Industry jobs (Grenada)

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1) Labour market picture

Grenada's gaming sector is represented by small hotel rooms and entertainment venues in tourist clusters. Therefore, employment here is divided into:

Direct (casino/hall headquarters, front office, equipment technical support).
Indirect (F&B, transport, events, cleaning, security, merch, local suppliers).
Potential digital (iGaming support, risk analytics, marketing if the country develops an online framework and a B2B cluster).

2) Key roles (offline)

Front office and hall

Dealer/croupier (blackjack, roulette): game management, bet control, service.

Pit Boss/supervisor: table change management, dispute resolution, reporting.

Cashier/Cage: cash transactions, verification, comp cards.

Host/game assistant: working with guests, computers, VIP support.

Security Officer: Perimeter/campus control, incident procedures.

Technical unit

Slot Technician/EGM Engineer: installation/diagnostics of machines, firmware, peripherals.

IT Support: network, POS, accounting systems, video surveillance.

AV specialist: sound/light, screens, show content.

Commerce and Back Office

Marketing/CRM: promotions, tournaments, newsletters, hotel partnerships.

Event manager: bingo evenings, mini-tournaments, corporate events (MICE).

Analyst/cash accounting: reports on GGR, computers, shifts.

HR & training: selection, onboarding, schedules, attestation.

Compliance/AML officer: KYC/AML procedures, Responsible Gaming (RG), incidents.

Facility/Operations: procurement, supplier contracts, shift planning.

3) Job Profiles: Requirements and Shift

Role	Skills/Requirements	Plot
Dealer/Croupier	On-the-fly math, service, etiquette, English; experience is welcome	Shifts 6-8 h, evening/night, weekend rotation
Pit Boss	Dealer/supervisor experience, leadership, conflict management, reporting	Evening/night, peaks - weekend/holidays
Cashier	Accuracy, anti-fraud, knowledge of CUS/chargebacks, working with the cashier	Shifts, final count after closing
Slot Technician	Electronics/IT base, reading manuals, work safety	Daytime + on-call by evening
Marketer/CRM	e-mail/SMS, SMM, campaign analytics, co-branding with hotels	Weekdays + evenings on event days
Compliance/AML	KYC/AML policies, SAR/STR reports, RG procedures	Flexible; communication with front shifts
Security	Procedures, video surveillance, de-escalation of conflicts	Shifts 24/7, peak evenings

4) Career tracks and growth

Game Room: Dealer → Senior Dealer → Pit Boss → Shift Manager → Operations Manager.

Technical: Slot Technician → Senior Technician → Engineer/Team Lead → Technical Manager.

Commerce: Marketing Assistant → CRM Specialist → Marketing Manager → Head of Marketing.

Compliance: Assistant → AML/Compliance Officer → Compliance Manager → Risk Director.

Guest Service: Host → VIP Host → Loyalty Manager → Customer Experience Director.

💡 Transitions between tracks are possible (e.g. hall to marketing/compliance) after training.

5) Skills: what is valued "here and now"

Service and languages: English required; plus to hire - second language (Spanish/French).

Numerical literacy: counting chips/bets, reading reports.

Manufacturability: confident user of PC, POS, CRM, EGM interfaces.

Compliance and RG: understanding KYC/AML, age control, responsible play.

Soft skills: communication, stress resistance, teamwork, tact.

Security: incident procedures, "red flags" fraud.

6) Training and certification

On-the-job trainings: shifts with mentor for dealers/cashiers/technicians.

Micro courses: basic blackjack strategy for dealers, RG modules, etiquette.

Technical training: courses on specific EGM lines (Aristocrat/IGT/L & W), electrical safety.

Compliance: annual refresh tests for KYC/AML, RG, incident reporting.

Partnerships: programs with hotel schools/colleges for internships.

7) Responsible play and occupational safety

RG procedures are built into personnel KPIs (ability to correctly propose timeout/limit).

Ergonomics of shifts: alternating tasks at dealers, breaks every 60-90 minutes.

Night-safety: illuminated routes, security escort, taxi vouchers for late shifts.

8) Equal opportunities and local employment

Gender equality: transparent grads and stakes, anti-harassment policies.

Local cadres first: training island residents for starting roles with clear growth tracks.

Inclusion: Back-office/analytics/marketing roles are available to HIA applicants in an adapted workplace.

9) Indirect jobs (related industries)

F&B and banqueting (lounge bars, late dinners).

Events, music, cultural programs (Caribbean theme).

Transportation/excursions (game + gastronomy/diving packages).

Cleaning and security, merchandise/souvenirs, printing/printing, advertising.

10) The potential of iGaming employment (with the development of online)

Even without large data centers, the island can create digital jobs:

Customer Support/Live Chat (multilingual, interchangeable).
Risk & Fraud analytics (checking transactions, risk patterns).
Payments/KYC-operator (verification, PPE/sank checks).
CRM/Loyalty (segmentation, campaigns, A/B tests).
Content activities (game catalogs, provider activations).
DevOps/QA at B2B providers (if resident).

💡 These roles often allow for a partially remote format, which expands hiring and reduces seasonality.

11) Schedules and staff retention

Shift: peak windows 20: 00-01: 00, strengthening on weekends/holidays.

Rotations: A mix of front and back challenges to reduce burnout.

Retention: payroll programs for staff (F&B discounts/sports), bonuses for service KPIs, training at the expense of the employer, clear career cards.

12) KPIs for employers and the state

Filling vacancies and time-to-hire.

Fluidity by role and seniority.

Share of internal mobility.

Training success (certification, compliance tests).

RG metrics (correct interventions, 100% training coverage).

Localization of employment (the share of island residents in starting positions).

13) Employment Development Roadmap (12-24 months)

1. Personnel audit: map of roles by objects, seasonal failures, rotation plan.

2. Dealer/Cashier Academy: 6-8 weeks, semi-annual graduation; basic RG/AML/anti-fraud modules.

3. Tech track: EGM brand certifications, electric security base, mentors.

4. Compliance Center: uniform policies, annual tests; a dual language SOP library.

5. iGaming pilot (with an online frame): support class/CRM for 20-30 seats, partnership with providers.

6. Retention programs: skill matrix bonus, through career cards for front/technique/compliance.

14) FAQ (short)

Do I need experience to become a dealer?

No, more important is learning and service. Most facilities give training.

Is it possible to grow into management from the audience?

Yes I did. Typical path: dealer → senior Pit Boss → → shift manager.

What are the most "technological" roles?

Slot technicians, IT/AV, analytics, CRM, compliance with KYC/AML software.

And if I don't want night shifts?

Consider back office (marketing, reporting, purchasing) or daily technical training.

Grenada's gaming industry provides a wide range of jobs - from guest service and technology to marketing and compliance, with clear starting entrances and real career ladders. With the phased development of regulation and online, the island can additionally create digital iGaming vacancies, reduce the seasonality of employment and strengthen the competencies of young people in service, technology and responsibility.