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 initiatives from the outset rather than as an afterthought.

·         Support merger, acquisition, and corporate restructuring activities by leading HR compliance due diligence workstreams — assessing the target organisation's employment law compliance status, workforce liabilities, policy frameworks, and data protection practices — and providing structured findings and risk assessments to the deal team and senior leadership.

·         Coordinate with external legal advisors, specialist employment counsel, data protection consultants, and HR compliance specialists as required, managing these relationships effectively to ensure timely, cost-efficient, and high-quality advice that is appropriately integrated into internal compliance processes.

·         Champion a cross-functional approach to compliance culture, proactively identifying opportunities to align HR compliance initiatives with broader organisational governance programmes and contributing to enterprise-wide risk and compliance forums, committees, and reporting processes.

Skills & Capabilities
Success in this role requires a well-rounded combination of technical expertise, analytical capability, and interpersonal effectiveness. The ideal candidate will bring both the specialist knowledge to navigate complex regulatory environments and the professional maturity to influence organizational behavior at all levels.

Technical Expertise

• The role requires a deep and current understanding of employment law and HR regulations across multiple jurisdictions, including familiarity with region-specific frameworks such as the EU's Working Time Directive, the UK Employment Rights Act, the US Fair Labor Standards Act (FLSA), and equivalent standards in other applicable geographies.
• A strong command of data protection legislation is essential, particularly the General Data Protection Regulation (GDPR) and its national implementations, as well as comparable privacy frameworks such as the California Consumer Privacy Act (CCPA) and other local privacy laws that intersect with HR data processing activities.
• The role further demands hands-on familiarity with GRC methodologies — including risk registers, control frameworks, and compliance lifecycle management — alongside practical experience operating HR information systems (HRIS) and dedicated compliance management platforms such as Workday.

Risk Management & Analytical Thinking

• The successful candidate will demonstrate a proven capability to identify, assess, and prioritize compliance risks across the full spectrum of HR operations — from recruitment and onboarding through to termination and post-employment obligations
• The Candidate should have the ability to conduct structured risk assessments, develop evidence-based mitigation strategies, and monitor the effectiveness of controls over time.
• The Candidate should have the ability to translate dense and often ambiguous regulatory requirements into clear, practical, and operationally viable solutions — bridging the gap between legal obligation and day-to-day HR practice without creating unnecessary organizational friction.
• Handle SOX & Audit sessions as a bridge between HR operations & Audit teams.

Communication & Stakeholder Management

• Exceptional written and verbal communication skills are a non-negotiable requirement.
• The HR Risk & Compliance Manager will regularly engage with a diverse range of audiences — from senior executives and legal counsel to frontline managers and individual employees — and must be able to calibrate the complexity and tone of compliance guidance accordingly.
• This includes the ability to produce clear policy documents, concise audit reports, and compelling training materials, as well as the confidence to present risk findings and recommendations to leadership.
• Strong relationship-building capabilities will be essential in fostering a culture of compliance across geographically dispersed teams.

Project Management & Organizational Effectiveness

• The breadth of this role demands exceptional organizational discipline and the ability to manage multiple concurrent compliance workstreams without compromising quality or accuracy.
• The successful candidate will be comfortable owning initiatives from scoping through to completion, setting clear milestones, managing dependencies, and proactively escalating blockers when necessary.
• A high degree of attention to detail is critical — particularly when exploring policy documentation, interpreting regulatory guidance, or preparing materials for external regulatory bodies.
• The ability to work with a significant degree of autonomy, demonstrating self-direction and initiative while maintaining appropriate visibility with senior stakeholders and cross-functional partners throughout each project lifecycle.

TO EXCEL IN THIS ROLE, YOU WILL NEED TO HAVE

Required Experience

Candidates must bring a minimum of 7–8 years of progressive experience in HR compliance, employment law, governance, or a closely related risk management function.

This experience should demonstrate a consistent track record of managing compliance obligations across multiple jurisdictions simultaneously — not merely exposure to a single domestic market.

Applicants should be able to evidence hands-on involvement in developing and implementing compliance frameworks from the ground up or substantially overhaul existing structures to meet evolving regulatory demands.

Required Qualifications

A bachelor’s degree in human resources, Law, Business Administration, or a closely related discipline is required as a foundational academic qualification.

In addition, candidates must hold either a recognised professional HR qualification — such as CIPD, SHRM CP/SHRM-SCP, or a nationally recognised equivalent — or a legal qualification,

Preferred Experience

Prior experience within multinational or global organisations — particularly those navigating complex, multi-layered regulatory environments — is highly desirable, as is a professional background in regulated industries such as financial services, gaming, fintech, or healthcare, where compliance culture is embedded and rigorously enforced.

Candidates with meaningful exposure to data protection and privacy compliance, including practical application of the General Data Protection Regulation (GDPR) or equivalent frameworks such as the CCPA, will hold a distinct advantage given the intersection of HR data handling and privacy obligations in this role.

Experience conducting or supporting compliance audits, internal controls reviews, or regulatory inspections is also preferred, as is familiarity with compliance management software platforms such as Archer, Audit board technology solutions that streamline monitoring and reporting workflows.

 

Measure of Success

• Establishing of the GRC hierarchy, Risk management framework implementation across HR operations & transformation
• Number of process deep dive completion , Self-Identified issues & Control Monitoring

BENEFITS WE OFFER

• Access to Learnerbly, Udemy, and a Self-Development Fund for upskilling.
• Career growth through Internal Mobility Programs.
• Comprehensive Health Insurance for you and dependents.
• Coverage of OPD Consultations and Full Body health checkup every year.
• Well-Being Fund and 24/7 Assistance Program for holistic wellness.
• Hybrid Model: 2 office days/week with flexible leave policies, including maternity, paternity, and sabbaticals.
• Free Meals, Cab Allowance, and a Home Office Setup Allowance.
• Employer PF Contribution, gratuity, Personal Accident & Life Insurance.
• Sharesave Plan to purchase discounted company shares.
• Volunteering Leave and Team Events to build connections.
• Recognition through the Kudos Platform and Referral Rewards.

 

WHY CHOOSE US

Flutter is an Equal Opportunity Employer and values the unique perspectives and experiences that everyone brings. We are committed to a fair and inclusive recruitment process where every candidate has an equal opportunity to succeed, with hiring decisions based on skills, experience and potential.​

 

We have ambitious growth plans and goals for the future. Here's an opportunity for you to play a pivotal role in shaping the future of Flutter Entertainment India.​

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If you're passionate about this opportunity but don't meet every requirement, we still encourage you to apply. Your skills, experiences and perspective could make you a great fit for our team.