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Join IGT as an HR Business Partner IV, where you'll align people strategies with business priorities, support employee relations, and drive organizational design in a dynamic gaming environment.
IGT, where innovation meets entertainment on a global scale! From the casino floor to your mobile screen, we deliver thrilling, responsible, and unforgettable gaming experiences—powered by world‑class content, strong technical and commercial capabilities and nurtured by a culture of collaboration, accountability, and ownership. Whether it’s spinning reels, placing bets, or enabling secure payments, we turn innovation into impact through disciplined execution and long‑term value creation. With a team of over 6,000 employees across 30+ countries and products delivered in more than 100 jurisdictions worldwide, we operate at scale while staying closely connected to customers we serve. If you’re ready to bring your talent to a team shaping the future of entertainment, your next big move starts here.
What You'll Do
- Partner with senior leaders to develop and execute people and talent strategies that support current and future business needs.
- Lead complex, sensitive, and high-risk employee and labor relations matters, including workplace investigations, disciplinary actions, accommodations, and terminations.
- Advise leaders on performance management, employee development, succession planning, retention, and leadership talent decisions.
- Manage workforce planning activities in partnership with business leaders, Finance, Talent Acquisition, and other key stakeholders.
- Lead organizational design and workforce transformation initiatives, including restructuring, job leveling, span and layer analysis, reductions in force, and post-merger integration.
- Support unionized employee populations and help ensure compliance with collective bargaining agreements.
- Partner with Total Rewards, Talent Acquisition, Talent Development, People Operations, Communications, Legal, and Compliance to deliver effective solutions.
- Interpret employment laws, regulations, policies, and practices across multiple jurisdictions while identifying and reducing organizational risk.
- Use workforce data, cost analysis, and scenario modeling to provide leaders with clear, informed recommendations.
- Identify organizational training and coaching needs and help evaluate the effectiveness of development programs.
- Mentor less experienced People and Culture Partners and contribute to the development of HR processes, tools, and standards.
- Support enterprise projects and initiatives across functions, locations, and regulatory environments.
What We're Looking For
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field with at least eight years of related experience; or an equivalent combination of education and experience.
- A master’s degree with at least six years of related experience or a PhD with at least three years of related experience may also be considered.
- Experience independently supporting a significant client group and advising senior leadership.
- Strong experience managing complex employee relations matters and workplace investigations through resolution.
- Experience with organizational design, workforce planning, restructuring, and reduction-in-force activities.
- Experience supporting a unionized workforce, including participation in labor negotiations and compliance with collective bargaining agreements.
- Strong knowledge of employment laws and regulations, including FLSA, FMLA, ADA, ADEA, Title VII, USERRA, WARN, and applicable state and local requirements.
- Advanced consulting, influencing, negotiation, coaching, and executive communication skills.
- Strong analytical, problem-solving, project management, and workforce modeling capabilities.
- Proficiency with Microsoft Office 365, HR information systems, case management platforms, and reporting tools.
- Ability to travel up to 25%, including occasional international travel.
- Ability to obtain and maintain any required gaming licenses, registrations, certifications, or permits.
Keys to Success
- Builds trusted relationships with senior leaders while maintaining an independent and objective perspective.
- Handles confidential and sensitive matters with sound judgment, professionalism, and discretion.
- Balances business needs with employee experience, cost considerations, organizational culture, and legal risk.
- Communicates clearly and confidently, including during difficult or high-pressure situations.
- Takes a proactive and practical approach to solving complex people and organizational challenges.
- Works effectively across functions, cultures, time zones, and regulatory environments.
- Remains organized and resilient while managing multiple priorities in a fast-changing, matrixed organization.