Global Director of People Operations

Walker Digital Table Systems L•Las Vegas, NV

4d•$150,000 - $170,000

About The Position

Walker Digital Table Systems (WDTS) is a global gaming technology company scaling from 250 to 600 employees across six countries (US, India, Macau, Australia, Israel, and the Philippines). We don’t just make products for the gaming industry—we’re redefining what’s possible at the table. As our Global Director of People Operations, you’ll be the person who builds the operational backbone of the People function. Today, our people infrastructure is fragmented—disparate systems, inconsistent processes, and manual workflows that can’t keep pace with our growth. You’ll change that. This role is about creating the scalable, reliable foundation that enables everything else: a culture where employees feel empowered, supported, and valued; a People function that can execute with confidence; and an employee experience that’s consistent regardless of where someone sits in the world. This role will report to the SVP, Finance & Operations and will have access to third party advisors as needed. This role requires a high degree of autonomy and ownership. This is a partnership built on trust, clear communication, and a shared belief that the basics done brilliantly are what separates great companies from good ones. If you’re energized by building from the ground up, can operate independently while staying tightly aligned with leadership, and thrive in environments where the work you do today defines how the company operates tomorrow—this is your role

Requirements

People Technology & Data
Global HR Operations & Compliance
Employee Lifecycle & Process Design
Internal Communications & Employee Engagement
Operational Scalability & Team Building

Responsibilities

Assume ownership of Deel (WDTS’ HRIS) as the primary internal liaison post-implementation—managing the ongoing platform relationship, optimizing configuration, driving adoption, and ensuring the system evolves with the business as we scale.
Own the broader People technology ecosystem—identifying gaps, evaluating complementary tools, and ensuring integrations across payroll, benefits, and workforce management are clean and reliable.
Build the people analytics and reporting infrastructure that gives leadership real-time visibility into workforce trends, headcount, attrition, and organizational health.
Establish data governance standards, ensuring accuracy, security, and compliance across every system that touches employee information.
Design and operationalize scalable HR policies and processes that work globally while respecting local employment law, cultural norms, and regulatory requirements across all six countries.
Serve as the operational point of accountability for multi-country compliance—partnering with legal counsel and local advisors to stay ahead of evolving requirements in each jurisdiction.
Manage employee relations matters with discretion and consistency—conducting investigations, advising managers, and ensuring fair, compliant resolution of workplace issues.
Oversee immigration and visa support processes for international employees, coordinating with legal counsel and immigration partners to ensure timely and compliant filings.
Build and maintain centralized operational playbooks and documentation (SOPs, policies, workflows) so that processes are consistent, transparent, and accessible across every market.
Manage relationships with external HR vendors, Employers of Record, and in-country employment partners.
Provide support and direction to in-country HR employees—including our India-based HR team—ensuring local HR staff are aligned with global people priorities, properly supported, and held to consistent performance standards.
Redesign the end-to-end employee lifecycle—from pre-boarding through onboarding, internal mobility, and offboarding—creating consistent, high-quality experiences regardless of location.
Own the operational infrastructure behind key employee moments: new hire setup, equipment provisioning, system access, benefits enrollment, transfers, leaves of absence, and exits.
Build scalable, repeatable processes and reduce reliance on institutional knowledge by documenting every critical people workflow.
Partner with IT, Finance, and business leaders to eliminate friction in cross-functional processes that impact employee experience.
Own the operational rhythm of internal people communications—coordinating global and regional townhalls, newsletters, and company-wide updates that keep a distributed workforce informed and connected.
Build and manage feedback channels—including engagement surveys, pulse checks, and forums—that surface real insight from employees and create accountability for follow-through.
Partner with leadership to ensure transparent, consistent communication during periods of organizational change, growth, and transition.
Create the operational infrastructure that supports culture and engagement initiatives across the People function—calendars, platforms, recognition logistics, and event coordination.
Build the People Operations team—defining the structure, roles, and capabilities needed to support a company growing from 250 to 600 employees across six countries.
Develop service delivery models that balance global consistency with local flexibility, ensuring employees in every market receive responsive, high-quality HR support.
Identify and implement process automation and self-service solutions that improve the employee experience while freeing the People team to focus on higher-value work.
Own the People Operations budget—managing vendor spend, technology costs, and team resources with discipline and transparency.
Serve as a change management partner during organizational scaling—helping leaders and employees navigate new structures, processes, and ways of working as the company grows.
Take on ad hoc and temporary responsibilities as business needs evolve—this is a high-growth environment where priorities shift, and leaders are expected to step up when and where the company needs them most.