Job Description

At Grosvenor Casinos, we don’t just offer a place to work - we offer a place to belong.

For decades, Grosvenor Casinos has been the leading name in UK casinos, known for iconic venues and unrivalled experiences. Our casinos are vibrant, welcoming spaces where players come together to play with purpose, relax with friends, and enjoy brilliant food, drink, and entertainment. And above all, they come for the that exhilarating feeling where anything can happen.

Grosvenor Casinos sit at the heart of communities across the UK, and our ambition is clear - to become the UK’s most loved casinos. It’s our people who bring that ambition to life - setting the tone on the casino floor, creating energy and delivering breathtaking moments that keep guests coming back.

We’re building something special at Grosvenor Casinos. Join us and be part of it.

Job Purpose
The Head of HR for Grosvenor Casinos will play a key leadership role within Grosvenor, reporting to the National Operations Director and working closely with the PCLT team members and wider People team in Grosvenor. The purpose of the role will be to translate strategic direction into practical, commercially focused plans that support business performance, colleague engagement, regulatory compliance and a high-performing, inclusive culture.
The role will provide senior HR leadership across a large, geographically dispersed, customer-facing estate, with responsibility for employee relations, union engagement, organisational change, workforce planning and leadership capability. It requires an experienced HR professional who can operate confidently between strategic thinking and hands-on execution, ensuring consistent, legally compliant and values-led people practices across Grosvenor.
Main Accountabilities and Responsibilities
• Support the development and delivery of the Grosvenor people plan in partnership with the National Operations Director and PCLT ensuring it is aligned to business priorities and operational performance. .
• Lead the day-to-day delivery of key people plans across Grosvenor, working closely with operations leaders, venue leadership teams, support functions and centres of expertise.
• Act as a senior HR partner to regional and operational leadership teams, providing commercially focused advice, coaching and challenge on people matters.
• Translate strategic people priorities into clear operational plans, milestones and measures, ensuring delivery is well governed and progress is visible to senior stakeholders.
• Provide leadership, coaching and direction to the People Partnering team, ensuring consistent standards of HR delivery, effective prioritisation and strong alignment with Grosvenor’s needs.
Employee Relations, Unions and Compliance
• Support complex employee relations matters across the Grosvenor estate, ensuring issues are managed fairly, consistently, commercially and in line with employment law, company policy and regulatory expectations.
• Provide expert guidance to senior leaders and managers on disciplinary, grievance, absence, performance, restructuring, consultation and tribunal-related matters.
• Build and maintain constructive working relationships with recognised union representatives, supporting effective consultation, communication and issue resolution across unionised locations.
• Support formal union engagement, collective consultation processes and people-related changes to terms, working practices or organisational structures, in partnership with the National Operations Director, PCLT and legal advisers where required.
• Ensure leaders are equipped to manage people issues confidently and consistently, providing coaching and practical guidance where required.
• Identify employee relations themes, risks and trends, using insight and data to recommend preventative action and improve manager capability.
• Work closely with legal advisers and PCLT colleagues where required to manage high-risk or sensitive cases.
• Work closely with the Tronc Master(s) and Tronc Committees to ensure appropriate administrative, operational and governance support is provided for the effective delivery of Tronc arrangements across Grosvenor, recognising the core responsibility for the application of the Tips policy and process sits with the Tronc Master (s).
Culture, Engagement and Organisational Change
• Support the delivery of Grosvenor’s culture, engagement and leadership agenda, helping to build a high-performing, inclusive and customer-focused working environment.
• Partner with leaders to interpret engagement survey results, facilitate listening activity and develop meaningful action plans that improve the colleague experience.
• Lead or support organisational change projects, including operating model changes, workforce planning, restructuring and transformation activity.
• Strengthen leadership and management capability across the estate.
• Champion diversity, equity and inclusion, ensuring people plans and decision-making reflect Rank’s commitment to an inclusive workplace.
• Strengthen communication and feedback mechanisms to ensure colleagues are well informed and engaged through change.
Talent, Performance and Workforce Planning
• Work with the National Operations Director, Talent Acquisition and L&D teams to support the attraction, retention and development of management talent across Grosvenor.
• Support succession planning for critical operational and support function roles, identifying risks and helping to build a stronger leadership pipeline.
• Embed effective performance management practices that drive accountability, operational excellence and colleague development.
• Partner with leaders to identify workforce risks, capability gaps and resourcing needs, developing practical plans to address them.
• Use people data, insight and external trends to inform decisions and provide clear, evidence-based recommendations to leaders.
• Support the implementation of PCLT processes, including performance reviews, pay review activity, engagement planning and talent review outputs.
What’s Needed for Success – Experience and Qualifications
• Significant HR business partnering or HR leadership experience, ideally gained in a multi-site, customer-facing environment such as hospitality, leisure, retail, gaming or a similarly fast-paced operational business. People leadership experience is needed for success as this role will line manager our Business Partners.
• Strong employee relations experience, including managing complex cases, organisational change, consultation activity and employment law risk.
• Experience working with recognised trade unions or employee representative bodies, including consultation, engagement and issue resolution.
• Proven ability to partner with senior operational leaders and provide practical, commercial and values-led HR advice.
• Experience translating people strategy into operational delivery plans and ensuring effective execution through others.
• Strong knowledge of UK employment law, HR policy, employee relations frameworks and good governance practice.
• Experience supporting organisational design, workforce planning, restructuring or transformation activity.
• Ability to use people data and insight to identify trends, manage risk and influence decision-making.
• Strong coaching, influencing and stakeholder management skills, with the confidence to challenge constructively.
• Experience working in a matrix structure and collaborating effectively with centres of expertise, shared services and operational leadership teams.
• CIPD qualification or equivalent professional experience is desirable.
Leadership Competencies
• Commercially focused, with the ability to connect people priorities to operational performance and customer outcomes.
• Confident operating at both strategic and operational levels, moving easily from planning to hands-on delivery.
• Strong judgement, resilience and emotional intelligence, particularly when managing sensitive people issues or complex stakeholder environments.
• Clear and credible communicator, able to build trust with senior leaders, managers, colleagues and union representatives.
• Pragmatic problem solver who can balance pace, risk, legal compliance and colleague experience.
• Inclusive leader who role models Rank’s values, Grosvenor’s behaviours and supports a positive, high-performing culture.

Why Join Us?

As a part of The Rank Group, Grosvenor Casinos combines a vibrant, premium casino experience with outstanding benefits and exciting career progression within a leading leisure brand.
• Rewards that keep the excitement going - From team incentives and competitions to everyday perks, we make sure your effort is recognised and rewarded.
• A strong start that sets you up to win - Our induction gives you the confidence, knowledge and support you need to hit the ground running, with ongoing learning to keep building your skills.
• Work with energy and variety - No two days are the same. You’ll help to shape how we do things, and make a real impact by bringing ideas to life and playing a key role in what matters.
• High standards, achieved together - We set the bar high and support each other to reach it - but we do it as a team, not in competition. Because when one of us wins, we all do.
• Room to grow and move forward - Whether you’re starting out or ready for your next step, we’ll support your development and open up opportunities to progress within Grosvenor Casinos and The Rank Group.

We’re for Everyone

If you're looking for a role with energy and variety and want to be part of a team that values passion, performance and care - we’d love to hear from you.

At Grosvenor Casinos and The Rank Group, we celebrate individuality and welcome applications from all backgrounds. If you need adjustments at any stage of the process, just let us know.
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