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Human Resources Manager
Little Vegas
Human Resources Manager
Little Vegas
Full Time
Up to £45000 / Year
Human Resources Manager
Little Vegas
Full Time
Up to £45000 / Year
Skills
Microsoft Office
Description
Human Resources Manager
Chongie Entertainment UK Limited – Little Vegas / Little Macau
Salary: £40,000 – £45,000 per annum, dependent on experience
Contract: Permanent, 40 hours per week
Location: , with regular travel to venues across the South East
Reporting line: Director of People Strategy
Progression: Scope to progress to Head of HR as the successful candidate establishes themselves in the role
THE ORGANISATION
Chongie Entertainment UK Limited operates eighteen Adult Gaming Centers across the South East of England under the Little Vegas and Little Macau brands, employing approximately 190 people. The Company is licensed by the Gambling Commission and operates within the framework of the Gambling Act 2005 and the License Conditions and Codes of Practice.
The estate continues to expand. New venues are opened as suitable sites and licenses are secured, and the HR function is expected to grow with the business. This is an opportunity to join at a point of genuine growth and to develop alongside it.
We are an operationally driven business. Our venues trade continuously, our managers make decisions at pace, and our support functions are expected to work to the same standard. We value practical judgement and personal accountability over process for its own sake.
PURPOSE OF THE ROLE
The Human Resources Manager holds day-to-day responsibility for the HR function across the Company, providing advice and support to venue and operational management and ensuring that the Company meets its obligations as an employer and as a licensed operator.
The successful candidate will work closely with the Director of People Strategy, who retains structural and higher-risk decisions and will be directly involved in supporting the role. This is not a position in which anyone is left to find their own way; responsibility is passed across as the postholder establishes themselves.
The Company’s preference is to develop its senior people internally, and the role is structured with that in mind. As the successful candidate takes on the full breadth of the function, there is scope for the position to develop into a Head of HR role. Progression of this kind is considered on its merits, having regard to individual performance and the needs of the business at the time.
PRINCIPAL RESPONSIBILITIES
Employee relations
– Advising venue and area management on disciplinary, grievance, capability and absence matters
– Conducting and overseeing investigations, hearings and appeals, and ensuring outcomes are properly reasoned and documented
– Managing probationary reviews and performance matters, particularly in light of forthcoming changes to qualifying service
Recruitment and onboarding
– Managing recruitment activity across the venue estate, including advertising, screening and offer administration
– Supporting the people requirements of new venue openings as the estate expands
– Overseeing onboarding, contractual documentation and right to work verification
Compliance and records
– Maintaining accurate employment records and ensuring compliance with data protection obligations
– Supporting the Company’s obligations under the Working Time Regulations and associated record keeping
– Contributing to licensing and regulatory matters where employment issues arise
Team and function
– Working alongside the existing HR team and supporting its development
– Reviewing and maintaining Company policies and the employee handbook
PERSON SPECIFICATION
The Company will consider applications from candidates whose experience has been gained outside a dedicated HR function. Candidates who have held multi-site operational responsibility, as an Area Manager, Operations Manager or in a comparable role, and who have personally managed employee relations matters within that capacity are encouraged to apply and will be assessed on equal terms.
Essential
– Experience of managing people across multiple sites, whether within HR or in an operational capacity
– Demonstrable experience of handling disciplinary, grievance and performance matters personally
– Sound judgement and the confidence to make and defend decisions
– A full driving license and willingness to travel regularly to venues
Desirable
– Familiarity with the HARRI applicant tracking system, or comparable HR and recruitment systems
– Previous experience within a licensed, regulated or late-night operating environment
WORKING ARRANGEMENTS
Applicants should note that the Company trades on a twenty-four hour basis and that the HR function is expected to operate accordingly. The role carries an out of hours commitment, and there will be occasions on which attendance or availability is required during evenings and at weekends.
In return, the Company operates on a basis of mutual flexibility. The successful candidate will be trusted to manage their own working pattern and to take time back at quieter periods. We do not monitor hours; we are concerned with whether the work is done and done properly. Candidates seeking fixed office hours are unlikely to find the role suitable, and we would encourage them to consider this carefully before applying.
