operations Director London on the annual pay negotiations with trade unions.
Monitor employment tribunal applications and via the HR Business Partners ensure a timely response to employee complaints received in order to file a response

Work with internal employment lawyer to make recommendations for settlement of appropriate claims and support Group employment lawyer in defending cases which go to tribunal.
Ensure a pro-active approach is taken by the field based team to monitor and control all long term or persistent short term absence cases.
Continually review and update employee handbooks for the business and ensure they reflect all legislative changes.

Other

Play an active part in the HR Leadership Team and work with Group HR Director to formulate policy on new employment law or emerging business issues.
Plan, develop and manage headcount and training budget for the HR function and ensure that at all times the function remains on budget.
Manage and update HR section of Grosvenor Online.

Direct reports

HR Business Partners x 4

HR and Development Manager x 1

Secretary (shared)

Key Relationships

Internal; Managing Director

Group HR Director

Finance Director

Grosvenor Steering Group

Grosvenor HR team

Commercial Director

Operations Directors

Director of HR Mecca and Head of Shared Service HR

Head of Reward

External; Suppliers

Third Party Consultants

Training/Development Opportunities

Following an induction programme, the necessarily experienced Director of HR, will be expected to 'hit the ground running'.

There will be ongoing personal development, including the opportunity to participate in programmes run by Birmingham City University and Henley Management College, in order to develop the successful candidate through the business.

Comprehensive development opportunities for personal growth are available. The Rank Group is constantly seeking to develop its business through the quality of people it employs and encourages its employees to take responsibility for their personal development plan.

Key points to attract the candidate

A superb opportunity to join a market leading leisure gaming company in a high profile position and to assume responsibility for the continued success of people development within Grosvenor Casinos and across the Group
A highly influential role with a company that is continuing to develop its brands identities and delivery change across all areas of the business
A tremendous opportunity to be part of an open, dynamic and progressive management environment which offers scope for a self motivated individual to influence and manage business strategy
To have the opportunity to use individual flair to develop people at all levels
Part of the Grosvenor and HR Leadership teams with opportunity to input into the businesses and functional strategy to ensure alignment
As part of the HR function ability to have the opportunity to contribute to Talent Development via programmes developed with Leaders in Leisure andHenley Management College

Opportunity in conjunction with the Managing Director and Group HR Director to develop a collaborative and inclusive culture across the Group.