Job Vacancies at Bet9ja

JOB DESCRIPTION

• The Customer Experience Lead is responsible for designing, managing, and optimizing the end-to-end customer journey across all Bet9ja touchpoints, including retail shops, digital platforms, and brand activations.
• This role ensures that every customer interaction with the brand is consistent, engaging, and commercially effective, translating marketing strategy into seamless on-ground and digital experiences that drive acquisition, retention, and loyalty.
• The role serves as the execution engine for customer experience within Marketing, bridging strategy, operations, and delivery across channels
• Customer Journey Design & Optimization
• Map and continuously improve the end-to-end customer journey across:
• Retail shops
• Online platforms (in collaboration with Digital/Product teams)
• Campaign and event environments
• Identify friction points and implement solutions to improve:
  • Acquisition
  • Engagement
  • Retention
• Establish and maintain CX standards and guidelines
• Campaign & Activation Experience Delivery
• Lead the execution of customer-facing campaigns across all channels:
• Retail activations
• Online-to-offline campaign integrations
• Product launches and promotions
• Ensure all campaigns deliver a seamless and unified customer experience
• Drive consistency between: What is advertised and What is experienced by the customer

Retail Experience Oversight

• Ensure retail shops deliver a consistent and engaging customer experience
• Oversee: In-shop branding and visibility, Customer engagement activities, Campaign execution at shop level
• Work closely with Retail Operations and Agents to maintain execution standards

Digital Experience Collaboration

• Partner with Digital/Product teams to ensure: Marketing campaigns translate effectively online, Customer journeys align across retail and digital platforms
• Provide customer insights to improve: App/website experience, Campaign landing journeys
• Support adoption of digital products

Vendor & Agency Management

• Manage experiential agencies, vendors, and partners delivering customer-facing initiatives
• Ensure delivery is: On time, On brand, Within budget
• Oversee briefing, execution, and performance evaluation
• Customer Engagement & VIP Experience
• Support the design and execution of VIP customer experiences across: Retail, Events, Exclusive engagements
• Identify opportunities to elevate high-value customer journeys
• Work with internal teams to enhance loyalty and retention initiatives
• Insights, Reporting & Continuous Improvement
• Track and analyse customer experience performance metrics: Engagement levels,
• Campaign participation, Footfall and activity trends
• Deliver post-campaign reports with actionable insights
• Use data to refine and improve future experiences

Cross-Functional Alignment

• Work closely with: Marketing (Brand, Digital, PR), Retail Operations, Customer
• Service, Finance & Procurement
• Ensure alignment between: Strategy, Approvals, Execution
• Maintain speed to market while ensuring process compliance

PREFERRED SKILLS AND QUALIFICATIONS

• Bachelor’s degree in: Marketing, Business Administration, Communications Or any related field from a recognised higher institution is mandatory
• Master’s degree (MBA or Marketing-related), an added desirable advantage
• Certifications in Customer Experience (e.g., CX, Service Design, Brand Experience) -

Desirable

• Preferred Industry Experience from Betting/Gaming industry, FMCG (especially activations & field marketing), Telecommunications, Entertainment & Events, Retail chains or multi-location businesses
• Strong experience, customer experience, experiential marketing, or retail marketing
• Data & Reporting exposure, comfortable tracking and reporting around Campaign performance, Customer engagement metrics
• Able to turn insights into actionable improvements
• Experience with: Briefing, Quality control, Delivery timelines
• Ability to think in terms of: “What does the customer feel, see, and experience?”
• Customer-Centric thinking-
• Experience at improving customer engagement, Brand experience, Campaign participation
• Working to tight timelines
• Comfortable being in/on the field, not just behind a desk
• Stakeholder management with ability to influence and persuade toward a result/outcome
• Data-driven decision making
• Attention to detail and quality control
• Strong execution and project management
• On-Ground Execution Experience- Managed campaigns, activations, or events
• Experience executing across: Multiple locations,
• Multi-Channel Experience- Exposure to both: Physical environments (retail, events, activations) and Digital/customer journey touchpoints
• Vendor & Agency Management- Proven ability to manage: Agencies, Fabricators,
• Production vendors
• Strong execution and project management
• Attention to detail and quality control
• Ability to thrive in fast-paced

go to method of application »

JOB DESCRIPTION

• The Junior HR Business Partner (Junior HRBP) is a field-oriented role focused on providing essential operational HR support to retail outlets within a specific region. Reporting to the Regional HRBP, the postholder serves as the primary "on-the-ground" HR contact for Retail Managers and staff.
• This role balances high-visibility site visits with administrative excellence, ensuring that the employee lifecycle is managed effectively, policies are adhered to, and people data is accurately maintained to drive retail performance.