TERMS AND CONDITIONS
– Salary of £40,000 to £45,000 per annum, dependent on experience
– Discretionary annual bonus – 28 days’ annual leave, inclusive of bank and public holidays
– 40 hour contract, worked flexibly
– Six month probationary period
– Company pension scheme in accordance with statutory auto-enrolment requirements
Salary: £40,000 – £45,000 per annum, dependent on experience
Contract: Permanent, 40 hours per week
Location: , with regular travel to venues across the South East
Reporting line: Director of People Strategy
Progression: Scope to progress to Head of HR as the successful candidate establishes themselves in the role
THE ORGANISATION
Chongie Entertainment UK Limited operates eighteen Adult Gaming Centers across the South East of England under the Little Vegas and Little Macau brands, employing approximately 190 people. The Company is licensed by the Gambling Commission and operates within the framework of the Gambling Act 2005 and the License Conditions and Codes of Practice.
The estate continues to expand. New venues are opened as suitable sites and licenses are secured, and the HR function is expected to grow with the business. This is an opportunity to join at a point of genuine growth and to develop alongside it.
We are an operationally driven business. Our venues trade continuously, our managers make decisions at pace, and our support functions are expected to work to the same standard. We value practical judgement and personal accountability over process for its own sake.
PURPOSE OF THE ROLE
The Human Resources Manager holds day-to-day responsibility for the HR function across the Company, providing advice and support to venue and operational management and ensuring that the Company meets its obligations as an employer and as a licensed operator.
The successful candidate will work closely with the Director of People Strategy, who retains structural and higher-risk decisions and will be directly involved in supporting the role. This is not a position in which anyone is left to find their own way; responsibility is passed across as the postholder establishes themselves.
The Company’s preference is to develop its senior people internally, and the role is structured with that in mind. As the successful candidate takes on the full breadth of the function, there is scope for the position to develop into a Head of HR role. Progression of this kind is considered on its merits, having regard to individual performance and the needs of the business at the time.
PRINCIPAL RESPONSIBILITIES
Employee relations
– Advising venue and area management on disciplinary, grievance, capability and absence matters
– Conducting and overseeing investigations, hearings and appeals, and ensuring outcomes are properly reasoned and documented
– Managing probationary reviews and performance matters, particularly in light of forthcoming changes to qualifying service
Recruitment and onboarding
– Managing recruitment activity across the venue estate, including advertising, screening and offer administration
– Supporting the people requirements of new venue openings as the estate expands
– Overseeing onboarding, contractual documentation and right to work verification
Compliance and records
– Maintaining accurate employment records and ensuring compliance with data protection obligations
– Supporting the Company’s obligations under the Working Time Regulations and associated record keeping
– Contributing to licensing and regulatory matters where employment issues arise
Team and function
– Working alongside the existing HR team and supporting its development
– Reviewing and maintaining Company policies and the employee handbook
PERSON SPECIFICATION
The Company will consider applications from candidates whose experience has been gained outside a dedicated HR function. Candidates who have held multi-site operational responsibility, as an Area Manager, Operations Manager or in a comparable role, and who have personally managed employee relations matters within that capacity are encouraged to apply and will be assessed on equal terms.
Essential
– Experience of managing people across multiple sites, whether within HR or in an operational capacity
– Demonstrable experience of handling disciplinary, grievance and performance matters personally
– Sound judgement and the confidence to make and defend decisions
– A full driving license and willingness to travel regularly to venues
Desirable
– Familiarity with the HARRI applicant tracking system, or comparable HR and recruitment systems
– Previous experience within a licensed, regulated or late-night operating environment
WORKING ARRANGEMENTS
Applicants should note that the Company trades on a twenty-four hour basis and that the HR function is expected to operate accordingly. The role carries an out of hours commitment, and there will be occasions on which attendance or availability is required during evenings and at weekends.
In return, the Company operates on a basis of mutual flexibility. The successful candidate will be trusted to manage their own working pattern and to take time back at quieter periods. We do not monitor hours; we are concerned with whether the work is done and done properly. Candidates seeking fixed office hours are unlikely to find the role suitable, and we would encourage them to consider this carefully before applying.
