Michelle Moodley: Redefining HR Leadership in South Africa's Gaming Industry

In every corner of the world, there are women who rise, not because the path is clear, but because their spirit refuses to bow. These women, often shaped by storms rather than sunshine, carry within them a quiet fire, resilience born of personal hardship.

Similar is the inspiring story of South African HR leader, Michelle Moddley. Having faced challenging life situations at an early age, Michelle’s journey led her to challenge deeply rooted norms and overcome boundaries, geographical, societal & emotional.

Orphaned at the age of 15, Michelle was forced to mature quickly. However, she was supported by a network of strong, inspirational women who modeled independence and courage. Their influence instilled in her a fearless mindset: that no boundary is too rigid and no goal is unattainable.

With a degree in Industrial Psychology, her professional path began in South Africa during an internship with the Sector Education Training Authority, where she was introduced to the practical workings of HR. Her passion for the operational and people-centered side of business led her to be certified by the South African Board for People Practices.

Michelle brings a unique blend of resilience, empathy, tenacity, and visionary thinking leading Betfred. She believes herself to be both a visionary and a servant leader, combining strategic thinking with deep commitment to people.

Inspired by Richard Branson’s philosophy - “Train people well enough so they can leave, treat them well enough so they don’t want to” - Michelle leads with a focus on employee empowerment, engagement, and retention.

Take us through your professional journey and key areas of specialization as an HR leader.

I began my career in HR during my industrial psychology internship, landing a manpower planning manager role at Sun City, a luxury resort in South Africa. I then transitioned into the retail space and currently I am in the gaming bookmaker space, which has been a fascinating shift.

Across all industries, my core passion has remained the same: organizational development, focusing on building HR capacity, developing both internal talent and bringing in the right external talent to create a high-performing, engaged workforce. I also prioritize change management, culture alignment, diversity, and inclusion in the workplace.

I am passionate about performance management, developing systems for regular feedback, and aligning individual and team performance with business goals. I am also passionate about HR technology and data analytics, and their potential for quantifying HR information to communicate it effectively to businesses.

Always advocate for yourself. Be confident, speak up about your achievements, and actively seek opportunities. Take initiative, volunteer first, & don't focus on the reward. You are building your personal brand, & that matters more than any immediate gain

Introduce us to Betfred. What key roles and responsibilities do you shoulder as the company’s HR Director.

Betfred is a global bookmaker and gambling company. It is a subsidiary of the UK based, Betfred Group and has recently entered the South African market.

Regardless of the industry, the role of an HR Director is critical and quite broad. My responsibilities cover strategic planning, ensuring HR strategies align with overall business goals, talent acquisition, and workforce planning.

Employee development, designing training programs, creating career growth opportunities, and ensuring strong succession plans are major focus areas in my role. Performance management is also key, which ensures that employees are recognized and rewarded fairly. Compensation and benefits are another big area for developing competitive packages that attract and retain talent, ensuring compliance. Employee relations and culture-building are equally important where people can be engaged and satisfied in their work environment.

What fundamentals do you follow for building a strong HR policy for modern organizations?

Building strong HR policies involves aligning HR strategy with the organization's mission, vision, and goals. Compliance is non-negotiable, and we need to stay up to date with laws and regulations, especially in South Africa, where diversity and inclusion are emphasized. Transparency is another key, and policies must be clear, accessible, and easy for employees to understand. They should support employee engagement and well-being, including mental health, work-life balance, and overall job satisfaction.

Performance management needs to be fair and consistent, and it should promote professional development and foster a learning culture. Workplace culture and ethics are also crucial, and policies should adapt to evolving technology and business needs. Strong feedback mechanisms are essential for employee rights.

What key business challenges do you encounter in your current role? How do you successfully navigate through these roadblocks?

As the HR Director at Betfred, I deal with a few key challenges, including talent acquisition and retention. The South African gaming and betting industry is a niche space with a small talent pool, where many players constantly compete for the same skilled professionals. I focus on building a strong employer brand, highlighting culture, career growth, benefits, offering competitive compensation, and fostering a positive work culture.

Another key challenge is regulatory compliance, where I work closely with the legal team, keeping our HR policies updated. We also run regular training to ensure compliance and reduce risks. I further emphasize employee engagement as it can be tough to keep morale high in a fast-paced, high-pressure environment.

We focus on keeping up with technology as HR tools are evolving fast, therefore, I encourage ongoing learning. I further prioritize diversity and inclusion in our industry, promoting inclusive recruitment, training programs, and open dialogue through employee resource groups. I also emphasize crisis management, including clear communication strategies and risk assessment.

How is the South African HR landscape evolving and which industry trends will create a significant impact going forward?

The South African HR landscape is constantly evolving and is undergoing significant changes, with a growing adoption of digital transformation and AI tools. This is aimed at streamlining recruitment, performance management, and decision-making processes. Companies are prioritizing diversity, inclusion, and equity, investing in training to build cultural awareness and sensitivity. Employee well-being is also a key focus, with flexible, personalized benefits.

Additionally, skill development is crucial, with collaboration between government, business, and educational institutions creating accessible and agile learning programs. Data-driven decision-making is also increasing, and sustainability is being aligned with HR policies. This shift towards a more integrated, employee-centric HR model is expected to attract and retain top talent.

Michelle Moodley, Human Resources Director, Betfred

Michelle Moodley, a Human Resources Director at Betfred South Africa, has a diverse background in various sectors, including hospitality and retail. She focuses on HR capabilities, fostering inclusive workplace cultures, and aligning HR strategies with business goals. Michelle is dedicated to talent acquisition, change management, performance management, and integrating HR technology and data analytics, making informed decisions, and communicating the impact of HR initiatives on overall business performance.