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 • 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 decision 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 p #J-18808-Ljbffr