Senior 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 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.

This role is a strategic Senior HR Business Partner for Technology, partnering closely with the CTO, Engineering Directors, and senior IT leadership to shape and execute people strategies that enable delivery of engineering, product, and platform roadmaps. The position drives organisation design, workforce planning, and large-scale transformation initiatives across global tech teams, ensuring the right capabilities, structures, and leadership are in place to support growth and innovation.

What you’ll do

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

Strategic Leadership & Executive Partnering

• Act as a trusted partner to CTO, Engineering Directors, and senior IT leaders, influencing strategic decisions at a leadership and EXCO level

• Shape and execute people strategies aligned to engineering, product, and platform roadmaps

• Lead on organisation design, workforce planning, and operating model optimisation for global tech teams

• Anticipate and proactively address organisational risks (capacity, capability, structure, leadership effectiveness)

• Drive a culture of accountability, innovation, and high performance across technology functions

Talent Strategy & Workforce Planning

• Own and drive the end-to-end talent strategy for Engineering and IT

• Translate business demand into forward-looking workforce plans, aligned to scaling and transformation priorities

• Partner closely with Talent Acquisition to ensure:

• Clear technical role definition and levelling

• Competitive positioning in the tech talent market

• Effective hiring at speed and quality

• Oversee succession planning and leadership pipelines for critical and scarce roles

• Design and implement retention strategies for high-impact technical talent

Organisation Effectiveness & Transformation

• Lead and deliver large-scale transformation initiatives, including: Agile and DevOps transformation, Platform modernisation, Global team scaling and restructuring

• Diagnose and address systemic organisational challenges impacting delivery and performance

• Implement interventions to improve team effectiveness, collaboration, and delivery outcomes

Performance & Leadership Enablement

• Embed performance frameworks aligned to engineering metrics (delivery, quality, impact, innovation)

• Coach and enable leaders to effectively manage high-performing, highly specialised technical teams

• Drive consistency and rigour in performance, accountability, and outcomes across functions

• Intervene proactively in underperformance and leadership effectiveness challenges

Employee Relations & Risk Management

• Provide expert guidance on complex and high-risk ER matters across multiple jurisdictions

• Lead sensitive investigations and ensure commercially sound, legally compliant outcomes

• Partner with leadership to maintain balanced, fair and high-accountability environments

• Mitigate people-related risks that may impact delivery, culture, or employer brand

People Insights & Data-Driven Decision Making

• Own people analytics for Technology functions, linking insights to business performance

• Provide senior leaders with clear, actionable insights on: Attrition and retention risks, Capability gaps, Organisational health and engagement

• Drive accountability for >The perfect place to work, play and grow!