Regional Presence & Frontline Advisory

• Devote approximately 70% of time to visiting retail outlets, providing a visible HR presence and gathering real-time workforce insights.
• Act as the initial point of contact for retail staff regarding HR policies, HMO benefits, and workplace issues.
• Build strong working relationships with Area Managers and Outlet Management to support day-to-day operations.
• Provide first-level advice on employment terms, conditions, and company procedures, escalating complex or high-risk cases to the Regional HRBP.

Employee Lifecycle Management

• Support end-to-end recruitment for the region, including candidate sourcing, shortlisting, and interview coordination.
• Coordinate the regional and other induction process for new hires to ensure a seamless entry into the business.
• Manage the administration of employment letters, probation confirmations, transfers, promotions, and exit processes.
• Prepare warnings, confirmation letters, and other formal employee correspondence in line with company standards.

Employee Relations & Engagement

• Assist in coordinating disciplinary and grievance processes, including investigations, hearings, and the maintenance of comprehensive case documentation.
• Support the prompt resolution of retail-level conflicts in accordance with labor laws and company policy.
• Help coordinate regional "Employee of the Month" programs and other morale-boosting activities to drive a positive culture.

Performance Management & Training

• Monitor probation periods and track performance documentation, ensuring that retail teams consistently meet operational standards.
• Provide administrative support for Performance Improvement Plans (PIPs) and identify performance gaps for the Regional HRBP.
• Support the delivery of mandatory and LMS-based training sessions; track participation and completion rates across outlets.

Data Integrity, HRIS & Reporting

• Maintain up-to-date employee records in the HRIS and ensure personnel files are accurate and audit-ready.
• Prepare and submit weekly activity reports to the Head of HR and Regional HRBP, covering outlet visits, headcount, and turnover stats.
• Collate and submit all regional payroll changes (new hires, leavers, and benefit enrollments) to the Head Office team accurately and on time.

HR Projects & Process Adherence

• Assist the HR team in the rollout of new HR initiatives, policy changes, and organizational restructuring (e.g., new outlet openings).
• Ensure strict adherence to HR processes and maintain a high level of confidentiality regarding all sensitive business and employee information.

PREFERRED SKILLS AND QUALIFICATIONS

• A minimum of BSC / HND from a reputable accredited University - Ideally your degree will have included HR modules
• An experienced HR Assistant is an advantage
• A keen interest in developing HR career is important
• Must have completed NYSC and good HR experience to date.
• Professionally qualified to a related HR body or studying towards one
• Good and clear communication and written skills in English language
• Good numeracy and literacy skills
• Good working knowledge of MS Office skills (to include Word, Excel, and PowerPoint)
• Ability to priorities workload and manage conflicting priorities.
• Ability to maintain confidentiality, empathy and be always discreet.
• Good administrative and organizational skills
• An interest in working with people.
• The ability to work as part of a team and alone as applicable. nowledge of Labour Law and trends
• Willingness to undertake visits to the retail outlets and engage with the retail management.
• The ability to work accurately, with good diligence.

go to method of application »

JOB DESCRIPTION

• The HR Business Partner serves as a strategic and operational partner to the Retail business at a regional level. The role provides expert guidance, ensures compliance with labour legislation and company policies, and aligns people’s initiatives with the overall Retail and business objectives.
• The postholder will act as the primary people contact for Retail Management across regions driving performance, employee engagement, talent management, and workforce effectiveness while ensuring seamless people service delivery.

