Job Opportunities API

Big Viking Games is looking for a Senior HR & Operations Leader to help build the operational infrastructure that allows the company to scale effectively. Reporting directly to the COO, this role sits at the intersection of People, Operations, Systems, and Business Execution. This is not a traditional HR role. We are looking for an operator first and an HR professional second. You will work closely with leadership to identify operational friction, improve visibility, implement scalable processes, coach managers, and strengthen organizational accountability. You'll be expected to move comfortably between people challenges, operational systems, workflow design, reporting, and process improvement. The ideal candidate thinks like a business operator, understands how organizations scale, and enjoys bringing structure to environments that are still evolving. Requirements Big Viking Games is looking for a Senior HR & Operations Leader to build the operational infrastructure that allows the company to scale effectively.   This role sits at the intersection of People, Operations, Systems, and Business Execution, spanning every department, not just HR.   This is not a traditional HR role. We are looking for an operator first and an HR professional second. You will work closely with leadership to identify operational friction across the entire business, improve visibility, implement scalable processes, coach managers, and strengthen organizational accountability. You'll move comfortably between people challenges, operational systems, workflow design, reporting, change management, and process improvement — in any department that needs it. The ideal candidate thinks like a business operator, understands how organizations scale, has built things from scratch in environments where structure didn't yet exist, and brings a bias toward action over analysis paralysis.   What You'll Own Organizational & Cross-Functional Operations -       Partner directly with the COO to improve organizational effectiveness and operational execution across the business -       Drive operational improvements across departments including but not limited to Player Support, Revenue Operations, Community, Production, and Finance — not limited to People functions -       Identify operational bottlenecks, inefficiencies, and communication gaps across teams, then design and implement practical solutions -       Build scalable systems, processes, SOPs, and operating rhythms that improve accountability, visibility, and cross-functional coordination -       Improve organizational reporting and operational metrics to support decision-making at every level -       Help leadership teams move from reactive execution to proactive planning Leadership Effectiveness & Accountability -       Coach managers and leaders on performance management, communication, accountability, and team effectiveness -       Support leadership in navigating difficult people situations, organizational challenges, and change initiatives -       Build frameworks that help managers operate consistently and effectively across the organization -       Improve organizational clarity around roles, responsibilities, ownership, and decision-making People Operations & HR Infrastructure -       Build foundational People infrastructure — performance management frameworks, organizational design, employee handbooks, and recruiting processes — much of which needs to be created or significantly rebuilt -       Oversee employee lifecycle processes including onboarding, offboarding, r