Allwyn Czech Republic appoints Eva Slámová as people and culture chief

Allwyn Czech Republic has appointed Eva Slámová as its new Chief People and Culture Officer, bringing more than 15 years of human resources experience to the company's leadership team. The appointment places a renewed focus on international collaboration, employee development and the use of technology to improve HR processes across the business.

The announcement, published on 19 October 2026, outlines several priorities for Slámová's new role. These include strengthening connections between the Czech operation and Allwyn's international teams, creating broader opportunities for professional development and making greater use of digital tools and data when managing people-related activities.

The appointment also reflects the company's intention to communicate a broader employment proposition to prospective candidates, including opportunities associated with technology, specialist expertise and international cooperation.

Eva Slámová brings extensive HR experience

Slámová has spent more than 15 years working in human resources and has developed experience across consulting, telecommunications, media and banking. Her professional background includes leading HR teams, managing substantial transformation projects and working with company leadership on strategic business matters.

Her experience spans local and regional responsibilities, providing a foundation for the combination of operational HR management and wider organisational development outlined in her new position.

The Chief People and Culture Officer role covers more than recruitment and employee administration. It also involves helping an organisation develop its workforce, align people-related priorities with business objectives and create conditions that support collaboration and professional growth.

For Allwyn Czech Republic, Slámová's experience is expected to support a people strategy that connects local requirements with the resources and knowledge available across the wider international group.

International collaboration and career development

One of Slámová's stated priorities is to strengthen cooperation between Allwyn Czech Republic and teams operating elsewhere in the group. The intended approach includes sharing experience, exchanging specialist knowledge and making greater use of solutions that can support multiple parts of the organisation.

Working across an international business can provide employees with opportunities to learn from colleagues in different markets and develop professional relationships beyond their immediate teams. The company has identified these possibilities as areas it wants to explore further under Slámová's leadership.

Career development is another important part of this agenda. Allwyn intends to present employees and applicants with a clearer understanding of the professional opportunities available within the group, including the skills they can develop and the experience they may gain through collaboration.

In a business operating across different markets and specialist functions, access to wider knowledge can be relevant to workforce development. However, the practical outcomes will depend on how any group-wide initiatives are designed and implemented.

Slámová has indicated that the objective is not simply to introduce more common processes. It is also to ensure that cooperation across the organisation delivers practical benefits for employees and supports the company's business priorities.

Technology and data take a central role

Technology and digitalisation are expected to feature prominently in Slámová's responsibilities. The company has highlighted the use of shared group solutions and more efficient HR processes as areas for further development.

A key consideration is reducing unnecessary administrative work. By improving routine processes, the organisation aims to give employees and HR specialists more time to concentrate on tasks that require expertise, judgement and closer engagement with colleagues.

The announcement also points to a greater role for data and market experience in decision-making. Used appropriately, these inputs can help HR teams understand workforce needs, assess existing processes and make decisions based on more than established practices or assumptions.

Digital tools alone do not determine the effectiveness of an HR strategy. Their value depends on whether they address genuine operational needs and can be integrated into everyday work without introducing unnecessary complexity.

This principle is reflected in Slámová's stated approach. In outlining her priorities, she emphasised the importance of retaining practical judgement and evaluating whether proposed changes genuinely help people.

“Allwyn is a successful international group that many people associate primarily with lotteries and entertainment. But behind our products are cutting-edge technologies, data and a number of specialized teams. I want HR to develop its role as a business partner and be able to fully utilize the benefits that being connected within an international group brings us. At the same time, it is important for me not to lose common sense and always look at whether the changes we make really help people,” said Eva Slámová, Chief People and Culture Officer at Allwyn Czech Republic.

Her comments place the practical impact of new processes alongside efficiency and technological development, rather than treating digitalisation as an objective in itself.

Employer branding and recruitment opportunities

Employer branding will also form part of Slámová's remit. Allwyn wants to communicate the range of roles available within its business more clearly and broaden the way potential candidates perceive the company.

Lotteries and entertainment remain familiar parts of the Allwyn brand. The company also wants applicants to recognise the technology, data and specialist expertise that support its operations.

