Human Resource 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 decades 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   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.

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   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. What   you’ll   do   You’ll   take ownership of work that   gives us our competitive edge , including :   Strategic Business Partnering:     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     Talent Management:    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     Employee Relations:    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     Performance Management:     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     Training & Development:     Identify   training needs, skills shortages, competency and capabilities at a role and functional level. Advise on   appropriate interventions