Job Description

Talent Development Lead - Flutter Functions, Hybrid

About Betfair Romania Development​:

Betfair Romania Development is the largest technology hub of Flutter Entertainment, with over 2,000 people powering the world’s leading sports betting and iGaming brands. Exciting, immersive and safe experiences are delivered to over 18 million customers worldwide, from our office in Cluj-Napoca. Driven by relentless innovation and commitment to excellence, we operate our own unbeatable portfolio of diverse proprietary brands such as FanDuel, PokerStars, SportsBet, Betfair, Paddy Power, or Sky Betting & Gaming,

Our Values:

The values we share at Betfair Romania Development define what makes us unique as a team. They empower us by giving meaning to our contributions, and they ensure that we consistently strive for excellence in everything we do. We are looking for passionate individuals who align with our values and are committed to making a difference.

Win together | Raise the bar | Got your back | Own it | Positive impact

About Flutter Functions:

The Flutter Functions division is a key component of Flutter Entertainment, responsible for providing essential support and services across the organization. The division encompasses various corporate functions, including finance, legal, human resources, technology, and more, ensuring seamless operations and strategic alignment throughout the company.

The Talent Development Lead is accountable for shaping, governing and enabling a coherent Talent Development ecosystem for the Cluj hub — globally aligned, locally relevant, and deeply connected to business priorities, while continuously improving how Talent Development operates — simpler, more scalable, and increasingly enabled by data, automation and AI”

This role operates as a trusted thought partner to the Head of HR, acting as an effective filter between strategy and execution, ensuring clarity, focus, and high-quality outcomes across Talent Management, Leadership Development, Learning, DEI, and Internal Mobility.

The role leads and develops the local Talent Development team, raising the bar on ownership, judgement and strategic partnership, while collaborating closely with other HR leads in a federated operating model

Key Accountabilities & Responsibilities:

1. Strategic Ownership & Executive Partnership

• Own the end-to-end Talent Development strategy and roadmap for Cluj, ensuring clear prioritization, sequencing, and measurable impact across all talent streams.
• Act as a trusted advisor and sparring partner to the Head of HR, proactively framing options, trade‑offs, and recommendations, acting as an effective filter between strategy and execution, ensuring clarity, focus, and high‑quality outcomes by bringing clear recommendations to the table.
• Translate business and people priorities into clear direction for the team, shielding senior stakeholders from unnecessary operational detail while ensuring strong execution underneath.

Success looks like: The Talent Development Lead liaises with the Head of HR on strategic initiatives and priorities that influence organizational direction, resource allocation, and functional objectives that shape the overall direction of the Talent function.

2. Leadership of a Federated Talent Development Model

• Design and govern a globally aligned, locally differentiated talent development ecosystem, partnering with Group / Flutter Talent & Learning teams and other hubs.
• Navigate a matrix environment with confidence — balancing local needs, global standards, and cross-hub dependencies without duplication or fragmentation,
• Proactively identify where Cluj should adopt, adapt or influence global initiatives, and where local solutions genuinely add value.

Success looks like: reduced parallel initiatives, clearer ownership, and strong credibility with global counterparts.

3. Talent Development Portfolio Leadership

Provide strategic oversight (not hands-on execution) across:

• Performance & Talent Management (incl. Talent ID, succession, development planning),
• Leadership Development (manager, senior manager, HoD, Director populations),
• Learning & Capability Building (skills frameworks, academies, curated learning journeys),
• DEI & Inclusive Leadership (locally relevant, globally coherent),
• Internal Mobility & Career Growth

Ensure each area has:

• clear intent and success measures,
• strong integration with other people processes,
• disciplined governance and review cycles.

4. Team Leadership, Growth & Maturity

• Lead, coach and develop the Talent Development team to operate with high autonomy, strong ownership and professional judgement
• Set clear expectations and quality standards, providing regular feedback and course correction where needed.
• Build leadership capability within the team — deliberately stepping back to enable others to lead complex initiatives end-to-end.
• Address performance gaps decisively and role model accountability, clarity and resilience.

