HR Manager

Responsibilities
Being a part of the Hollywoodbets Purple Team is an opportunity to become a part of one of South Africa's biggest success stories. From humble beginnings in Durban, Hollywoodbets has grown into a powerhouse brand operating across Africa and the United Kingdom. And that's just the beginning. Our talented Team is on a mission to increase our global footprint, ready to take on any challenge because at Hollywoodbets, not even the sky is the limit. Join our Team and let's reach for the stars.   We have an amazing opportunity for an HR Manager (BET Software). Do you think you have what it takes to be our newest Purple Star?   The HR Manager (BET Software) is responsible for leading the Human Resources function for BET Software, Marketing and various other portfolios within the Group. This role provides strategic and operational HR leadership, ensuring alignment between the entity's people strategy and the Group's overall HR framework. The HR Manager oversees both the Talent Management and Talent Acquisition functions for the entity, driving excellence across the Team Member lifecycle. The role works closely with the entity's leadership team, and other HR Managers across the Group to ensure consistent application of HR standards and the delivery of an engaged, high-performing workforce.  

With Hollywoodbets You Will:

Innovate and create as part of a like-minded, authentic Team eager to achieve goals.

Embrace challenges and the thrill of working in a vibrant and fast-paced industry.

Grow with our development plans and culture that allows you to further your career.

You Bring:

• Valid Driver's License.
• 3-4 years' experience in an HR Management/Supervisory role.
• HR qualification

What You'll Do For The Brand:

Strategic HR Leadership and Business Support

• Provide strategic direction to HR functions by fully integrating all aspects of HR management including but not limited to: HR Strategy, Organisation Strategy and Design, HR transformation and Change Management
• Ensure that strategic HR Plans and Projects are implemented accordingly and allocate HR resources to HR projects.
• Partner with the entity's leadership team to drive a high-performance culture through effective people and organisational development strategies
• Provide strategic advice and guidance on workforce planning, organisational design, and people capability building.
• Act as the key liaison between BET Software and Group HR, ensuring consistent HR practices with Group policies and governance frameworks.
• Manage the HR team and ensure that solid basic transactional HR functions are managed nationally according to expected procedure and standards
• Support, develop and coach the HR team, ensuring they are regularly upskilled and kept motivated. 
• Provide bespoke information and guidance to team members and managers on HR policy and practice and employment laws. 
• Continuously evaluate and enhance the onboarding and induction process to optimise new starter experience 
• Policy guidance, compliance and regular reviewing of HR policies and procedures to ensure that appropriate and relevant policies and procedures are in place for every stage in the employee life cycle. 
• Keep abreast of EE legislation and developments within the Department of Labour and consistently monitor the company's equity status, providing the business with detailed stats and updates 
• Climate surveys to be conducted on the business as and when required. 
• Wellness days to be organised. One-on-one with team members as and when required to ensure emotional wellness.

Talent Management Oversight

• Work across the regional offices and international teams to develop and deploy an integrated Talent Management Strategy for all talent segments to align HR focus to support the objectives of the business and human capital strategies
• Create competency model which defines the competencies needed to support business as well as defining and maintaining a competency library which, include competency and company values critical skills, knowledge and behaviours, descriptions and proficiency expectations of team members and job design.
• Identify key talent needs of the business while working with leads and managers to better understand the business development plan.
• Design a framework to identify high performers and appropriately counsel lower performers, ensuring TM career goals are set and reviewed and align expectations between the TM and their line manager.
• Lead the performance management process for the entity, ensuring effective goal setting, performance reviews, and development planning.
• Partner with business leaders to identify high-potential team members and support leadership development initiatives.
• Work with the Talent Manager to ensure consistency in applying performance ratings, improvement plans, and development outcomes.
• Drive initiatives to strengthen leadership capability and succession readiness.

Talent Acquisition Leadership

• Work across the regional offices and international HR teams to develop and deploy, an integrated Talent Management Strategy for all talent segments to align HR focus to support the objectives of the business and human capital strategies
• Oversee the Talent Acquisition function and ensure that recruitment strategies align with the entity's workforce and capability needs.
• Ensure timely and high-quality delivery of recruitment processes that attract top talent and reinforce the company's employer brand.
• Partner with leadership to plan future workforce requirements and build strong talent pipelines for critical roles.
• Monitor recruitment KPIs, headcount, and hiring quality, and ensure value added service delivery.

Culture, Engagement & Change Management

• Enable TM to reflect on their experiences, interests, values and skills to set career goals; understand the career opportunities that exist in the business to achieve these goals, develop a plan to navigate their path forward and receive coaching and guidance from mentors and coaches throughout the process.
• Career conversations to ensure retention and growth for team members within the business
• Identify key positions in the organisation and develop succession plans to ensure continuity and readiness for future leadership roles.
• Work with senior leadership to assess talent gaps and develop strategies for internal talent mobility and career progression

Rewards

• Planning, management and implementation of the BET Rewards program (program strategy, design, planning, market intelligence, budgeting and forecasting, cost analysis and vendor management services for compensation).

Industrial Relations

• Offer HR support for Labour Relations Management; Policies and Procedures Management, Discipline and Complaints; Leave Management, Absenteeism Management, Transitions, Exit Management and Managed Departures. 
• Provide guidance and advice on good practice while understanding business requirements.
• Support, develop and coach managers in relation to IR policies and procedures.

HR Reporting & Systems

• Responsible for successful implementation and day-to-day management and maintenance of the HRIS to ensure accurate recording and reporting from the HRIS.
• Oversee accurate HR reporting, workforce analytics, and trend analysis for strategic decision-making
• Support audits and ensure continuous improvement in HR processes and controls.
• Ensure confidentiality and compliance in all HR data management and reporting.
• Daily, weekly and monthly reports
• Ad hoc reporting as required.

So, are you ready to level up, learn, and perform at your best? Apply now

Please be advised that should you not be contacted within 30 days, kindly consider your application to be unsuccessful. 

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