Human Resources Business Partner

Kick-start your career in the online gaming world and experience the very latest in technology and innovation.

Who we are

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 ecades of expertise and we’re changing the game for good. Our mission is to give our customers a superclass entertainment experience.

Who we’re looking for

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.

Why we need you

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 our Human Resources Business Partner, you'll play a key role in supporting our people and business objectives across a fast-paced operational environment. You'll partner closely with leaders and employees, providing expert guidance on employee relations, talent, performance, workforce planning and organisational effectiveness. Your drive and ideas will help us move faster, improve smarter, and stay ahead of the game.

What you’ll do

You’ll take ownership of work that gives us our competitive edge, including:

Business Partnership & People Strategy:

• •Act as a trusted partner to leaders, providing practical, commercially focused and strategic people guidance.
• •Develop a deep understanding of the assigned portfolio, including its operating model, business objectives, workforce dynamics, culture and people risks.
• •Translate business priorities into practical people strategies, workforce plans and measurable actions.
• •Anticipate and proactively address risks relating to capacity, capability, structure, performance, engagement and leadership effectiveness.
• •Identify opportunities to improve organisational effectiveness and implement solutions that support business performance and mitigate people-related risk.
• •Support organisational and cultural change initiatives through coaching, communication, engagement and action planning.

Talent Management:

• •Partner with the Talent Acquisition team and hiring managers to attract, assess and appoint high-quality talent, leveraging effective tools, processes and best practices throughout the employee lifecycle.
• •Drive talent retention, succession planning and talent development initiatives, ensuring plans are aligned to business needs and support both individual and organisational growth.
• •Support talent reviews and future-ready capability building across the assigned portfolio, identifying high-potential employees, critical roles and development priorities.
• •Partner with leaders to build sustainable talent pipelines through targeted development plans, stretch assignments, mentoring, coaching and career development opportunities.

Employee Relations & People Risk:

• •Provide sound employee relations guidance and ensure people matters receive timely attention, appropriate escalation and effective follow-through.
• •Coach managers to identify and address employee relations, performance and workplace concerns at the earliest appropriate stage.
• •Support the resolution of employee relations, policy and procedural matters, ensuring fair, consistent and commercially sound outcomes.
• •Conduct and support investigations into workplace concerns, responding to identified risks and recommending appropriate interventions.
• •Facilitate the early resolution of workplace conflict through coaching, mediation and other appropriate interventions.
• •Partner with leaders across multiple regions and jurisdictions, providing commercially focused HR business partnering support while collaborating with Employee Relations, Legal and local subject matter experts on jurisdiction-specific employment law matters.
• •Ensure people practices and decisions align with applicable employment legislation, company policies and governance requirements.

Performance Management:

• •Work with managers to identify and address performance issues, including root causes relating to capability, process, leadership and organisational effectiveness.
• •Develop and implement performance improvement initiatives and support plans to improve individual and team performance.
• •Ensure performance management processes are applied consistently and effectively across the portfolio.

Leadership & Capability Development:

• •Partner with leaders and Learning & Development teams to identify capability gaps, skills shortages and development needs across teams and functions.
• •Use people insights and data, talent reviews, workforce plans and business priorities to recommend learning and development interventions that improve individual, team and organisational performance.
• •Support the design, implementation and evaluation of development initiatives aligned to current and future business needs.
• •Partner with leaders to build leadership capability, strengthen people management practices and improve team effectiveness.
• •Contribute to onboarding and induction programmes to support successful integration and long-term employee success.
• •Monitor the effectiveness of development initiatives and promote a culture of continuous learning, accountability and growth.

People Data, Insights & Governance:

• •Use people data to support informed business decisions and measurable action.
• •Guide leaders through regular people-data reviews covering areas such as headcount, attrition, absenteeism and recruitment.
• •Translate trends, exceptions and risks into a clear business narrative rather than presenting data without context.
• •Agree appropriate actions with leaders and track them through to completion.
• •Use data to identify workforce risks, capability gaps, retention concerns and opportunities to improve the employee experience.
• •Maintain accurate employee and organisational data and drive the timely resolution of identified exceptions

This list covers your core responsibilities – with plenty of room to stretch, explore and take on new challenges as we grow.

What you’ll bring

You’re someone who brings:

• •Clear, confident communication (written and verbal), and the ability to breakdown complex ideas
• •A collaborative mindset, working smoothly with cross‑functional teams to hit shared goals
• •Strong organisational skills and the ability to manage multiple projects without dropping the ball
• •Exceptional attention to detail and a commitment to high‑quality work
• •Adaptability – you stay sharp, productive and positive in fast‑moving environments
• •Strong overall employee relations experience
• •A sound understanding of employment legislation and practical HR best practice.
• •Strong commercial acumen and ability to link people strategy to business outcomes
• •Data-driven mindset with the ability to translate insights into actionable business decisions

Desirable skills you’ve got up your sleeve

It would be great if you also have some the following skills:

• •Experience supporting a contact centre, customer operations, BPO, shared services or other high-volume operational environment.
• •Experience managing complex employee relations matters across multiple jurisdictions and partnering with regional or local subject matter experts to support globally distributed teams.
• •Experience developing and implementing workforce retention and talent development strategies.

Our values are non-negotiables

Our culture is underpinned by core values that are linked to key behavioural competencies. Along with the below behavioural competencies, these