Regional HR Advisory & Partnership

• Partner with Area Managers and Shop Managers to shape and deliver the regional people plan aligned to business goals.
• Conduct regular regional visits (minimum three per week) to provide first-line HR advice.
• Act as the trusted regional Adviser on culture, leadership, change management initiatives and the point of contact for all workforce matters.
• Provide practical, business-focused people solutions to retail managers, Area Managers etc.
• Approximately 70% of the role requires regular regional visits to retail outlets to provide visible, hands-on HR support
• Ensure retail employee relations matters are addressed promptly and in line with policy

Learning and Development

• Undertaking corporate inductions and other internal training/workshops for new starters and employees ensuring they are undertaken in line with the corporate HQ directives.
• Oversee and report on training activities conducted on employees in assigned region.
• To support the Head of People & Culture and Senior HRBP on organizational change initiatives.
• Identify training needs within the retail arm of the business and support the design and rollout of appropriate learning solutions. Coaching
• Coaching and providing practical People advice to Retail management (i.e. from Area manager to Payout Officer) on issues affecting the engagement and performance of their

Performance Management

• To oversee and manage the end-to-end company’s EOY Performance Appraisal project for assigned region.
• Partner with Retail Leadership to identify and support high-potential talent.
• Provide coaching and guidance to managers to achieve performance standards.
• Support succession planning, transfers, and promotions within the region.
• HR Administration & HRIS
• Ensuring the end-of-the-end needs of an employee’s conditions of employment requirements are provided and up to date.
• Responsible for the monthly Administration of Pension (companywide) and resolving all queries to this effect.
• Responsible for the monthly Retail Payroll Administration and resolving all queries that might emerge
• To support the Senior HRBP in the preparation of companywide monthly Payroll.
• Provide all relevant employee related updates that might impact payroll, ensuring the payroll is updated to this effect.
• Be the main point of contact for retail management, overseeing all workforce queries in areas such as employment entitlements, benefits, conduct, payroll, grievances, training, medical, career development, promotion etc.
• To prepare weekly and monthly reports for assigned areas and feed into key business reports (headcount, turnover, absenteeism) for the Retail aspect of the business.
• Updating and maintaining the HR Information system and compilingdata for delegated report
• Compilation of employee trend analysis and interpreting this to the HPC effectively
• To ensure the regional leavers are appropriately processed within the corporate HQ directives.

Learning & Development

• Drive succession planning and talent reviews, identifying high‑potential colleagues and development needs.
• Support leadership development through coaching, training delivery, and targeted interventions.
• Ensure consistent onboarding and development experiences across the regions.

Talent Acquisition & Workforce Planning

• Forecast staffing needs and partner with retail leadership to maintain optimal
• Oversee end‑to‑end recruitment for retail outlet roles, ensuring strong talent pipelines and reducing time‑to‑hire.
• Build external talent networks and strengthen employer brand within local communities.
• Train hiring managers in interviewing, selection, and inclusive hiring practices.
• Collaborate with the corporate HQ to provide and implement retention strategies and workforce planning support.
• Oversee onboarding processes in line with corporate HQ directives.
• Advice on workforce redeployment and restructuring initiatives (transfers, shop closure and promotions as applicable)

Employee Relations

• Lead and manage employee relations casework for the region, including investigations. Disciplinary matters, capability & grievance
• Represent HR in formal disciplinary and grievance hearings.
• Ensure disciplinary and grievance processes are fair, transparent, and compliant.
• Provide guidance on absence management, maternity leave, medical cases, HMO services, and return-to-work processes.
• Maintain strict confidentiality in handling sensitive HR matters.

Data, Insights & Reporting

• Analyze HR metrics such as turnover, absence, recruitment performance, and engagement scores to identify trends within the region and feed the information into wider HR reports.
• Present insights and recommendations to regional leadership.
• Use data to drive proactive interventions and continuous improvement. Employee Engagement and Initiatives
• Lead engagement initiatives across the region, using survey insights and employee feedback to identify and drive action plans.
• Facilitate regional recognition programmes, and culture‑building activities that reinforce company values.
• Support the retail management in building inclusive, motivated, high‑performing teams.
• Track engagement metrics and partner with leaders to address hotspots and celebrate improvements.

HR Projects & Change Delivery

• Lead or support HR projects and initiatives such as policy rollouts, organisational changes, retail openings/closures, and culture programmes.
• Ensure effective communication is adopted across all sites from the HR desk.

