VP of Human Resources

Hybrid position located in Jersey City, NJ

Headquartered in Jersey City, New Jersey,  is the first digital platform for ordering official state lottery draw and scratch games on both mobile and web-based platforms.  helps the lottery contribute incremental funds to state‑run programs across education, parks, emergency responders, veterans' health, and other important services. With a customer base exceeding 3.5 million, we are currently available in eleven states, with ambitious plans to extend our presence to more states in the near future.

In line with our commitment to revolutionizing the lottery landscape, we prioritize fostering career development. At , we offer hybrid opportunities for some of our roles, providing a flexible work environment. We aim to create a space where you can truly grow, both personally and professionally, contributing to a dynamic and forward‑thinking workplace. In addition, we offer competitive compensation packages to recognize and reward your skills and contributions.

The Vice President of Human Resources is a pivotal, strategic leadership role designed to spearhead the future of ’s talent strategy. Reporting directly to the CEO, the VP of HR will serve as a key executive business partner, responsible for designing and executing the people strategy and roadmap required for continuous, successful scaling.

As a high‑growth company with a rapidly scaling team of 200+ employees, operating across 12 states (and growing), this VP will be instrumental in building on the organizational foundation required for high performance. This includes driving strategic initiatives around organization design, rewards & compensation, and performance management.

The ideal candidate has a proven, data‑driven track record of scaling people functions within a fast‑moving, multi‑state environment, with a deep commitment to talent development and empowering our employees.

• Executive Partnership:
  Serve as a key business partner to the CXO and the Senior Leadership Team, ensuring people are drivers of high performance and directly aligned with overall business objectives.
• Organizational Scaling:
  Partner with senior leadership to provide guidance on workforce planning, succession planning, and organizational design across all major departments, such as Production & Operations, Product & Technology, Marketing, IT, Finance, Legal & Compliance, and Government Relations.
• Risk Management & Governance:
  Lead organizational efforts to mitigate risk and ensure sound governance across all people‑related policies and practices.
• Change Management:
  Drive large‑scale initiatives, advising and supporting executive leaders in managing organizational changes and ensuring continued alignment with business goals.

• Culture Definition:
  Define, promote, and embed ’s core values and culture across all state operations to ensure a cohesive and high‑performing workplace, focused on fostering growth.
• Employee
  
  Experience:
  
  Enhance job satisfaction by planning, leading, developing, and coordinating processes and surveys to monitor and improve the employee experience, to reduce low turnover rates.
• Dispute Resolution:
  Administer and strategically manage disciplinary matters, disputes and investigations, ensuring fair, consistent, and legally compliant resolution of employee grievances.

• Compensation Strategy:
  Manage comprehensive compensation strategies, including salary benchmarking, incentive programs, and benefit administration.
• Executive Compensation & Company Equity:
  Oversee and administer executive compensation, including future equity in the company, ensuring alignment with performance and retention goals.
• Benefits & Administration:
  Administer HR programs, including health benefits and employee leave policies, and working with Professional Employer Organizations (PEO’s).
• Budgeting & KPI:
  Develop and implement the departmental budget and manage budgets, connecting talent investments directly to ROI and business outcomes.

• Recruitment Strategy:
  Oversee the…