HR Business Partner

About Us

Metropolitan Gaming is about more than the games or the buzz of the venue.

It’s about energy. Atmosphere. Service that’ssharp andin syncwith the moment.

Driven by people,we’rea diverse, close-knit team who back each other, celebratewinsand create great experiences together.

Ifyou’reupbeat,curious and ready to get involved,you’llfeel at home here. Personality matters. Every shift is a chance to make your mark.

A place to grow, not just a job.

You’ll be recognised for great work and given opportunities to build your skills and grow your career

• Discounts and perks across travel, retail, hospitality and wellbeing
• Company pension scheme and life insurance cover
• Discount on Food and non-alcoholic beverages across all venues
• Season ticket loan and cycle to work scheme
• Refer a friend bonus reward

Reporting to the Senior HR Business Partner, you will partner with Alea Nottingham, Manchester 235 and Alea Glasgow venues and key stakeholders to support the delivery of operational and administration people initiatives, providing HR Business Partner support across the full employee lifecycle.

• Build and maintain strong, credible relationships with senior leaders, influencing business decisions through a people-focused lens and partnering on operational and administration activities.
• Delivery of the company people agenda.
• Own all aspects of the employee lifecycle, including absence management, learning and development, and employee relations.
• Act as a trusted advisor and coach on employee relations matters escalating to the Senior HR Business Partner, guiding managers and employees through conflict resolution, performance management, and compliance with employment law and company policies.
• Manage the end-to-end onboarding experience, ensuring new starters are fully integrated through structured company and local induction to maximize engagement and retention.
• Partner with Centres of Excellence to implement local HR initiatives, translating organisational strategy into actionable, people-focused solutions.
• Ensure robust compliance with HR policies, employment law, and regulatory requirements, promoting best-practice people management, wellbeing initiatives, and performance management standards.
• Drive a data-led approach by leveraging HR metrics and analytics to generate actionable insights, measure people performance, and inform strategic decision-making, enabling leaders to improve outcomes and drive business results.
• Responsibility for delivery and embedment of local HR projects and initiatives
• Support the execution of the annual engagement strategy, ensuring high visibility, robust stakeholder engagement, and measurable impact through Employee Opinion Surveys, Pulse Surveys, Exit Surveys, and the implementation of resulting action plans.

• Serve as a trusted advisor to key stakeholders, delivering a solutions-focused approach to employee relations matters, including disciplinary actions (up to and including dismissal), while proactively identifying trends and opportunities to prevent recurring issues.
• Lead and conduct comprehensive, impartial, and high-quality investigations, ensuring compliance with legal and regulatory requirements, as well as organisational policies.
• Escalate guidance and support to the Senior HR Business Partner in managing high-stakes disciplinary cases beyond Final Written Warning and complex grievance matters, ensuring consistent application of policy and risk mitigation.
• Maintain accurate and confidential ER records, tracking ER case progress and ensuring compliance with company policy and procedure

• Manage the group HR mailbox, including responding to queries, categorisation of emails and escalation where necessary
• Support recruitment and onboarding activities in partnership with Talent Acquisition, including background checks, inductions, and system workflow management across ATS and HRIS
• Manage end-to-end HR administration for onboarding and offboarding, including contracts, documentation, references, personnel files and exit processes
• Act as HR systems…