Senior Talent Manager

Blip is a leading tech company focused on software engineering solutions for sports entertainment.

We operate at scale. As part of Flutter Entertainment, we play an essential role in the Group's goal of becoming the global leader in online sports betting and iGaming, developing innovative products and platforms for over 14 million monthly customers worldwide.

We are serious about Tech. We are problem-solvers with big ambitions, keeping a people-first mindset at the core of our work. We prioritize flexibility as we strive to deliver the best technological products and tackle the greatest industry challenges.

Recognizing that everyone brings their own strengths, backgrounds and new perspectives, we empower you to be yourself. That uniqueness shapes the culture of belonging we are so proud of.

The Role

As a Senior Talent Manager, you will be responsible for leading and evolving Blip’s talent strategy across the employee lifecycle. This role will drive talent management programmes, leadership development, performance management, succession planning and workforce capability building. You will combine strategic thinking with strong execution skills and bring experience partnering with senior leaders to build a high-performing, future-ready organisation.

You will also be responsible for delivering best-in-class programmes and initiatives that enhance Blip’s performance, build capability and support the organisation in meeting the short- and medium-term needs of the business, aligned to Blip’s strategic workforce plan.

As part of the Flutter Entertainment Group, you will be expected to partner and collaborate with other locations, the Group Talent Team and Centres of Excellence (CoE) to provide input and support the design and implementation of the Global Talent Development Strategy and initiatives delivered across Flutter locations.

What You'll be Doing
Talent Management

• Design, implement, and continuously improve talent management frameworks and processes, including identification, development, and succession planning. Support regular talent reviews and high-potential identification programs, and develop strategies to retain and grow Blip’s critical talent.
   

​Learning & Capability Building

• Developing a learning strategy that supports a high-performance culture for a diverse and talented workforce by applying the latest research in learning theories and models, benchmarking best practices, and championing knowledge.

• Identify Blip's capability gaps and create development plans and be-scope strategic programs to mitigate those gaps.

• Create regular and scalable Learning and Developet offer and learning curriculums across all roles, maintaining a skills ideology and supporting programmes design and its creation.

• Create and support reskilling and upskilling initiatives aligned with future workforce needs , specilly around AI capanility as well as other hard and soft skills associaterd with this transformation.

• Design, develop, and curate engaging digital learning content, including e-learning modules, videos, learning pathways, toolkits, and knowledge resources.

• Leverage learning technologies and AI-powered tools to create personalized, scalable, and data-driven learning experiences.

• Measure the effectiveness of digital learning programs through learner analytics, engagement metrics, and business impact assessments.
   

Leadership Development

• Support the creation of leadership development programmes for managers across Blip (including senior managers, heads of, and director-level roles).

• Coach leaders on talent decisions, team effectiveness, and employee growth.

• Ensure our leaders across all levels (e.g. Senior Delivery Managers, Heads of, Directors) are provided with hyper-individualised development options, laser-focused on their needs and interests.

• Support executive development initiatives and leadership assessments across Flutter Group and Flutter Hubs.

• Strategically select and partner with external providers where needed to ensure the delivery of Learning and Development initiatives.
   

Performance Management

• Partner with the Group Talent Team to drive performance management processes and ensure alignment with business objectives, acting as the POC for the location on this topic.

• Partner with leaders and the remaining People team to build a high-performance culture through feedback, coaching, and accountability.

• Analyse performance data and partner with the People Partners team to recommend actions.
   

Talent Assessment & Succession Planning

• Partner with the Group Talent team and the CoE to create talent identification and assessment processes that ensure a strong and diverse talent pipeline.

• Partner with the people partner team to design and facilitate talent review discussions, enabling leaders to identify high-performing and high-potential employees.

• Implement frameworks and tools to assess performance, potential, readiness, and critical capabilities across the workforce.

• Develop and manage high-potential (HiPo) initiatives that accelerate the growth of future employees through targeted development experiences, coaching, mentoring, and stretch assignments.

• Partner with business leaders and People Partners to identify critical roles and build robust succession plans for key positions.

