Human Resources Business Partner Specialist, Bally's Interactive

• Must be 21 years of age or older
• Must be able to obtain and maintain a gaming license issued by the Illinois Gaming Board
• Bachelor’s degree in human resources, Business, or related field (Master’s or HR certification preferred)
• 6+ years of progressive HR experience, including at least 3 years in an HRBP or HR leadership role supporting senior executives
• Proven track record of driving strategic HR initiatives, organizational change, and leadership development
• Strong business acumen with the ability to translate strategy into action
• Excellent communication, consulting, and influencing skills
• Experience working in a matrixed, fast-paced, or high-growth environment preferred
• Must be proficient in the entire Microsoft Suite and be able to easily learn other software programs
• Experience in the UKG platform is strongly preferred
• Physical Demands & Work Environment:
• Regularly required to see, talk, hear, walk, sit, and stand
• Frequently required to use hands to handle, feel, and reach
• Occasionally required to stoop
• Occasionally lift and or move up to 30 pounds
• The work environment contains bright lights, loud noise, and stressful situations

Desirable

• The Specialist/ Human Resources Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR strategies with business objectives to drive organizational performance
• This role partners with key stakeholders and HR Centers of Excellence (COEs) to deliver talent solutions that enhance workforce capability, strengthen leadership, and cultivate an engaged, high-performing culture
• Serve as a trusted advisor to senior leaders, providing insight and counsel on organizational effectiveness, workforce planning, and talent development
• Influence business strategy by integrating talent implications and providing proactive, data-driven HR solutions
• Drive change management initiatives and support leaders through organizational transformations
• Partner with Talent Acquisition and business leaders to align staffing strategies with short- and long-term workforce needs
• Analyze organizational design and recommend structure enhancements to improve agility, efficiency, and performance
• Collaborate with cross-functional teams on initiatives that impact culture, engagement, and inclusion
• Use HR analytics and KPIs to assess trends, identify root causes, and create targeted action plans
• Foster a culture of feedback, inclusion, and accountability by coaching leaders on effective communication and people leadership
• Partner with Legal and Employee Relations to manage sensitive employee matters, ensuring consistency and compliance
• Champion employee engagement by interpreting survey results and helping to implement action plans
• Partner closely with HR Centers of Excellence (Compensation, Talent Management, Learning, etc.) to deliver seamless, integrated HR services