About this role

GR8_TECH builds B2B iGaming platforms for operators who play to lead. We deliver full-cycle, high-impact tech designed to scale — from seamless integrations and expert consulting to long-term operational support. Our platform powers millions of active players and drives real business growth. Call it what it is: the iGaming Platform for Champions. With 1000+ GR8 people across locations and time zones, we don’t just ship technology — we help operators build success stories across brands, markets, and geos.

Our ambition drives us. Our people make it real. If you’re a challenger in spirit and a champion in action — join us. WHY THIS ROLE EXISTS: This role exists to help teams create a strong employee experience across the full employee lifecycle — from onboarding and development to engagement, performance and offboarding. You’ll partner closely with managers and employees, helping them navigate people-related challenges, make better decisions, and build healthy, productive teams.

WHAT YOU’LL DRIVE: Employee lifecycle & experience - Own and coordinate key employee lifecycle processes, from onboarding through offboarding. - Make sure new hires have a smooth start and managers understand how to onboard and support them effectively. - Partner with managers on mid- and end-of-trial reviews, including surveys, follow-ups and discussion of results. - Manage offboarding processes, including exit interviews, documentation and coordination with relevant stakeholders.

- Identify opportunities to improve the employee experience based on feedback and recurring patterns. Employee engagement & relations - Partner with managers to strengthen engagement, retention and team health. - Build trusted relationships with employees and proactively understand their concerns, needs and aspirations. - Support managers in navigating complex employee relations cases and workplace conflicts. - Handle complex employee questions and concerns independently, involving the right stakeholders when needed.

- Conduct regular 1:1s with managers and use their feedback to identify people-related risks and opportunities. Performance & development - Support managers through performance reviews, goal setting and development planning. - Partner with managers to identify skill gaps and development needs within their teams. - Support career development and career pathing discussions when needed. - Identify recurring learning needs and contribute to relevant development initiatives.

- Help managers strengthen their people-management skills and apply HR tools and practices effectively. Data, insights & HR processes - Analyze HR metrics and employee data to identify trends, risks and opportunities. - Turn people data into practical recommendations and actions for managers and the Talent team. - Maintain accurate employee records and relevant HR databases. - Support the implementation and adoption of HR policies, processes and initiatives across teams.

- Contribute to improving HR processes based on data, employee feedback and business needs. Manager enablement - Educate managers on HR processes, policies, employee lifecycle practices and available people-management tools. - Help managers interpret and use HR analytics to make better people decisions. - Identify gaps in managers’ HR knowledge and contribute to relevant learning initiatives. - Partner with Talent Business Partners and leaders to implement people solutions across teams.

- Communicate HR topics clearly, adapting the message and communication style to different audiences. WHAT MAKES YOU A GR8 FIT: Must-have - 2+ years of relevant experience as a Talent Partner, HR Manager, HR Generalist, HR Specialist or in a similar role. - Hands-on experience supporting the employee lifecycle, including onboarding, performance, development, engagement and offboarding. - Strong understanding of core HR processes and employee relations.

- Experience partnering with managers and supporting them through people-related decisions and challenging situations. - Strong communication and conflict-management skills, with the ability to handle sensitive conversations calmly and fairly. - Comfortable working with HR data and metrics, identifying trends and turning insights into practical actions. - Strong ownership and prioritization skills — you can manage multiple people-related topics while keeping the important ones moving.

Nice-to-have - Experience working in a fast-paced technology or international environment. - Experience designing or improving employee engagement initiatives. - Experience working with HRIS, people analytics or other HR technology. - Experience supporting managers with leadership or people-management development. - Experience contributing to the creation or improvement of HR policies and processes. WHY YOU’LL LOVE WORKING HERE: Benefits Cafeteria — annual budget you allocate to: Sports • Medical • Mental health • Home office • Languages.

Work-life & support - Paid maternity/paternity leave + monthly childcare allowance. - 20+ vacation days, unlimited sick leave, emergency time off. - Remote-first + tech support + coworking compensation. - Team events (online/offline/offsite). - Learning culture with internal courses + growth programs. OUR CULTURE & CORE VALUES: GR8_TECH culture is how we win — through trust, ownership, and a growth mindset. We move fast, stay curious, and keep it real, with open feedback, room to experiment, and a team that’s got your back.

FUELLED BY TRUST: we’re open, honest, and have each other’s backs. OWN YOUR GAME: we take initiative and own what we do. ACCELER8: we move fast, focus smart, and keep it simple. CHALLENGE ACCEPTED: we grow through challenges and stay curious. BULLETPROOF: we’re resilient, ready, and always have a plan.

Source listing: ashby_gr8-tech