• Establish governance, metrics, and reporting mechanisms to measure the health and effectiveness of talent and succession programmes.
   

Diversity, Equity & Inclusion

• Embed DEI principles into talent processes and leadership programmes.

• Partner with the DEI team to develop inclusive talent practices and diverse leadership pipelines.
   

Cross-Functional Partnership

• Partner closely with People Partners, Comms and EB, Talent Acquisition, People Operations, and Rewards teams to ensure talent strategies align with Blip’s culture and business priorities.

• Collaborate with other talent teams, such as TA, to strengthen talent pipelines, internal mobility, and succession strategies and Early Talent Development initiatives.

• Build strong relationships with stakeholders across the overall Talent Teams and the Flutter CoE to drive the adoption and effectiveness of talent programmes.

• Partner with the Group Talent team to deliver the Global Strategic Talent Programmes and Learning initiatives locally when needed.

Employee Experience & Onboarding

• Lead the design and optimization of onboarding programs to accelerate productivity, engagement, and cultural integration for new hires.

• Develop structured onboarding journeys for different employee populations, including individual contributors, managers, leaders, and critical talent segments.

• Partner with People Partners, Talent Acquisition and People Operations teams to create a seamless employee journey from onboarding to offboarding.

What You'll Bring     

• Degree and preferably a postgraduate qualification in Human Resources, Learning and Development, Organisational Development, Organisational Psychology or related fields.

• Proven success in leading the design and implementation of talent development programmes in an agile, international abd hybrid business environment.

• Experience in matrix organizations with responsibility for designing and delivering a broad range of learning and development interventions, including leadership programmes.

• Experience in designing a vision & strategy, for Talent, Learning.

• Expert knowledge of learning and curriculum design, online, virtual and blended learning methodologies together with organizational development design approaches.

• Coaching and mentoring experience

• Excellent communicator – able to articulate complex messages in a simple way and adapts style to suit the audience.

• Adept at using data & insights – can manipulate data & generate insight and uses this to solve problems and shape strategy; adopts a data-driven approach to hiring.

• Skilled at navigating ambiguity and being able to pivot in the face of an ever-changing environment.

We'd Like You To Master In

• Strategic Leadership & Vision:  Translate business strategy into a forward-looking Talent strategy that aligns with Blip’s overall strategy as well as with Flutter Entertainment Brands, Divisions, and Regions within Blip.

• Leadership & Capability Building:  Lead and develop a high-performing Talent team, fostering a culture of excellence, and create and embed new capabilities within the team when necessary.

• Process Excellence & Transformation:  Demonstrate a commitment to continuous improvement through process optimisation, automation, and AI adoption. Drive operational efficiency while maintaining quality and champion technology-enabled transformation within the Talent function. 

• Data-Driven Decision Maker:  Use data and insights to inform strategy, establishing a robust set of metrics and KPIs to measure the success of that strategy.

• Excellent Communicator:  Be a clear and compelling communicator who influences at all levels. Translate complex ideas into actionable insights, building trust through transparency and authenticity.

• Stakeholder Leadership & Influence:  Build and maintain trusted relationships with key stakeholders across the organisation. Influence leaders and to support and champion Talent initiatives, managing stakeholder concerns effectively while maintaining a collaborative and aligned mindset across our complex organisational structure.

• Navigating Ambiguity:  Ability to thrive in fast-paced and constantly evolving environments, comfortably handling ambiguity and complexity.

This is what you should have. What do we have, you ask? Well...you can check our   amazing perks & benefits   right   here   ! 

So ... are you in? 

Equal opportunities

At Blip, we are committed to creating a diverse and inclusive workplace. We strongly encourage people from all backgrounds,   ways of thinking, and working to apply.

We are committed to including everyone     regardless of their race, disability, age, gender identity, sexual orientation, and religion. 

Everyone brings different perspectives and experiences; you don’t have to meet all the requirements listed to apply for this role.    

If you need any adjustments to apply for the position and to ensure this role aligns with your needs, please send an email to   [email protected]  .

We will only respond to inquiries related to disabilities.