Organisation Effectiveness and Workforce Planning Lead, OBG
ApplyYour mission
At FDJ UNITED, we don't just follow the game, we reinvent it.
FDJ UNITED is one of Europe’s leading betting and gaming operators, with a vast portfolio of iconic brands and a reputation for technological excellence. With more than 5,000 employees and a presence in around fifteen regulated markets, the Group offers a diversified, responsible range of games, both under exclusive rights and open to competition. We set new standards, proving that entertainment and safety can go hand in hand. Here, you’ll work alongside a team of passionate individuals dedicated to delivering the best and safest entertaining experiences for our customers every day.
We’re looking for bold people who are eager to succeed and ready to level-up the game. If you thrive on innovation, embrace challenges, and want to make a real impact at all levels, FDJ UNITED is your playing field.
Join us in shaping the future of gaming. Are you ready to LEVEL-UP THE GAME?
The Organisation Effectiveness & Workforce Planning Lead is responsible for shaping OBG's future organisation by integrating people analytics, strategic workforce planning and organisation design and change. The role translates business strategy, transformation plans and insights from people data into forward-looking workforce scenarios, operating-model implications, capability requirements and sequenced workforce effectiveness actions that improve performance, productivity and long-term organisational capability.Working with the Director of Organisational Effectiveness and HR Transformation, OBG Executive and Senior Leadership Teams, People Partners, Finance and BU and Group HR Centres of Excellence, the role will establish a consistent BU-wide approach to people analytics and strategic workforce planning and provide a common evidence base for workforce and organisation operating model decisions. This approach will create a view of the future talent needs and organisation optimisation, supporting the proactive identification of requirements for reskilling, recruitment, location footprint and organisation change, and help put in place specific interventions needed.
Key Responsibilities
People Analytics & Workforce Insights
Evolve the strategyand delivery ofOBG people analytics and workforce intelligence focused onidentifyingemerging risks, opportunities,actionsand measurable outcomes rather than reporting alone
Lead and Manage the People Insights Specialist to develop meaningful workforce metrics and dashboards that support business leaders and the People function.
analyse workforce trends,identifyingemerging opportunities and risks.
drive continuous improvement in HR data quality and reporting capability.
Translate analytical insight into practical options and recommendations for workforce, organisation, talent,reskillingand resourcing decisions.
Build forecasting and scenario modelling capability to improve workforce planning.
Strategic Workforce Planning
Lead the development and maintenance ofOBG’s StrategicWorkforce Plan, workingclosely with the FDJ United Group People teams to ensure consistencywith workforceplanningapproaches andframeworkswhile meeting OBG's business needs.
Identifyfuture skills and capabilityrequirementsacross the Business Unit,includingthetiming, scale and affected populationsresulting from these requirements,anddevelop capability forecasts and gap assessments
Identifyworkforce risksrelated toskillsand roles, labourmarket trends, organisationalcapacityand transformation, withclearindicators and mitigation options.
Partner with Finance, Talent Development, TalentAcquisitionand business leaders to model workforce investment,productivityand operating cost scenarios, ensuring workforce plansremaincommercially sustainable and aligned to business strategy.
Develop evidence-based workforce strategies that optimise workforce mix, sourcing, location, automation, organisation design,productivityand operating cost while protecting critical capability and supporting long-term businessobjectives.
Translate workforce analysis into clearly prioritisedtalent,recruitment, reskilling,redeployment,organisation,investmentand locationinterventions. Agree ownership withBU and HRGroup Centres of Excellence, People Partnersand business leaders andsupporttrackingoutcomes.
Analyse workforce options including permanent,contingentand outsourced models to support business decision making, in partnership with Talent Acquisition.
Organisation Effectiveness, Design & Change
Lead organisation effectivenessand changeinitiatives that optimise target operating models, structures, governance, decisionrightsand workforce productivity in support of strategyand transformation priorities.
Partner with senior leaders to design, deliver and embed organisation design and transformation initiatives,providingexpert advice on organisational principles, industry bestpracticeand scalable organisational solutions.
Assess organisational health and effectiveness,identifyingopportunities to improve accountability, collaboration, role clarity, spans and layers,governanceand organisational performance.
Advise leaders on organisational design decisions, ensuring changes are supported by robust analysis, clear governance,appropriate decisionrightsand consideration of wider business impacts.
Work with People Partners, Finance and Centres of Excellence to translate approved designs into sequenced change and workforce actions, with clear delivery accountability and alignment to workforce strategy.
Leadcross-BUorganisational change and transition activities, including impact assessments, riskmanagementand change readiness, to ensure successful implementation while minimising disruption to business-as-usual operations.
Evaluate the effectiveness of organisational changes, measuring business outcomes and recommending continuous improvements to organisation design, operatingmodelsand workforce capability.
Develop,maintainand continuously improve theorganisation Design and Changemethodology,toolkitsand governance frameworks, promoting consistent application across the business.
Maintain organisational integrity by ensuring organisation structures, job architecture, jobdescriptionsand organisational data accurately reflect approved organisational changes.
Develop and monitor organisation effectiveness measures and insights that support Executive decision-making and continuous organisational improvement.
Success Measures
Strategic workforce planning is embedded within business planning and investment decision-making, enabling proactive workforce,capabilityand operating model decisions.
Leaders have access totimely,trustedand actionable workforce and organisation effectiveness insights that inform strategic and operational decision-making.
Workforce risks, capabilitygapsand organisational health issues areidentifiedearly and proactively addressed through evidence-based interventions.
Workforce analytics and organisation effectiveness measures are aligned with Group standards, enabling predictive insight,continuousimprovementand tracking of KPI’s.
Organisation structures and operating modelsproactivelyevolve in line with strategic priorities, improving organisational effectiveness, decision-making,accountabilityand workforce productivity.
Organisation design and transformation initiatives are delivered successfully, with robust governance, effective stakeholderengagementand sustainable adoption of change.
Organisational changes deliver measurable business outcomes, with continuous evaluation informing ongoing improvements to organisational performance.
Organisation baseline data—including organisational structures, job architecture, jobdescriptionsand workforce data—isaccurate,maintainedand supports effective planning and governance.
Experience & Capabilities
Experience of strategic workforce planning and people analytics, translating business plans into workforce implications.
Experience measuring and improving organisational effectiveness through evidence-based interventions.
Experience of designing and delivering OrganisationDesignprojects independently, on time and to budget.
Previousexperience of working on major change programmes, managing all aspects of change and readiness.
Ability to analyse and make judgement calls on competing requirements, recommending courses of action to senior leaders.
Strong critical thinking and problem-solving skills, with the ability to generate effective and creative solutions.
Strong interpersonal skills, with the ability to build relationships, engage stakeholders and influence at all levels of the organisation.
Experience of working sensitively and proactively with employees experiencing change.
Strong planning,communicationand presentation skills.
Proficient in project and programme management, with a sound understanding of risk management.
Matrix management experience.
Self-motivatedand able todemonstrateresilience.
We believe talent knows no boundaries. Our hiring process focuses solely on your skills, experience, and potential to contribute to our team. We welcome applicants from all backgrounds and evaluate each candidate based on merit, regardless of personal characteristics as the age, gender, origin, religion, sexual orientation, neurodiversity or disability.
Benefits
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