Director, Human Resources

About Us

Accel Entertainment, Inc. (NYSE: ACEL) is a growing provider of locals-focused gaming and one of the largest terminal operators in the United States, supporting more than 29,000 electronic gaming terminals in nearly 4,700 third-party local and regional establishments and 20 self-operated gaming locations across ten states. Through exclusive long-term contracts, Accel serves licensed non-casino locations including bars, restaurants, convenience stores, truck stops, gaming cafes, and fraternal and veteran establishments.

Accel provides its local partners with a turnkey, full-service, capital-efficient gaming solution that encompasses manufacturing, content, payments, loyalty, 24/7 customer service, data analysis and reporting, and cash logistics. The Company’s racino, Fairmount Park - Casino & Racing, features live racing, electronic gaming machines, live table games, food and beverage amenities, and pari-mutuel betting.

Job Description :

SUMMARY

The Director, Human Resources, leads and develops the HRBP team and serves as a strategic advisor to senior business leaders. Reporting to the Chief People Officer, this role translates business priorities into people strategies that strengthen organizational effectiveness, leadership capability, talent, performance, engagement, retention, and workforce planning. The Director establishes a consistent, proactive HRBP operating model and partners closely with HR Centers of Excellence, including Talent Acquisition, Total Rewards, and Learning & Development, to deliver integrated people solutions. This leader champions a high-performance culture while ensuring leaders receive practical, data-informed guidance and effective, compliant employee relations support across the organization.

DUTIES AND RESPONSIBILITIES

HRBP Team Leadership

- Lead the HRBP team: Lead, coach, and develop the HR Business Partner team, establishing clear expectations, service standards, priorities, and accountability for business partnership.

- Build HRBP capability: Build HRBP capability to move beyond transactional support toward proactive problem solving, business insight, and strategic partnership.

- Improve HR processes: Drive continuous improvement of HR processes and practices, identifying and sharing best practices across the HRBP team and the broader HR organization.

Strategic Business Partnership

- Translate strategy: Partner with senior leaders to understand business strategies, operating plans, and workforce needs and translate them into actionable people and organizational strategies.

- Advise and coach leaders: Advise and coach managers and supervisors on organizational effectiveness, leadership practices, team dynamics, employee engagement, retention, performance management, and talent decisions.

- Champion culture: Champion a high-performance culture by reinforcing organizational values, modeling expected leadership behaviors, and helping leaders build environments of trust, accountability, and recognition.

- Integrate partners: Partner closely with Talent Acquisition, Total Rewards, HRIS, Talent Development, Payroll, Legal, and other HR functions, as well as non-HR partners such as Finance, IT, and Operations, to deliver integrated solutions to the business.

- Build relationships: Build strong relationships across functions and geographies and ensure HR programs are implemented consistently while allowing appropriate flexibility for local business needs.

Organizational and Talent Planning

- Plan the workforce: Drive workforce planning, organizational design, succession planning, talent reviews, leadership development, and change management for assigned business areas.

- Guide talent cycles: Guide leaders through annual and recurring talent processes, including goal setting, performance reviews, merit planning, talent calibration, succession planning, and development planning.

- Lead change: Support business transformations, acquisitions, integrations, restructurings, and other organizational changes through effective change leadership and communication planning.

- Apply workforce insights: Use workforce data and trends to identify risks and opportunities and recommend actions related to turnover, spans and layers, talent, performance, engagement, and other people metrics.

- Solve root causes: Identify recurring organizational or people issues, determine root causes, and develop scalable solutions rather than relying on one-time interventions.

Employee Relations and Compliance

- Manage employee and labor relations: Lead and guide complex employee and labor relations matters, including investigations, performance issues, corrective action, reorganizations, separations, union avoidance, and union relations, in partnership with Legal and other HR Centers of Expertise as appropriate.

- Ensure consistency: Ensure consistent application of HR policies and practices while balancing business needs, employee experience, compliance, and risk.

- Maintain compliance: Monitor employment law and regulatory requirements in partnership with Legal and HR leadership and help ensure HRBP practices remain compliant.

- All other duties assigned

QUALIFICATIONS

Education

- Bachelor’s degree in Human Resources, Business Administration, or a related field required; advanced degree or HR certification preferred.

Experience

- 10+ years of progressive human resources experience.

- 5+ years HR business partner experience.

- 5+ years of experience leading, coaching, or developing HR professionals; experience supporting senior leaders and multi-site operations strongly preferred.

- Demonstrated experience with organizational design, workforce planning, talent management, performance management, employee relations, change management, and complex business transformations.

- Experience with labor relations, including union relations, and supporting leaders in union environments, strongly preferred.

Skills & Competencies

- Strong business acumen with the ability to connect people’s strategies to operational and financial priorities.

- Executive presence and credibility to influence senior leaders, challenge constructively, and navigate complex or sensitive situations.

- Strong leadership and coaching skills with a track record of building high-performing HR teams and coaching managers and supervisors to strengthen their people leadership.

- Ability to use workforce data and HR metrics to identify trends, diagnose issues, drive decisions, and present clear, compelling insights to leaders.

- Strong project management skills with the ability to lead initiatives from planning through implementation.

- Ability to manage multiple priorities in a fast-paced, evolving, multi-state environment while maintaining confidentiality and navigating ambiguity with confidence.

- Working knowledge of federal and state employment and labor laws, including the National Labor Relations Act (NLRA), and HR best practices.

- Proficiency with Workday or a comparable HRIS preferred, with an interest in leveraging HR technology and AI to improve HR processes and decision-making.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

- Typical office environment.

- Frequent travel required to support business locations and leadership teams.

The above is intended to describe the general content of, and requirements for, the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or physical requirements. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Base Pay Range :

$170,000-190,000/yr

This range represents the low and high end of the anticipated base salary range for this position. The base salary will depend on a number of factors such as: qualifications, experience level, and skillset.

Voluntary full-time employment benefits include medical, dental, and vision; life, AD&D, critical illness, and hospital insurance; short and long-term disability; identity/legal protection; as well as access to FSA and HSA accounts. Full and part-time employees are eligible to contribute to traditional and/or Roth 401(k) plans. Our Employee Assistance Program (EAP) offers counseling for a multitude of topics including (but not limited to) mental health, finances, adult care, disability, and grief.

Accel Entertainment is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.