HR Risk & Compliance Manager



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HR Risk & Compliance Manager
HR Operations- Risk & Compliance Manager
This role is open in multiple locations and benefits vary based on the location of hire.
ABOUT FLUTTER ENTERTAINMENT
Flutter Entertainment is the world’s largest sports betting and iGaming operator with 15.9 million Average Monthly Players worldwide and an annual revenue of $16.4 billion in 2025. We have a portfolio of iconic brands, including FanDuel, Paddy Power, Betfair, PokerStars, Sisal, and Sportsbet.​
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Flutter Entertainment is listed on the New York Stock Exchange (NYSE). We’re proud to be recognized by TIME as one of the World’s Best Companies 2025 — a reflection of the passion and commitment of our colleagues across the globe.​
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Working at Flutter is a chance to work with a growing portfolio of brands across a range of opportunities. We will support you every step of the way to help you grow. Just like our brands, we ensure our people have everything they need to succeed.​
OVERVIEW OF THE ROLE
The HR Risk & Compliance Manager is a pivotal mid-level leadership role within Flutter's Group HR Operations & Transformation department, serving as a trusted strategic partner to HR leadership and the broader executive team.
As Flutter continues to scale its global footprint, this role provides the essential oversight and subject matter expertise required to navigate an increasingly complex and evolving regulatory landscape — translating legal and compliance obligations into practical, operationally sound HR practices that protect both the organization and its employees.
At its core, the HR Risk & Compliance Manager is responsible for ongoing, recording and managing risk registers, Controls, Issues, actions on Flutter Governance, Risk, and Compliance (GRC) tool for Group HR Operations & Transformation.
This encompasses the full lifecycle of compliance activity — from horizon-scanning for emerging regulatory changes and conduct structured risk assessments, through to designing and embedding policies, procedures, and controls that align with global employment law standards, data protection obligations, and Flutter's defined organizational risk appetite.
The role requires a practitioner who can operate with equal confidence at a strategic level — advising senior stakeholders on risk exposure and compliance posture — and at a detailed operational level, ensuring that day-to-day HR processes consistently meet their regulatory and ethical obligations.
A central pillar of this role is deep subject matter expertise across multi-jurisdictional employment law and data privacy regulation.
Accountabilities & Responsibilities
Employment Law Compliance
· Monitor and ensure ongoing adherence to employment legislation across all jurisdictions in which the organization operates.
· Proactively assess regulatory changes — including amendments to wage and hour laws, termination requirements, leave entitlements, and worker classification rules — and translate these into actionable policy updates and operational guidance within required implementation timelines.
· Provide authoritative, risk-informed guidance to HR Business Partners, People Leaders, and senior management on complex employment matters
· Serve as the primary internal subject matter expert on employment standards, maintaining a current and comprehensive register of statutory obligations across all active jurisdictions and flagging emerging regulatory risks to senior management.
GRC Record Maintenance
· Design, implement, and continuously maintain a comprehensive HR Governance, Risk, and Compliance framework that aligns with recognised standards
· Establish, document, and record internal controls including sox controls covering the full employee lifecycle — from recruitment and onboarding through to performance management, data handling, and offboarding — ensuring each control is mapped to its underlying regulatory obligation.
· Maintain a live GRC register that captures all applicable regulatory requirements, assigned control owners, control testing schedules, and remediation actions, providing leadership with a transparent and auditable view of the organisation's HR compliance status at any given time.
· Ensure that compliance requirements are clearly communicated across the organisation and that accountabilities for policy adherence are embedded within role descriptions, manager onboarding materials, and departmental operating procedures.
Risk Assessment & Mitigation
· Conduct structured, periodic HR process risk assessments across all HR operations & Transformation processes and geographies, utilising both qualitative and quantitative methodologies to identify compliance gaps, operational vulnerabilities, and areas of elevated legal exposure.
· Develop and execute targeted risk mitigation strategies for identified findings, assigning clear ownership, remediation timelines, and success metrics; monitor progress against agreed action plans and escalate unresolved or high-severity risks through appropriate governance channels.
· Prepare clear, concise risk reports and compliance dashboards for presentation to senior leadership, the HR Director, and board-level oversight committees, translating technical compliance findings into business-relevant risk language that supports informed decision-making.
· Maintain a dynamic HR risk register that is reviewed and updated on a defined cadence (at minimum quarterly), incorporating changes in the regulatory environment, organisational structure, workforce composition, and operational footprint.
· Conduct Risk & Control self-assessment (RCSA) for all Group HR operation & Transformation processes
Compliance Auditing & Monitoring
· Plan and execute a structured programme of internal HR compliance reviews covering key risk areas including right-to-work verification, payroll compliance etc.
· Develop audit methodologies, sampling frameworks, and test scripts appropriate to each audit area; document findings in formal audit reports that clearly articulate the nature of any non-compliance, the associated risk level, and recommended corrective actions with defined remediation timelines.
· Implement a continuous compliance monitoring programme — distinct from periodic auditing — that provides real-time or near-real-time visibility into key compliance indicators, such as training completion rates, policy acknowledgement status, and the timeliness of disciplinary process documentation.
· Track and report on the status of all corrective actions arising from internal audits, external regulatory reviews, and self-identified compliance gaps, ensuring that remediation is completed within agreed timeframes and that repeat findings are escalated appropriately.
Regulatory Reporting & Documentation
· Maintain a comprehensive and well-organised compliance documentation repository, ensuring that all policies, audit records, risk assessments, training logs, regulatory correspondence, and incident reports are retained in accordance with applicable data retention requirements and are readily accessible for regulatory inspection or internal review.
· Develop and maintain a regulatory reporting calendar that captures all recurring submission deadlines across jurisdictions, with sufficient lead time built in for data collection, validation, and sign-off by relevant stakeholders.
Training & Awareness Programs
· Design and deliver a comprehensive HR compliance training curriculum for three distinct audiences: HR professionals requiring in-depth knowledge of compliance obligations and processes; people managers requiring practical guidance on legally compliant decision-making; and all employees requiring foundational awareness of key compliance topics.
· Develop engaging, jurisdiction-appropriate training content covering priority compliance areas including GDPR and data protection obligations, anti-discrimination and equal opportunity requirements, anti-harassment and respectful workplace standards, whistleblowing procedures, and applicable health and safety responsibilities — leveraging a blend of e-learning modules, live workshops, and written guidance materials.
· Establish a training tracking and reporting mechanism that monitors completion rates by business unit, role level, and geography; identify and follow up on gaps in completion; and produce regular training compliance reports for HR leadership that demonstrate the organisation's investment in a culture of compliance.
· Evaluate training effectiveness through post-training assessments, employee surveys, and trend analysis of compliance incidents and policy breaches, using insights to continuously improve content, delivery methods, and targeting of awareness campaigns.
Cross-Functional Collaboration
· Act as the HR function's primary compliance liaison to Legal, Finance, IT, Data Privacy, Internal Audit, and operational business units, ensuring that HR compliance considerations are embedded into organisational processes, system implementations, and strategic initi