Mr Who?

MrQ - we're an awesome, award winning online casino launched in 2018. We're big on tech, big on performance and most of all - big on fun. Over the years, we have experienced explosive growth - which means we need more rock stars to join our quest for total world domination.

MrQ is a tech company. We build our own product, we ship fast, and we automate what doesn't need a human. People Ops is the next function to get that treatment.

The foundations are in place - payroll runs across three entities, the HRIS is live, the lifecycle works. What we haven't built yet is the connective tissue: the workflows, integrations and AI that let all of it run without a person in the middle of every step. That's not a mess to tidy up. It's a proper build, and nobody's done it here yet.

So we're putting the whole thing under one owner. Payroll, the systems, the data and the processes that tie them together - one person accountable for all of it, and for making it sharper every month.

The obvious way to scale is more hands. We're not doing that. We'd rather have someone who looks at a repetitive process and asks why a human is doing it at all - then builds the workflow, the integration or the AI agent that does it instead.

This role exists to make People Ops as well engineered as the rest of MrQ.

Who you are

You're the one who can't leave a manual process alone. You've lived inside an HRIS, you've run payroll, and you know exactly which parts of the job are genuinely judgement and which parts are just typing. You reach for automation and AI the way other people reach for a spreadsheet — not as a project, as how you work. You're hands-on: you run the operation and you build the thing that runs the operation, and you're not precious about which of those you're doing on a given day. Accuracy still matters more than cleverness to you, because payroll landing wrong is the one thing automation can't apologise for.

What You Will Do

• You own the HRIS. Configuration, data integrity, workflow design, integrations with payroll, benefits and finance. You're the internal expert, the person everyone asks, and the person who decides how it's set up.

• You automate the manual out. You hunt down repetitive, error-prone and low-value steps and kill them with workflows, integrations and AI. You build AI into how HR Ops runs day to day rather than bolting a tool on at the end, and you're honest about which automations actually pay back and which are just fun to build.

• You own the employee lifecycle. Joiners, movers, leavers, contracts, changes. Every one of them flows cleanly into payroll and the HRIS without anyone rekeying it. Employee data stays clean, accurate and audit-ready across every system, because you designed it that way.

• You own payroll, end to end. Prepare, validate and submit monthly payroll inputs across the UK, Malta and Gibraltar, with Finance and our external providers. On time, accurate, fully auditable. You're the first stop for payroll queries and discrepancies, you only pass on what genuinely needs a People Partner or Finance.

• You make reporting self-serve. Headcount, attrition, payroll cost, automated and available without anyone raising a request. You use what the data and systems tell you to spot processes breaking before someone reports it.

• You own the compliance workflow, not the compliance content. Contracts, policies and handbooks live where they should, in the right version, with a clean trail. Right to work, data protection and records retention are tracked by systems, not by chasing. You're not the subject matter expert on the rules, your People Partners are. You're the one who makes sure the process behind them actually runs, and that audits and due diligence get clean, exportable answers instead of a scramble.

What Makes this Different

• You build, you don't administrate. This isn't an HR admin role with a systems bolt-on. Half the job is keeping the operation faultless; the other half is making the operation need you less.

• AI-native is the starting point, not the stretch goal. We're not looking for someone who'll "explore AI" once the day job is under control. We want someone who already works this way and will show us things we hadn't thought of.

• You own the workflow, not the policy. You're not writing the policy or ruling on the edge case — that's the People Partners. You own where it lives, what version it is, whether the process behind it runs, and whether any of it still needs a human.

• The basics are non-negotiable. Automation earns its place on top of a payroll that lands right every month. If the foundations wobble, nothing clever sits on them.

• Small team, real ownership. No layers, no committee. You'll design how this works and then go and do it.

What We're Looking For

• You know HRIS platforms from the inside. Configuring, integrating and fixing them — not just using them.

• You're genuinely fluent with AI. You use it daily, you know where it's brilliant and where it quietly makes things up, and you can point at work you've automated that's still running.

• You've run payroll properly. Multi-entity, multi-jurisdiction ideally, with the scars to prove it. UK, Malta or Gibraltar experience is a real advantage.

• You're accurate by instinct. You check the thing that looks fine. You spot the number that's wrong before anyone else does.

• You take ownership without being handed a process. You'd rather figure it out and ship it than wait for a brief.

• You give and take feedback straight. Low ego, strong opinions, no defensiveness.

• Put simply: you make things run, then make them run without you.

What we're not looking for

• People Ops generalists who want to move into Business Partnering. This is the systems and operations job, and it's the whole job.

• Anyone whose answer to more volume is more headcount or a bigger spreadsheet.

• "That's how the system does it" people. If the system does it badly, you change the system.

• Process-first operators who add steps. We want the person who removes them.

• Anyone who finds payroll deadlines negotiable. Automation is the fun part; accuracy is the deal.

What We Offer

At MrQ, we take pride in providing an array of fantastic benefits to our valued team members. Enjoy a competitive salary package that recognizes your hard work and dedication. Need some extra time off? We've got you covered with additional leave days, and we believe in celebrating life's special moments, including your birthday, with dedicated birthday leave. Family matters to us, too, which is why we offer a generous four-week parental leave. Your well-being is our priority, supported by international health and life insurance. Stay motivated with wellness incentives and seize opportunities for personal and professional growth with our growth allowance. Embrace a flexible working environment that caters to your needs, and join our friendly and multinational team, where collaboration and camaraderie flourish. At MrQ, we're committed to ensuring that your experience with us goes beyond just a job – it's a fulfilling journey with a supportive community.

We are committed to fostering a workplace that values and celebrates diversity. We welcome individuals of all backgrounds and experiences, and we believe that a diverse and inclusive environment leads to innovation and success. We actively promote equal opportunities for all employees and strive to create a space where everyone's voices are heard and respected. Join us in our journey to build a truly inclusive workplace where every person can thrive and contribute to our collective success.

To help our recruitment team work efficiently, please apply to the role that best matches your skills and experience. Our team will consider you for other similar roles as well!