HR Consultant

Betsoftware; Durban; On-site; ZAR 300 000 - 400 000; Full time

Job summary

A leading betting software provider is seeking an experienced HR Consultant to manage recruitment, onboarding, and performance management. The role requires overseeing industrial relations, ensuring compliance with labor legislation, and facilitating team integration. Candidates should have a diploma or degree in a relevant field and 2-3 years of HR experience. This is a full-time position based in Umhlanga, South Africa, offering an engaging work environment and competitive compensation.

Qualifications

• 2-3 years in an HR role or equivalent experience.
• Valid driver's license is required.
• Knowledge of Employment Equity Act and BCEA is preferred.

Responsibilities

• Follow the recruitment process up to middle management level.
• Oversee the onboarding process and ensure proper integration.
• Assist in rolling out job descriptions and support performance management.
• Implement industrial relations in line with group practices.

Skills

Knowledge of Labour Legislation

Strong communication

Problem-solving

Education

Diploma / Degree or studying toward one

Matric

Job description

We are looking for an experienced HR Consultant to join BET Software, a leading betting software provider based in Umhlanga, South Africa.

Recruitment and Selection

• Follow the recruitment process up to middle management level.
• Obtain recruitment requisition signed off by management.
• Draft internal and external advertisements for vacancies.
• Place adverts after sign‑off from central recruitment.
• Shortlist candidates and coordinate/facilitate interviews.
• Ensure competency‑based interview questions are posed.
• Complete all pre‑employment checks for the final shortlisted candidate.
• Provide feedback to unsuccessful candidates regarding interview outcome.
• Maintain a platform so that team members and senior leaders clearly understand the new process.
• Verify that all recruitment information (application forms, ID, matric certificates, references, background checks) are completed prior to appointments.
• Create new employee personal files and submit details to payroll before the monthly cut‑off.

On Boarding

Oversee onboarding process. Ensure an induction is arranged time‑suitably and that new team members are properly integrated.

Performance Management

• Assist business teams in rolling out job descriptions and supporting effective performance management.
• Ensure job descriptions clearly outline duties, responsibilities, and evaluation criteria.
• Guarantee each team member signs a performance agreement aligned to strategic priorities.
• Advise managers on evaluation principles and provide training for appraisals.
• Equip all parties with tools for performance management, focusing on coaching and addressing poor performance.
• Encourage ongoing one‑on‑one performance discussions.
• Identify and eliminate obstacles that may hinder the performance process.
• Manage the performance process and ensure timely, effective evaluations that aid development.

Talent Management / Succession Planning

• Identify potential and recognize existing talent to fill higher‑level vacancies or transfer individuals to better‑suited roles.
• Conduct holistic career discussions via a talent forum process.
• Apply retention strategies to retain skilled labour.
• Use training initiatives to create individual development plans and close skill gaps quickly.
• Foster a work climate that attracts and retains top talent and promotes employee engagement.

Employment Equity

• Schedule Employment Equity meetings and ensure committee members are notified.
• Account for Employment Equity when recruitment, transfers or promotions are conducted.

Industrial Relations

• Implement IR in line with group practice and report to central.
• Set up hearings timely and notify all relevant parties.
• Follow the dismissal process consistently.
• Stay updated with CCMA cases, schedule, and prepare managers.
• Send regional warnings to Group IR promptly.

Injury on Duty (IOD)

• Log IOD in the system.
• Send claim number to manager for medical reports.
• Follow up on claim status until confirmation is received.

Terminations

• Inform relevant parties of terminations time‑suitably.
• Conduct exit interviews with resigning team members.
• Identify trends and address with management.

Reporting

• Prepare, schedule, and present monthly catch‑up reports.
• Update consolidated reports regularly.

Communication

• Communicate all HR policies and procedures efficiently within the portfolio.
• Raise awareness of strategic key HR campaigns to update all team members.
• Follow the correct line of communication and provide timely feedback when requested.

Values & Ethics

• Roll out the Value & Ethics workshop in the regions.
• Actively promote the Hollywood values.
• Live the values and lead by example.

Qualifications

• Matric (Preferred)
• Valid driver’s license
• Diploma / Degree or studying toward one (Preferred)
• Knowledge of Labour Legislation (EE Act, BCEA, Labour Relations) (Preferred)
• 2‑3 years in an HR role or equivalent experience

About Us

BET Software is one of the most diverse betting software providers in Sub‑Saharan Africa, with a rapidly growing international footprint.

Our multidisciplinary team delivers advanced software solutions and supports high transaction volumes in a fast‑paced industry, making BET Software a lively and engaging place to work.

We champion technology, collaboration, learning, and growth, and we believe our strength lies in our diversity.

While our head office is in Umhlanga, we recruit across South Africa and internationally.

Seniority level

Mid‑Senior level

Employment type

Full‑time

Job function

Human Resources

Industries

IT Services and IT Consulting