Head of People

TalentXD is partnering with a well-established international iGaming business to appoint a Head of People based in Malta.

This is a senior People leadership opportunity for an experienced HR professional who combines strategic People leadership with strong operational execution. The role will play a central part in shaping and strengthening the organisation's People function, leading People Partnering and People Operations while working closely with specialist teams across the organisation.

The successful candidate will be someone who can operate at both strategic and operational level, advising senior leadership on complex people matters while also building scalable, efficient and commercially effective People processes across an international, multi-location organisation.

Location: Malta
Working model: Hybrid

The Role:

As Head of People, you will have responsibility for the organisation's People Partnering and People Operations delivery.

Working closely with senior People leadership and the wider People team, you will ensure that the People function operates as a high-performing, commercially focused partner to the business.

A key part of the role will be developing a scalable People operating model, creating clarity around ownership, improving processes and service delivery, strengthening manager capability, and ensuring employees receive a consistent and high-quality experience across different locations and functions.

The successful candidate will be expected to build, improve and lead, bringing structure to complex People environments while maintaining the flexibility and pragmatism required in a fast-moving international business.

Responsibilities:

As Head of People, your broad responsibilities will include but are not limited to:

People Leadership & Operating Model

• Lead and develop the People Partnering and People Operations teams, setting clear priorities, standards and expectations.

• Own and continuously evolve the People operating model, ensuring clear ownership, accountability and service standards.

• Establish effective processes for case management, escalation, employee support and People service delivery.

• Build a culture of accountability, service excellence and continuous improvement within the People function.

• Ensure People resources, priorities and budgets are aligned with business requirements.

• Develop capability and future leadership within the People team.

• Establish clear KPIs, objectives and delivery expectations across the team.

People Partnering & Senior Advisory

• Provide leadership and direction to the People Partnering function, ensuring People Partners operate as credible and commercially minded advisors.

• Act as a senior escalation point for complex employee relations, organisational change, performance matters and sensitive people situations.

• Coach and support People Partners in stakeholder management, performance management, talent reviews and complex employee matters.

• Partner with senior leaders and managers to provide pragmatic advice on people strategy, organisational effectiveness and employee-related risks.

• Support the business through organisational change, restructuring and evolving workforce requirements.

• Strengthen the capability of managers across the organisation in areas such as performance, feedback, employee relations and people leadership.

Employee Lifecycle & People Operations

• Own the quality and consistency of the employee experience across the full employee lifecycle.

• Drive operational excellence across onboarding, contracts, role changes, absence, employee relations, case management and offboarding.

• Standardise documentation, policies, workflows and approval processes across locations while maintaining appropriate local flexibility.

• Establish robust case management practices, response standards and escalation processes.

• Ensure People processes are appropriately governed, documented and compliant across relevant jurisdictions.

• Partner with Legal and local specialists where required on employment legislation and complex employee matters.

• Drive improvements across the employee lifecycle to reduce friction and improve the overall employee experience.

Process Improvement, Systems & Data

• Identify opportunities to simplify and improve People processes, removing unnecessary friction and administrative burden.

• Partner closely with HR Systems and Analytics teams to improve HRIS workflows, reporting, data quality and employee and manager self-service.

• Use People data and operational insight to identify trends, recurring issues and opportunities for improvement.

• Introduce greater automation and standardisation across People processes where appropriate.

• Explore and leverage AI and technology to improve scalability, efficiency and the overall employee experience.

• Establish and monitor appropriate People KPIs, service levels and operational metrics.

Performance, Talent & Organisational Development

• Partner with senior People leadership and specialist teams to ensure strategic People initiatives are effectively implemented across the organisation.

• Support consistent execution of performance management, talent reviews and succession planning.

• Strengthen manager capability around performance, employee relations, feedback and people leadership.

• Work closely with Talent Acquisition, Learning & Development and other People functions to ensure a joined-up employee experience.

• Use employee feedback and engagement insights to identify areas where People processes or leadership practices can be improved.

• Ensure People initiatives are translated into practical and consistent execution across the organisation.

Stakeholder & Executive Partnership

• Build trusted relationships with senior executives, functional leaders and managers across the organisation.

• Provide senior leadership with clear insight into People performance, organisational risks, recurring employee issues and recommended interventions.

• Balance employee advocacy with strong commercial judgement and appropriate governance.

• Act as a visible and credible People leader across the organisation.

What We're Looking For:

We're looking for a senior People professional who has already operated in a complex, international environment and has demonstrated the ability to lead and transform People functions.

You'll ideally bring:

• Proven experience in a senior People or HR leadership role within an international organisation.

• Experience leading or significantly developing People Partnering and/or People Operations functions.

• Strong experience across the employee lifecycle, employee relations, performance management and People operations.

• Experience managing teams with a mixture of People Partnering, Operations and administrative responsibilities.

• Experience operating across multiple locations, jurisdictions or culturally diverse environments.

• Strong commercial judgement and the confidence to challenge and influence senior stakeholders.

• A track record of improving People operating models, processes and ways of working.

• Strong understanding of HR systems, data, workflows and operational reporting.

• A data-driven and process-oriented approach to People leadership.

• Experience working alongside specialist People functions such as Talent Acquisition, Learning & Development, Culture and HR Systems.

• The ability to operate strategically while remaining close enough to the detail to understand what is happening within the organisation.

• Excellent communication and stakeholder management skills.

• Experience within iGaming, technology, fintech or another fast-paced and/or regulated international environment would be highly advantageous.

What we offer:

• Join an established international iGaming business with ambitious growth plans.

• Take a senior leadership position within the People function.

• Shape and develop the People operating model across an international organisation.

• Work closely with senior leadership and experienced People professionals.

• Make a meaningful impact across People strategy, operations, employee experience and organisational development.