Senior 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 International, 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. This role is a strategic Senior HR Business Partner for Technology, partnering closely with the CTO, Engineering Directors, and senior IT leadership to shape and execute people strategies that enable delivery of engineering, product, and platform roadmaps. The position drives organisation design, workforce planning, and large-scale transformation initiatives across global tech teams, ensuring the right capabilities, structures, and leadership are in place to support growth and innovation.

• Act as a trusted partner to CTO, Engineering Directors, and senior IT leaders, influencing strategic decisions at a leadership and EXCO level
• Shape and execute people strategies aligned to engineering, product, and platform roadmaps
• Lead on organisation design, workforce planning, and operating model optimisation for global tech teams
• Anticipate and proactively address organisational risks (capacity, capability, structure, leadership effectiveness)
• Drive a culture of accountability, innovation, and high performance across technology functions
• Own and drive the end-to-end talent strategy for Engineering and IT
• Translate business demand into forward-looking workforce plans, aligned to scaling and transformation priorities
• Partner closely with Talent Acquisition to ensure: Clear technical role definition and levelling, Competitive positioning in the tech talent market, Effective hiring at speed and quality
• Oversee succession planning and leadership pipelines for critical and scarce roles
• Design and implement retention strategies for high-impact technical talent
• Lead and deliver large-scale transformation initiatives, including: Agile and DevOps transformation, Platform modernisation, Global team scaling and restructuring
• Diagnose and address systemic organisational challenges impacting delivery and performance
• Implement interventions to improve team effectiveness, collaboration, and delivery outcomes
• Embed performance frameworks aligned to engineering metrics (delivery, quality, impact, innovation)
• Coach and enable leaders to effectively manage high-performing, highly specialised technical teams
• Drive consistency and rigour in performance, accountability, and outcomes across functions
• Intervene proactively in underperformance and leadership effectiveness challenges
• Provide expert guidance on complex and high-risk ER matters across multiple jurisdictions
• Lead sensitive investigations and ensure commercially sound, legally compliant outcomes
• Partner with leadership to maintain balanced, fair and high-accountability environments
• Mitigate people-related risks that may impact delivery, culture, or employer brand
• Own people analytics for Technology functions, linking insights to business performance
• Provide senior leaders with clear, actionable insights on: Attrition and retention risks, Capability gaps, Organisational health and engagement
• Drive accountability for data-informed decision-making and measurable outcomes
• Partner with L&D to shape leadership capability within engineering and IT environments
• Build programmes focused on: Technical leadership pathways, People leadership in complex delivery environments, Succession and future-ready capability building
• Coach senior leaders on navigating scale, complexity, and global team dynamics
• Ensure alignment with global employment law and governance requirements
• Drive continuous improvement in HR processes, systems, and delivery models
• Champion the use of HR technology and automation to enhance efficiency and experience

• 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)
• Significant experience as a Senior HR Business Partner within Technology, Engineering, or IT environments (required)
• Proven track record of partnering with senior leadership and influencing at executive level (required)
• Strong understanding of: Software engineering lifecycle (SDLC), Agile, DevOps, and product-led delivery models, Technical career frameworks and scaling models (required)
• Demonstrated experience in: Organisation design and transformation, Workforce planning in fast-scaling environments, Managing complex ER across jurisdictions (required)
• Strong commercial acumen and ability to link people strategy to business outcomes (required)
• Highly developed stakeholder management, coaching, and influencing capability (required)
• Data-driven mindset with the ability to translate insights into actionable business decisions (required)
• Experience supporting global/distributed engineering teams (preferred)
• Exposure to platform, infrastructure, or cybersecurity environments (preferred)
• Strong understanding of global tech talent markets, compensation, and retention trends (preferred)

• Supergrowth is real here. Our learning and development programmes give you the tools, training and opportunities to level up fast.
• Your progress matters. Our Performance tool ensures you get meaningful feedback to support your development and superdrive your career.
• Support that has your back. Our Employee Assistance Programme offers resources for you and your family.
• Group Life Cover
• Funeral Fund Benefit
• Income Continuation Benefit
• Medical Aid Subsidy
• Retirement Annuity Subsidy