This wider positioning could help the organisation explain its appeal to candidates whose interests extend beyond traditional perceptions of the lottery and gaming sector. It also gives the company an opportunity to communicate the range of professional capabilities needed to support its activities.

Recruitment messaging is often more effective when it explains what candidates can expect to learn, which skills they can develop and how their roles may evolve over time. Allwyn's stated approach reflects an intention to make these aspects more visible to prospective employees.

“When deciding on a new job today, I think the possibilities the company offers for the future also play a big role. We therefore want to better show applicants where they can move professionally with us, what they can learn and how they can use the experience and know-how that we have across the entire group,” Slámová added.

The announcement does not specify a timetable or measurable targets for the employer branding initiative. Its stated direction, however, links recruitment communication with the group's broader interest in professional development and access to international experience.

Leadership transition at Allwyn Czech Republic

Slámová takes over the responsibilities previously held by Kateřina Lukášová, who has moved into a People Director position within KKCG. The transition connects Allwyn Czech Republic's HR leadership with a wider organisational structure in which people-related responsibilities are also represented at group level.

The announcement presents Slámová's appointment as an opportunity to develop closer cooperation across Allwyn while maintaining a focus on the needs of the Czech business.

Her priorities bring together several areas of organisational development: international teamwork, digital processes, data-informed decisions and a clearer approach to career opportunities. These priorities are related but distinct, requiring coordination between HR specialists, business leaders and employees.

The next stage will involve translating the stated objectives into practical processes and initiatives. The public announcement does not provide detailed implementation plans, so the timing and precise scope of future changes remain unspecified.

Conclusion

Eva Slámová's appointment gives Allwyn Czech Republic an opportunity to further connect its HR strategy with the demands of an international business. Her background in human resources, transformation projects and strategic management provides relevant experience for the responsibilities outlined in the announcement.

The priorities identified by the company extend beyond conventional personnel administration. They include making better use of technology, supporting professional development across national borders and presenting a more comprehensive picture of the organisation to prospective employees.

The emphasis on practical outcomes is particularly significant. Shared systems and data can improve the way HR teams operate, but their value ultimately depends on whether they address real needs and support the people expected to use them.

For Allwyn, the challenge will be to combine group-wide cooperation with an understanding of local workforce requirements. Delivering on that ambition will require clear implementation, useful career development opportunities and consistent evaluation of the changes introduced.

The appointment sets out a direction rather than a completed transformation. As Slámová takes up the role, the effectiveness of the approach will become clearer through the initiatives the company introduces and the benefits those initiatives deliver for its employees and prospective candidates.

FAQs

Who is Eva Slámová?
Eva Slámová is a human resources professional with more than 15 years of experience across consulting, telecommunications, media and banking. She has also worked with HR teams and large-scale transformation projects at local and regional levels.

What position has Eva Slámová taken at Allwyn Czech Republic?
She has been appointed Chief People and Culture Officer at Allwyn Czech Republic, with responsibilities covering the company's people strategy and related organisational priorities.

When was Eva Slámová's appointment announced?
Allwyn Czech Republic published its announcement on 19 October 2026.

What are Slámová's main priorities in her new role?
Her stated priorities include international collaboration, career development, more efficient HR processes, technology adoption and a broader approach to employer branding.

How will international cooperation feature in Allwyn's HR strategy?
The company intends to encourage the sharing of knowledge and experience between teams and explore wider professional development opportunities across its international operations.

What role will technology play in the new HR strategy?
Technology is expected to help streamline administrative work, support shared solutions and create more time for activities that require greater expertise and added value.

Will Allwyn introduce new HR systems under Slámová's leadership?
The announcement refers to technology, digitalisation and group-wide solutions as priorities. It does not identify specific new systems or confirm an implementation timetable.

Why is employer branding important to Allwyn?
The company wants prospective employees to understand the breadth of its career opportunities and recognise its technology and specialist capabilities alongside its established association with lotteries and entertainment.

Who did Eva Slámová succeed in the role?
She succeeds Kateřina Lukášová, who has moved into a People Director role within the KKCG group.

What outcomes will demonstrate the success of Slámová's appointment?
Relevant indicators could include more efficient HR processes, clearer career pathways, stronger collaboration between teams and improved communication with candidates. Allwyn has not announced specific performance targets for these initiatives.