Success looks like: team members independently lead, plan and streamline complex initiatives with minimal escalation and strong stakeholder confidence.

5. Cross‑HR Collaboration & Integration

• Work as a peer and partner to other HR leads (People Partners, TA, HR Ops, ER, EB), ensuring Talent Development is embedded — not bolted on — into the broader people system.
• Actively contribute to shared HR priorities, resolving overlaps and dependencies pragmatically.
• Champion a “one HR” experience for leaders and colleagues.

6. Data, Insight & Continuous Improvement

• Use data and insight to: guide investment and prioritization, assess impact and ROI, continuously improve the talent offering.
• Maintain an external lens on best practice, while exercising strong judgement on what is fit for context rather than fashionable.
• Use advanced analytics, AI supported insights and automation to move from descriptive reporting to predictive, decision supporting intelligence for leaders.

7. Operational Excellence, Efficiency & AI Enabled Ways of Working

• Own the continuous improvement of Talent Development operations, simplifying processes, reducing duplication, and increasing clarity, speed and scalability across the talent portfolio.
• Identify and remove low value manual work, fragmentation, and unnecessary handoffs across Talent Development and adjacent HR teams.
• Proactively explore and leverage AI enabled tools and automation (e.g. analytics, content creation, insights, workflow orchestration) to: improve decision quality, accelerate delivery, enhance manager and employee experience, free up team capacity for higher value, strategic work.
• Translate emerging digital and AI capabilities into practical, responsible use cases, aligned with business needs, data governance, and global standards.
• Build AI confidence and capability within the Talent Development team — setting expectations, guardrails, and quality standards for how tools are used in day-to-day work.

Skills, Capabilities & Experience Required:

• Proven experience leading complex Talent Development portfolios, ideally in a matrixed, global environment
• Strong people leadership experience, with evidence of growing teams toward autonomy and maturity.
• Demonstrated ability to operate as a strategic partner, not just a programme owner.
• Demonstrated capability to exercise sound judgement in learning and talent decisions, navigate organisational ambiguity, and balance competing development priorities in a federated environment.
• Strong business acumen — understands how talent and leadership practices enable delivery, growth and scale.
• Acts as a filter, not a funnel
• Seeks systemic solutions over temporary fixes / one-time initiatives.
• Comfortable managing up, across and through others
• Balances pace with rigor; influence with decisiveness.
• Demonstrating curiosity and openness toward AI and emerging technologies, with a willingness to continuously learn, adapt, and share knowledge.
• Demonstrated ability to work effectively with diverse teams across various departments, fostering an environment of open communication and shared goals to achieve collective success
• Demonstrates a strong commitment to understanding and meeting the needs of stakeholders and customers. Ensures that decisions and actions have a positive, lasting impact by delivering solutions that exceed expectations, building trust, and fostering long-term relationships.
  

Benefits:

• €1,000 per year for self-development
• Company share scheme
• 25 days of annual leave per year
• 20 days per year to work abroad
• 5 personal days/year
• Flexible benefits: travel, sports, hobbies
• Extended health, dental and travel insurances
• Customized well-being programmes
• Career growth sessions
• Thousands of online courses through Udemy
• A variety of engaging office events

Disclaimer:
We are an inclusive employer. By embracing diverse experiences and perspectives, we create a lasting, positive impact for our employees, customers, and the communities we’re part of. You don't have to meet all the requirements listed to apply for this role. If you need any adjustments to make this role work for you, let us know, and we’ll see how we can accommodate them.

We thank all applicants for their interest; however, only the candidates who best meet the job requirements will be contacted for an interview.

By submitting your application online, you agree that your details will be used to progress your application for employment. If your application is successful, your details will be used to administer your personnel record. If your application is unsuccessful, we will retain your details for a period no longer than three years, to consider you for prospective roles within the company.