Senior Site HR Manager

About This Role:

• To lead the Site level execution of people strategy in alignment to the overarching People and Site strategy, serve as a strategic partner to the Site Leadership Team (SLT), provide guidance and lead the Site People function.
• To manage, align and direct the People function to support the business goals on site, provide direction for regional implementation and adoption of processes and programs related to all site-related People services, including Organizational Effectiveness, Talent Management, Employee and Industrial Relations, Learning and Development, Performance Management and Site Services.
• To support the delivery of policies and programs, monitoring and development of Site-specific People procedures and practices, as well as guidance and interpretation to management and employees on People policies and procedures.
• Collaborate with health and safety to promote a culture of safety and ensure compliance with health and safety regulations and employee wellbeing agenda.

In This Role You Will:

Execution of People Strategy

• Lead activities of the People, Learning and Development and Site Services teams, to deliver site strategic and operations objectives.
• Advise and propose employee and industrial relations strategies that maximise employee engagement.
• Act in the capacity of business partner for Ahafo site functional leaders to improve leadership and management effectiveness.
• Retain oversight of broad People related issues and ensure that these are done in accordance with Site objectives set relating to operational excellence, health and safety and people.
• Lead and direct Site People Business Unit deliverables.
• Effectively manage and authorize budget usage within financial authority limits for the Department and support functions, in line with approved budget.

Recruitment, Selection and Termination

• Manage and ensure the operation is fully staffed through effective recruitment practices and effective collaboration with the Regional Recruitment model.
• Oversee regular audits, in conjunction with the Site Leadership team to enable the achievement of global inclusion and diversity targets.
• Manage, educate, and advise leaders on all terminations to uphold governance and alignment in terms of NGGL and legislative requirements.
• Manage Business Partner manpower planning to ensure alignment and compliance to People policies and processes, and Newmont standards and community commitments.
• Promote and incorporate the concept of Full Potential.

Industrial Relations

• Provide subject matter expertise and knowledge on Industrial Relations (IR) matters.  This includes advanced knowledge of employment laws and regulations.
• Oversee and ensure that Site IR practices are delivered professionally, and Unions are engaged and responded to in an appropriate manner.
• Recommend activities designed to promote and maintain high level of employee relations and engagement to the Site General Manager, Site Leadership Teams, and Regional People Teams.
• Foster a harmonious IR climate by providing a forum for employee grievances to be aired and resolved promptly.
• Develop a systematic approach to address employees’ issues and concerns as early as possible to mitigate the risk of poor performance and/or industrial relations issues.
• Confirm that the grievance resolution process is consistently understood, applied, and implemented by leaders / staff.

Learning and Development

• Plan and design the training policies, processes and programs required to meet the operational needs of the Site (i.e. cultural, language, basic work skills, equipment operation, skilled trades, computer application, effective selection process and trades apprenticeship program).
• Manage the development of curricula and support materials for all Site learning and development programs, by drawing on regional and global resources.
• Oversee the cost-effective delivery of competency-based training programs for site employees to develop the required skills.
• Oversee that complete recording and reporting policies and procedures are developed, implemented, and maintained, to meet both regional and Ghana Government requirements.
• Establish and maintain effective and cooperative relationships with relevant Ghana Government departments, institutions, and communities to ensure smooth implementation and operation of training programs.
• Manage consultants and supervise the work of various external companies, organizations and institutions contracted to the Site Learning and Development Department.
• Work in close consultation with project contractors to avail a steady supply of potential local employees in accordance with manpower plans.

People Tactical Administration

• Provide leadership to and manage the provision of key employee services at the Ahafo mine site.
• Develop the Site People Team to enable them to support the business, in collaboration with the Regional Office.
• Manage an effective Site People service delivery model and team of Contractors, in support of all operating and exploration locations.
• Implement and administer all People procedures collaboratively with other Regional People Managers and other HR Centres of Excellence (COEs – Talent Management, Organizational Effectiveness, HR Technology and Regional Industrial Relations).
• Work closely with the Operations and Site Leadership teams to ensure that well aligned and effective People services are delivered.
• Liaise with Regional People personnel to enable the effective implementation of regional, global programs and accompanying People philosophies for the Ahafo site.
• Assist the Ahafo Site General Manager and Department Managers with manpower planning, to include scheduling, appointment of new hires, promotion and transfer of existing employees.
• Develop and monitor the site People budget and take necessary corrective actions to ensure that activities are within the approved, specified budget parameters.
• Review budget forecast, examine spending trends and propose enhancements/adjustments to the budget, as required.