Governance & Compliance

• Ensure adherence to company HR policies, employment law, and best practice.
• Act as custodian of the Employee Handbook within the region.
• Promote organizational culture and values consistently across retail outlets.
• Contribute to continuous improvement of HR processes and service delivery.

PREFERRED SKILLS AND QUALIFICATIONS

• An experienced an HR generalist is essential
• Bachelor’s degree in human resources, Business Administration, or related field
• Member of a recognized HRM chartered body (CIPM, PHRi or equivalent) or working towards it will be an added advantage.
• Data analysis and reporting capability
• Working knowledge of Nigeria Labor law and best practice
• Strong understanding of HR Policies and Practices and experience of how to implement them effectively.
• Good collaborator and willingness to contribute and share knowledge.
• Motivated to introduce and influence innovative ideas and approaches to the Retail teams
• to meet challenges and changes in business needs.
• Strong interpersonal and communications skills with the ability to positively influence people at all levels of the business.
• Ability to partner, coach and support managers in engaging and motivating their teams.
• Proficient in the use of IT tools and packages, inclusive of Microsoft office Suites, Teams, SharePoint and Outlook.
• Good knowledge writing skills with the experience of report writing.
• Working knowledge of using HRIS e.g SAGE 300 people.
• Ability to prioritize and multitask.
• Ability to travel is essential

go to method of application »

JOB DESCRIPTION

• This role will work alongside the HHR and culture to bridge the gap between organizational strategy and workforce capability.
• The role is a significant Pillar to the HR function in terms of people and learning.
• This role as an experienced HRBP will be responsible for the end-to-end lifecycle of employee growth, managing the digital learning platform (LMS), and evolving the performance culture of the company which underpins behaviours and our core values. *Bet9ja continued to drive learning and upskilling of the workforce, and this reflect growth, excellence and digital movement.

Learning & Development

• Conduct organizational-wide "Gap Analysis" to identify what skills are missing and proactive outline a methodology to fill the gaps aligned to ROI.
• Develop an annual L&D roadmap aligned with business KPIs.
• Design and deliver as applicable internal learning workshops and curate high-quality external content.
• Move learning across bet9ja from just "attendance" metrics to measure how training actually improves job performance ( ROI).

LMS Administration

• Serve as the Primary Administrator for the Learning Management System.
• Organize digital libraries, ensuring curated content is updated and engaging, driving learning and upskilling.
• Ensure that the online company wide induction process is updated and in line with current trends.
• All mandatory/ regulatory courses are updated and mapped out across the business within the first quarter of the yearly circle.
• Build automated dashboards for leadership to track compliance and elective learning trends and reporting purposes.
• Performance Management Framework
• Oversee the bi-annual and annual review process.
• Provide annual training and coaching sessions on the framework, annual outcomes, giving feedback and areas of gap.
• Monitor Performance Improvement Plans that in line with other HRBP and line managers.
• Identify "High Potential" (HiPo) employees and build pathways for their promotion and possible succession planning, in line with the career growth and succession plan initiatives.

PREFERRED SKILLS AND QUALIFICATIONS

• First degree in Human Resources, Business Administration, or related field.
• Relevant HR and training experience, minimum at supervisory level.
• Relevant and related recognised professional HR and or Learning Certifications (Preferred)
• Strong knowledge of L&D frameworks and performance management systems.
• Proficiency in HRIS and LMS platforms.
• Excellent communication, facilitation, and presentation skills.
• Analytical mindset with ability to interpret HR data.
• Proven track record in managing training programs and performance cycles.
• Experience in implementing or managing LMS platforms.
• Strategic thinker with hands-on execution ability.High integrity and professionalism.
• Strong interpersonal skills,ability to influence stakeholders.
• Adaptable and proactive in problem-solving.

go to method of application »

JOB DESCRIPTION

• The HR Business Partner (HRBP) provides essential operational and advisory support to assigned business units, ensuring the seamless delivery of the people agenda. Working under the guidance of the Senior HRBP, this role focuses on the day-to-day execution of the employee lifecycle, from recruitment and onboarding to performance management and employee relations. The HRBP acts as a primary point of contact for line managers, delivering practical HR solutions that drive engagement and operational efficiency while ensuring data integrity and compliance.