TERMS AND CONDITIONS
– Salary of £40,000 to £45,000 per annum, dependent on experience
– Discretionary annual bonus – 28 days’ annual leave, inclusive of bank and public holidays
– 40 hour contract, worked flexibly
– Six month probationary period
– Company pension scheme in accordance with statutory auto-enrolment requirements
Human Resources Manager
Chongie Entertainment UK Limited – Little Vegas / Little Macau
Salary: £40,000 – £45,000 per annum, dependent on experience
Contract: Permanent, 40 hours per week
Location: , with regular travel to venues across the South East
Reporting line: Director of People Strategy
Progression: Scope to progress to Head of HR as the successful candidate establishes themselves in the role
THE ORGANISATION
Chongie Entertainment UK Limited operates eighteen Adult Gaming Centers across the South East of England under the Little Vegas and Little Macau brands, employing approximately 190 people. The Company is licensed by the Gambling Commission and operates within the framework of the Gambling Act 2005 and the License Conditions and Codes of Practice.
The estate continues to expand. New venues are opened as suitable sites and licenses are secured, and the HR function is expected to grow with the business. This is an opportunity to join at a point of genuine growth and to develop alongside it.
We are an operationally driven business. Our venues trade continuously, our managers make decisions at pace, and our support functions are expected to work to the same standard. We value practical judgement and personal accountability over process for its own sake.
PURPOSE OF THE ROLE
The Human Resources Manager holds day-to-day responsibility for the HR function across the Company, providing advice and support to venue and operational management and ensuring that the Company meets its obligations as an employer and as a licensed operator.
The successful candidate will work closely with the Director of People Strategy, who retains structural and higher-risk decisions and will be directly involved in supporting the role. This is not a position in which anyone is left to find their own way; responsibility is passed across as the postholder establishes themselves.
The Company’s preference is to develop its senior people internally, and the role is structured with that in mind. As the successful candidate takes on the full breadth of the function, there is scope for the position to develop into a Head of HR role. Progression of this kind is considered on its merits, having regard to individual performance and the needs of the business at the time.
PRINCIPAL RESPONSIBILITIES
Employee relations
– Advising venue and area management on disciplinary, grievance, capability and absence matters
– Conducting and overseeing investigations, hearings and appeals, and ensuring outcomes are properly reasoned and documented
– Managing probationary reviews and performance matters, particularly in light of forthcoming changes to qualifying service
Recruitment and onboarding
– Managing recruitment activity across the venue estate, including advertising, screening and offer administration
– Supporting the people requirements of new venue openings as the estate expands
– Overseeing onboarding, contractual documentation and right to work verification
Compliance and records
– Maintaining accurate employment records and ensuring compliance with data protection obligations
– Supporting the Company’s obligations under the Working Time Regulations and associated record keeping
– Contributing to licensing and regulatory matters where employment issues arise
Team and function
– Working alongside the existing HR team and supporting its development
– Reviewing and maintaining Company policies and the employee handbook
PERSON SPECIFICATION
The Company will consider applications from candidates whose experience has been gained outside a dedicated HR function. Candidates who have held multi-site operational responsibility, as an Area Manager, Operations Manager or in a comparable role, and who have personally managed employee relations matters within that capacity are encouraged to apply and will be assessed on equal terms.
Essential
– Experience of managing people across multiple sites, whether within HR or in an operational capacity
– Demonstrable experience of handling disciplinary, grievance and performance matters personally
– Sound judgement and the confidence to make and defend decisions
– A full driving license and willingness to travel regularly to venues
Desirable
– Familiarity with the HARRI applicant tracking system, or comparable HR and recruitment systems
– Previous experience within a licensed, regulated or late-night operating environment
WORKING ARRANGEMENTS
Applicants should note that the Company trades on a twenty-four hour basis and that the HR function is expected to operate accordingly. The role carries an out of hours commitment, and there will be occasions on which attendance or availability is required during evenings and at weekends.
In return, the Company operates on a basis of mutual flexibility. The successful candidate will be trusted to manage their own working pattern and to take time back at quieter periods. We do not monitor hours; we are concerned with whether the work is done and done properly. Candidates seeking fixed office hours are unlikely to find the role suitable, and we would encourage them to consider this carefully before applying.
