Human Resource Business Partner

Kick-start your career in the online gaming world and experience the very latest in technology and innovation. We’re Super Group, the NYSE-listed digital gaming company behind some of the world’s leading Sports and iGaming brands, including Betway and Jackpot City. We’re a powerhouse built on decades of expertise and we’re changing the game for good. Our mission is to give our customers a superclass entertainment experience. We’re on a thrilling journey of growth and innovation, and we need passionate, driven individuals to join us. At Super Group Africa, every day is action-packed, and we expect you to bring your A-game. In return, you’ll find a supportive environment where your skills can flourish and your career can soar. Ready to become a game-changer? Supercharge your career with us and be part of something extraordinary. We’re building experiences that wow our customers – and that starts with bold, curious people who want to do work that matters. If you’re hungry to grow, excited by impact and ready for a challenge that will supercharge your career, this could be your moment. As a Human Resources Business Partner (HRBP), you’ll play a key part in delivering a strategic function that provides value adding HR services through central human resources programmes to attract, develop, retain, and engage a skilled and diverse workforce. Your drive and ideas will help us move faster, improve smarter, and stay ahead of the game.

• To gain a deep understanding and fluency in the key business areas through developing strong collaborative relationships with key stakeholders
• Actively identifies gaps, propose and implement changes necessary to cover risks within key business areas
• Support cultural changes across the organisations through a variety of different methods, including implementing action plans
• Work in partnership with other business leaders utilising consultative practices and influential methods to credibly help all understand the human perspective in relation to business issues being discussed
• Providing coaching and mentoring to key business leaders empowering and enabling them to effectively manage and develop their staff
• Working with the Talent team to ensure the best talent is attracted and selected appropriately utilising tools and processes that add value to the employee-management life cycle
• With a focus on retaining and engaging the talent, ensure talent retention, succession-planning and talent development plans are in place, aligned and add value to the individual, the business unit and the organisation
• Work with management to resolve employee relations and disciplinary issues
• Coordinate the resolution of specific policy-related and procedural problems and inquiries
• Perform specific research/investigation into operational issues
• Provide first-line coaching support to individuals
• Responsible for dealing with workplace conflict through the introduction of an effective mediation service
• Work with managers to identify performance issues, including root cause, work-flow efficiencies and effectiveness, job design and human behavioural causes
• Develop and implement performance enhancement initiatives; utilise existing resources effectively (e.g. quality, training, peer-coaching)
• Ensure the performance management process is applied and utilised effectively
• Identify training needs, skills shortages, competency and capabilities at a role and functional level. Advise on appropriate interventions to fix and or improve
• Recommend, develop, schedule and deliver training and development courses
• Participate in induction programmes
• Identify OD issues – including team and individual issues e.g. performance, cultural, communication, leadership
• Responsibility for dealing with workplace conflict through the introduction of an effective mediation service
• Develop or source appropriate interventions to monitor, improve organisation/team or individual effectiveness
• Use employee engagement practices to monitor company culture and climate
• Identify and implement appropriate and effective interventions to enhance culture and climate at a team, department, inter-department and organisational level
• Provide advice, assistance and follow-up on company policies, procedures, and documentation
• Recommend, develop and maintain human resources information systems
• Recommend operating policy and procedural improvements
• Other HR related duties as assigned

• Clear, confident communication (written and verbal), and the ability to breakdown complex ideas (required)
• A collaborative mindset, working smoothly with cross-functional teams to hit shared goals (required)
• Strong organisational skills and the ability to manage multiple projects without dropping the ball (required)
• Exceptional attention to detail and a commitment to high-quality work (required)
• Adaptability – you stay sharp, productive and positive in fast-moving environments (required)
• Demonstrable working knowledge of Employment Law with the ability to apply it practically to workplace situations (required)
• Demonstrable experience of working as an HR Business Partner in a strategic, collaborative, dynamic and complex organisation (required)
• Demonstrable experience in detailed change and people management processes (required)
• A relevant formal qualification or equivalent appropriate HR generalist degree, preference given to organisational psychology fields of study (required)
• In-depth knowledge of sports betting markets, including odds calculation, betting types and market trends (preferred)
• Previous experience in the online gaming or casino industry, with a strong understanding of player behaviour and industry regulations (preferred)
• Familiarity with gambling regulations and compliance requirements in various jurisdictions, ensuring adherence to legal standards (preferred)
• Experience in developing and executing customer retention strategies (preferred)

• Medical aid coverage
• Pension Fund contribution
• Group life cover contribution
• Free daily meals
• On-site Barista