HR Operations & Advisory Support

• Provide day-to-day guidance to line managers on HR policies, procedures, and basic labor law compliance.
• Support the Senior HRBP in translating broader people strategies into departmental actions.
• Ensure all people-related activities within assigned units adhere to employment legislation and internal governance.
• Act as a liaison between the business and HR Centers of Excellence (L&D, Recruitment, Reward) to ensure timely service.

Talent Acquisition & Onboarding

• Coordinate end-to-end recruitment for junior to mid-level roles, including job postings, screening, and interview scheduling.
• Assist in maintaining talent networks and promoting the employer brand within the local community.
• Facilitate the corporate induction process and ensure all new starters have a high-quality onboarding experience in line with business standards as an employer of choice.
• Execute administrative tasks related to transfers, promotions, and staffing level adjustments.

Employee Relations & Engagement

• Act as the first line of support for employee queries regarding attendance, conduct, and grievances, performance etc.
• Prepare, undertake and support in formal disciplinary and grievance meetings by preparing documentation and taking minutes.
• Monitor absence trends and provide guidance on maternity/paternity leave, HMO processes, and return-to-work protocols.
• Help coordinate culture-building activities and assist managers in implementing engagement action plans.

Performance & Talent Management

• Support the administration of the Annual Performance Appraisal (EOY) process for assigned areas.
• Assist line managers in tracking KPIs and OKRs to ensure performance standards are met.
• Help identify high-potential employees and maintain data related to succession planning and internal talent pools.

Reward, Payroll & Pension Administration

• Support the SHRBP and other Regional HRBPs in the processing of HR and Retail payroll, ensuring
• 100% accuracy and compliance before following reviews by the Senior HRBP and the Head of Department.
• Lead the day-to-day administration of the company-wide pension scheme, serving as the main contact for provider queries.
• Work alongside the assigned HRBP in processing the monthly pension administration ensuring it aligns with payroll.
• Maintain rigorous records for all payroll changes, including new hires, leavers, and benefit adjustments.

Learning & Development (L&D)

• Assist in identifying local training needs and scheduling workshops or e-learning modules.
• Help deliver standard internal training sessions and corporate workshops as directed by the Senior HRBP or HPOC.
• Data Management, HRIS & Reporting
• Regularly update and maintain the HR Information System (HRIS) to ensure 100% data accuracy and integrity.
• Generate monthly and quarterly reports on key metrics such as turnover, headcount, and training completion as and when required.
• Support the Senior HRBP in compiling trend analysis data to inform people-related decisionmaking.
• Provide departmental support in terms of unlocking and training on the ESS Portal for employees.

HR Projects & Continuous Improvement

• Identify opportunities to streamline HR administrative tasks and improve the employee experience.
• Contribute to departmental projects such as policy updates, system enhancements, and wellbeing initiatives.

PREFERRED SKILLS AND QUALIFICATIONS

• Experienced HR Advisor/ BP with sound generalist experience is essential
• Bachelor’s degree in human resources, Business Administration, or related field
• Member of a recognized HRM chartered body (CIPM, SPHRi or equivalent) or working towards it will be an added advantage.
• Ability to balance strategic thinking with hands‑on operational delivery.
• Comfortably working with HR data, metrics, and reporting tools.
• Working knowledge of Nigeria Labor law and best practice
• Strong understanding of HR Policies and Practices and experience of how to implement them effectively.
• Good collaborator and willingness to contribute and share knowledge.
• Motivated to introduce and influence innovative ideas that address challenges and changes inbusiness needs.
•  Strong interpersonal and communications skills with the ability to positively influence people at all levels of the business.
• Ability to partner, coach and support managers in engaging and motivating their teams.
• Proficient in the use of IT tools and packages, inclusive of Microsoft office Suites, Teams, SharePoint and Outlook.
• Good writing skills with the experience of report writing
• Working knowledge of using HRIS e.g SAGE 300 people.
• Ability to prioritize and multitask.
• Ability to travel is essential.
• Adaptable and dynamic
• Collaborative mindset with a continuous improvement approach coupled with the ability to ask for help, coach junior staff and still stand alone as applicable.
• Good working knowledge of confidentiality, data protection and cyber security business requirements