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 decisio
