Senior Employee Relations Partner

We are on a mission to pioneer the world’s next era of play. As we grow across Europe and Latin America, we’re building The Playstack - the technology powering the next generation of sports, gaming, and fan experiences. Join us, and help make it the most widely used platform in the world! From operations, to marketing, to product, we are looking for talented people who will shape how millions of customers play, watch, and connect every day.

The Senior Employee Relations Partner is a strategic role responsible for building and embedding best‑practice employee relations capabilities across the organization. The focus of the role is on knowledge sharing, capability building, and programmatic ER and compliance frameworks, rather than direct ownership of all individual employee relations cases.

The role is designed to create consistency, scalability, and risk mitigation across employee relations and compliance as the company continues to grow and expand internationally.

Key Responsibilities

Employee Relations Strategy & Frameworks

• Design and implement group‑wide employee relations frameworks, policies, and guidelines aligned with local labor regulations and business needs.
• Establish best‑practice ER standards and ensure consistent application across countries and business units.
• Take a programmatic approach to ER, identifying themes, systemic risks, and improvement opportunities across the organization.

Compliance Policies & Governance

• Lead the development, review, and maintenance of employee‑related compliance policies across all relevant topics (e.g. conduct, disciplinary processes, grievances, harassment, ethics, investigations, whistleblowing, working conditions, and related employment compliance areas).
• Ensure compliance policies are globally consistent yet locally adaptable, reflecting applicable labor laws and regulatory requirements in each jurisdiction.
• Partner closely with Legal to ensure policies are legally sound, risk‑mitigated, and aligned with regulatory expectations.
• Establish clear policy governance, ownership, and escalation models, including guidance on interpretation and application by HR and leaders.
• Drive effective policy communication, training, and awareness, ensuring policies are understood and consistently applied across the organization.

Capability Building & Knowledge Sharing

• Build ER and compliance capability within HR and leadership teams through guidance, toolkits, playbooks, and training.
• Act as a center of expertise for complex employee relations and compliance topics, supporting HR teams rather than managing all cases directly.
• Develop and deliver learning sessions, case studies, and practical guidance to upskill local HR teams.

Advisory Role (Not Case Ownership)

• Provide strategic advice and escalation support for complex or high‑risk ER and compliance matters, without assuming responsibility for managing all individual cases end‑to‑end.
• Unlike localized ER roles (e.g. full case ownership in specific countries), this role does not manage all ER cases across the business, but supports them through expertise and frameworks.

Risk Management & Insights

• Monitor ER and compliance trends, disputes, and risk exposure to proactively identify and address potential systemic issues.
• Use insights from cases and policy application to continuously improve frameworks, guidance, and training.

Collaboration with Legal

• Work hand‑in‑hand with the Employment Lawyer role under the Legal function.
• Partner closely on:
• Complex employee relations and compliance matters
• Policy interpretation and legal validation
• International expansion into new jurisdictions

Key Stakeholders

• HR Leadership and HR Business Partners
• Local HR Ops
• Legal  - Employment Lawyer
• Senior Leaders and People Managers
• People & Culture, Rewards, Talent, and Compliance functions

Role Scope & Boundaries

• Ownership of ER and employee‑related compliance frameworks.
• Focus on scalable, policy‑driven solutions rather than country‑specific execution.
• ER case management remains with local HR teams, supported by this role through expertise, policies, and governance.

About Super

We are a global technology group, dedicated to building the future of entertainment and fan-centric experiences. With commercial markets in Brazil, Belgium, Poland, Romania, Greece and Serbia, and a network of offices across Spain, Croatia, Malta, Gibraltar, the Netherlands and the UK, we are a truly international organization. Our purpose at Super has evolved from sports and betting into creating the platform that stretches into the wider world of technology-driven entertainment. With a growing and diverse team of more than 5,000 people, we create immersive, responsible, and personalised experiences for millions of customers worldwide.

Shaping the Future of Play

Everything we do at Super is rooted in doing what is right: for customers, for each other, and for our long-term vision. Our Culture Manifesto is our North Star. It captures our purpose, mission, and the six core beliefs that shape how we think, make decisions, and act every day. Want to explore our culture in more detail? Visit our careers page: super.xyz/careers 

Super is committed to the highest standards of compliance, safety, and responsibility. As such, we are active members of the International Betting Integrity Association (IBIA) and the European Gaming & Betting Association (EGBA).

At Super, we operate as a high-performing team. We hire and grow talent based on ability and potential, regardless of background and identity because we know diverse perspectives, drive better performance.