À propos de ce poste Human Resource Business Partner chez digiOutsource
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 to fix and or improve
Recommend, develop, schedule and deliver training and development courses
Participate in induction programmes
Organisation Development:
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
HR Administration:
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
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
Demonstrable working knowledge of Employment Law with the ability to apply it practically to workplace situations
Demonstrable experience of working as an HR Business Partner in a strategic, collaborative, dynamic and complex organisation
Demonstrable experience in detailed change and people management processes
A relevant formal qualification or equivalent appropriate HR generalist degree, preference given to organisational psychology fields of study
Desirable skills you’ve got up your sleeve
It would be great if you also have some of the following skills:
In-depth knowledge of sports betting markets, including odds calculation, betting types and market trends
Previous experience in the online gaming or casino industry, with a strong understanding of player behaviour and industry regulations
Familiarity with gambling regulations and compliance requirements in various jurisdictions, ensuring adherence to legal standards
Experience in developing and executing customer retention 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 are essential for all employees in order for you to embed in and drive our culture forward.
These competencies are:
Adaptability
Ownership and accountability
Initiating action
Resilience
Team orientation
Integrity
Innovation
What you’ll get back
We invest in your growth and wellbeing, so you can bring your best:
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.
Medical aid coverage
Pension Fund contribution
Group life cover contribution
Free daily meals
On-site Barista
Ready to feel superclass?
At Super Group, your experience matters. We’re honest, fair, and focused on helping you succeed – and your work will have real impact from day one.
Game on!
*Please note we will apply relevance to our Talent Management and Talent Development Programme as part of our recruitment process.
*Shortlisted candidates may need to complete an assessment.
This position requires trust and honesty it has access to customers financial details - therefore a credit and criminal record check will be conducted. The qualifications identified herein are an inherent job requirement; therefore, a qualification verification check will be done. By applying for this role, and supplying the necessary details, you hereby grant us permission to apply for these checks. This will be done in a confidential manner, and solely for the purposes of verification.
Should you not hear from us within 2 weeks, please deem your application as unsuccessful.
The perfect place to work, play and grow!