Site Services

• Provide leadership to and manage the provision of key employee services at the mine site.
• Effectively manage the business partner relationship and ensure high standards of safety performance are achieved. Key services to be managed include catering, camp management, light vehicles, and bussing.
• Manage site transportation, fleet and ad hoc requirements and ensure compliance with Light Vehicle Policy.
• Lead, control, motivate and supervise department resources and ensure departmental and organizational goals are met.
• Prepare budget forecast for the Site Services department.
• Manage, control and authorize costs within financial authority limits for the department and support functions in line with approved budget.
• Manage and administer all properties at site including offices, warehouses, operational buildings, and camp.
• Manage all contracted services on Site and ensure that they are delivered according to the scope of services and in compliance with company standards and safety procedures.
• Work with Supply Chain and ensure that required documentation is obtained from the business partners that provide services as part of the People function. These include but not limited to procedures, certificates of competency, licenses, permits, certificates of calibration or testing.
• Conduct regular monitoring, assessments, and review of business partner performance in the field and maintain relevant records.

Staff Supervision

• Manage the People team to enable timely and accurate provision of People services to all stakeholders.
• Manage Contractor relationships actively to ensure alignment and compliance to internal People policies and processes, Newmont standards and larger community commitments.
• Lead, control, motivate and supervise department resources and ensure departmental and organizational goals are met.
• Provide direct supervision to subordinates and attend to any query escalations.
• Supervise allocated staff by:
  • Prioritizing and allocating tasks / responsibilities.
  • Checking and controlling the quality of work outputs.
  • Providing on-the-job training, mentoring, coaching and guidance.
  • Performing the first level of performance appraisal.
  • Recommending further / relevant training courses and development actions.
  • Recommending salary increases or promotions for staff.
  • Disciplining poor performance or actions (first level of disciplinary).
  • Managing and approving the leave schedule and roster (first signature) and
  • Enhancing communication with staff through regular feedback, contact, meetings, and briefings, etc.

Your Training, Skills & Experience Checklist:

Formal Qualification (including Professional Registrations):

• Bachelors’ Degree in Human Resource Management / Social Sciences / Arts / Business Administration or related field.

Additional Knowledge:

• Professional Certification: Human Resource & People Management certification.
• Strong understanding of local cultural and community relations context.

Experience:

• Minimum of 12 – 15 years’ general HR experience, of which at least 10 years should be in a Managerial capacity with a large multinational organization.
• Strong experience negotiating and administrating labour contracts and labour relations, including experience as a Negotiator.
• Excellent leadership, communication, and interpersonal skills.
• Strong team building and employee development experience.
• Previous site-based HR experience in the mining industry, within a developing African country an advantage.
• Previous experience in Facilities and Contract Management is preferable.
• Proven ability to manage complex employee relations issues.
• Experience with HR technologies, strong analytical and problem-solving abilities.

Technical Skills:

• Advanced Human Capital Management skills.
• Advanced communication (written and verbal) and interpersonal skills.
• Advanced computer literacy skills - MS Office (Word, Excel, PowerPoint and Outlook).
• Advanced problem-solving skills.
• Advanced analytical skills.
• Advanced information monitoring and management skills.
• Advanced planning, organizing and prioritizing skills.
• Strong strategic decision-making skills.
• Strong performance management skills.
• Strong negotiation skills.
• Strong business continuity management skills.
• Strong change management skills.
• Strong coaching and mentoring skills.

Behavioural Attributes:

• Flexibility.
• Proactive and capable of shaping culture.
• Customer Focused.
• Confidential.
• Reliable.
• Independent.
• Safety conscious.
• Directive.
• Results driven.
• Resilient.
• Goal orientated.
• Applies integrity in all dealings.
• Attentive to detail.
• Transparent and Trustworthy.
  

Working Conditions

• The position is located at the Ahafo South mine site.
• The physical demands and work environment characteristics described here are representatives of those that must be met by an employee to successfully perform essential functions of this job.
• Incumbent is required at times to put in additional hours outside of core business hours to accommodate critical priorities and meeting times (i.e. fielding regional and global calls from different time zones).
  

We understand no candidate will meet every single desired qualification. If your experience looks a little different from what we’ve identified and you think you can bring value to the role, we’d love to learn more about you!

Our business success comes from the accomplishments and well-being of our employees and contractors. Our goal is to build a workplace culture that fosters leaders and allows every person to thrive, contribute, and grow. We are committed to selecting and developing our employees, and to establishing a work environment where everyone can take an active part in reaching our strategic goals while feeling a sense of pride in working at Newmont.

Newmont seeks to recruit, hire, place and promote qualified applicants, meaning applicants who meet the minimum requirements of the position, without regard to personal characteristics such as gender, race, nationality, ethnic, social and indigenous origin, religion or belief, disability, age or sexual orientation or any other characteristic protected by applicable law. As part of our diversity efforts. females are encouraged to apply.

NOTE: Newmont does not ask for or require job applicants to pay money to apply or be considered for employment with the Company. In addition, Newmont does not ask potential job candidates to provide sensitive personal data without first submitting a job application through our secure, online portal, and only as requested for legitimate business purposes.  If you are asked to provide money or sensitive personal data through any other means, do not respond and please report this immediately to it.sec@newmont.com.