Human Resources Business Partner
Super Group International is looking for a Human Resources Business Partner to play a key role in supporting its people and business objectives across a fast-paced operational environment. The role involves partnering closely with leaders and employees, providing expert guidance on employee relations, talent, performance, workforce planning and organisational effectiveness. The successful candidate's drive and ideas will help Super Group International move faster, improve smarter, and stay ahead of the game.
The Human Resources Business Partner will take ownership of work that gives Super Group International its competitive edge, including translating business priorities into practical people strategies, workforce plans and measurable actions. By leveraging people data and insights, the role will identify opportunities to improve organisational effectiveness and implement solutions that support business performance and mitigate people-related risk, while fostering a culture of continuous learning, accountability and growth.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- Clear, confident communication (written and verbal) (required)
- Ability to breakdown complex ideas (required)
- Collaborative mindset, working smoothly with cross‑functional teams (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)
- Strong overall employee relations experience (required)
- A sound understanding of employment legislation and practical HR best practice (required)
- Strong commercial acumen and ability to link people strategy to business outcomes (required)
- Data-driven mindset with the ability to translate insights into actionable business decisions (required)
- Experience supporting a contact centre, customer operations, BPO, shared services or other high-volume operational environment (nice-to-have)
- Experience managing complex employee relations matters across multiple jurisdictions and partnering with regional or local subject matter experts to support globally distributed teams (nice-to-have)
- Experience developing and implementing workforce retention and talent development strategies (nice-to-have)
- Supergrowth learning and development programmes
- Performance tool for meaningful feedback and development
- Employee Assistance Programme for you and your family
- Group Life Cover
- Funeral Fund Benefit
- Income Continuation Benefit
- Medical Aid Subsidy
- Retirement Annuity Subsidy
DigiOutsource is a global iGaming technology and services company and part of Super Group (SGHC), the holding company behind the Betway and Spin brands. Headquartered in Cape Town, South Africa, with offices in London and Portugal, it provides software development, digital marketing, business intelligence, design and communications services that power leading online gaming brands. The company employs around 1,200 people across multiple continents. DigiOutsource was formed from the merger of the ForwardSlash and SpeakUp Communications businesses and operates as a key technology hub within Super Group.