TERMS AND CONDITIONS
– Salary of £40,000 to £45,000 per annum, dependent on experience
– Discretionary annual bonus – 28 days’ annual leave, inclusive of bank and public holidays
– 40 hour contract, worked flexibly
– Six month probationary period
– Company pension scheme in accordance with statutory auto-enrolment requirements
Salary: £40,000 – £45,000 per annum, dependent on experience
Contract: Permanent, 40 hours per week
Location: , with regular travel to venues across the South East
Reporting line: Director of People Strategy
Progression: Scope to progress to Head of HR as the successful candidate establishes themselves in the role
THE ORGANISATION
Chongie Entertainment UK Limited operates eighteen Adult Gaming Centers across the South East of England under the Little Vegas and Little Macau brands, employing approximately 190 people. The Company is licensed by the Gambling Commission and operates within the framework of the Gambling Act 2005 and the License Conditions and Codes of Practice.
The estate continues to expand. New venues are opened as suitable sites and licenses are secured, and the HR function is expected to grow with the business. This is an opportunity to join at a point of genuine growth and to develop alongside it.
We are an operationally driven business. Our venues trade continuously, our managers make decisions at pace, and our support functions are expected to work to the same standard. We value practical judgement and personal accountability over process for its own sake.
PURPOSE OF THE ROLE
The Human Resources Manager holds day-to-day responsibility for the HR function across the Company, providing advice and support to venue and operational management and ensuring that the Company meets its obligations as an employer and as a licensed operator.
The successful candidate will work closely with the Director of People Strategy, who retains structural and higher-risk decisions and will be directly involved in supporting the role. This is not a position in which anyone is left to find their own way; responsibility is passed across as the postholder establishes themselves.
The Company’s preference is to develop its senior people internally, and the role is structured with that in mind. As the successful candidate takes on the full breadth of the function, there is scope for the position to develop into a Head of HR role. Progression of this kind is considered on its merits, having regard to individual performance and the needs of the business at the time.
PRINCIPAL RESPONSIBILITIES
Employee relations
– Advising venue and area management on disciplinary, grievance, capability and absence matters
– Conducting and overseeing investigations, hearings and appeals, and ensuring outcomes are properly reasoned and documented
– Managing probationary reviews and performance matters, particularly in light of forthcoming changes to qualifying service
Recruitment and onboarding
– Managing recruitment activity across the venue estate, including advertising, screening and offer administration
– Supporting the people requirements of new venue openings as the estate expands
– Overseeing onboarding, contractual documentation and right to work verification
Compliance and records
– Maintaining accurate employment records and ensuring compliance with data protection obligations
– Supporting the Company’s obligations under the Working Time Regulations and associated record keeping
– Contributing to licensing and regulatory matters where employment issues arise
Team and function
– Working alongside the existing HR team and supporting its development
– Reviewing and maintaining Company policies and the employee handbook
PERSON SPECIFICATION
The Company will consider applications from candidates whose experience has been gained outside a dedicated HR function. Candidates who have held multi-site operational responsibility, as an Area Manager, Operations Manager or in a comparable role, and who have personally managed employee relations matters within that capacity are encouraged to apply and will be assessed on equal terms.
Essential
– Experience of managing people across multiple sites, whether within HR or in an operational capacity
– Demonstrable experience of handling disciplinary, grievance and performance matters personally
– Sound judgement and the confidence to make and defend decisions
– A full driving license and willingness to travel regularly to venues
Desirable
– Familiarity with the HARRI applicant tracking system, or comparable HR and recruitment systems
– Previous experience within a licensed, regulated or late-night operating environment
WORKING ARRANGEMENTS
Applicants should note that the Company trades on a twenty-four hour basis and that the HR function is expected to operate accordingly. The role carries an out of hours commitment, and there will be occasions on which attendance or availability is required during evenings and at weekends.
In return, the Company operates on a basis of mutual flexibility. The successful candidate will be trusted to manage their own working pattern and to take time back at quieter periods. We do not monitor hours; we are concerned with whether the work is done and done properly. Candidates seeking fixed office hours are unlikely to find the role suitable, and we would encourage them to consider this carefully before applying.
TERMS AND CONDITIONS
– Salary of £40,000 to £45,000 per annum, dependent on experience
– Discretionary annual bonus – 28 days’ annual leave, inclusive of bank and public holidays
– 40 hour contract, worked flexibly
– Six month probationary period
– Company pension scheme in accordance with statutory auto-enrolment requirements
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Human Resources Manager
Full Time
Up to £45000 / Year
Skills
Microsoft Office
Wardour Street, London, W1D 6PB, United Kingdom