NGM - Senior HR Business Partner

JOB PURPOSE             

Senior human resources position that works as part of a team to provide strategic and tactical HR consultation for near-mine or in-mine facilities in compliance with company and regulatory requirements.  Performs activities to ensure integration of the company’s business strategy with people management practices. Performs more complex tasks without direct oversight.  May supervise subordinate human resources business partners. 

RESPONSIBILITIES   

Primary responsibilities and tasks:

• Ensure all programs, actions and approaches support the organization’s goals for safety and sustainability
• Act as a liaison between employer and employee to resolve employee and labor relations matters
• Effectively handle employee complaints and/or grievances and escalate these complaints when necessary
• Manage complex employee and labor relations issues to resolutions, conducting effective, thorough, and objective investigations related to workplace matters
• Consult with business leaders on findings and/or recommendations regarding employee and labor relations matters; coach managers and serve as a sounding board on people-related decisions; mitigate risks
• Provide timely and efficient responses to all day-to-day human resources queries from employees and managers
• Analyze trends and metrics in partnership with the operational divisions and other human resources support groups to develop solutions, programs, and policies
• Utilize key partners in HR (e.g., Total Rewards, Talent Acquisition, and Talent Management) to bring resolution to complex employee and talent related issues and ensure consistency in program framework and implementation in functional areas
• Provide direction and support to all levels of management, particularly in employee engagement, change management, and leadership
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Identifies training needs for departments and individual executive coaching needs
• Assist with contract/employment terms for new hires, promotions, and transfers
• Provide supervisors HRIS system update support (reassignments, promotions, work schedule changes, terminations etc.)
• Participate in various HR projects as business needs allow
• Carry out a range of research activities either to support others or to fulfill the requirements of the role
• Resolve queries from operations or others as applicable by providing information on complex processes and the related policies
• Follow the organization's HS&E policies, procedures, and mandatory instructions to identify and mitigate environmental risks and risks to the wellbeing of oneself and others in the workplace; instruct the team in safe working methods; identify instances of risky behaviors within the team and take appropriate action, escalating serious issues as appropriate 
• Ensure HS&E procedures are in place and followed by subordinates
• Define clear objectives and expectations of direct reports, evaluate performance, provide verbal and written feedback on career growth, and encourage innovative thinking and process improvement
• Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfill personal potential. Maintain an understanding of relevant technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media
• Collaborate in the Talent Management design content process
• Acquire internal Talent Management facilitation certification 
• Facilitate selected leadership trainings 
• Assist with Talent Management processes 
• Acquire Insights certification 
• Demonstrate understanding and ability to promote internal coaching 

QUALIFICATIONS

Education

• Bachelor’s degree in HR, IR, Psychology, Business, or a related field; PHR/SPHR Certification; or equivalent experience

Experience

• Minimum five (5) years’ broad-based Human Resources experience preferably as an HR Generalist, Business Partner or equivalent
• Strong understanding and application of major responsibilities, accountabilities, and organization of the Human Resources function and use and administration of the organization’s HR policies and strategies

CORE VALUES & COMPANY DNA

Zero Harm Workplace

Because our people are our greatest asset, safety is of paramount importance. It is inherent in every part of our business and is everyone’s responsibility to adhere to our safety standards. As a business, it is an integral requirement to not only ensure the safety of our employees, but also the communities in which we operate. We 
aim to mitigate known hazards and target a zero-harm workplace.

Responsible and Accountable

Act as owners, respect each other as peers and work as a team towards achieving our mission (One team, One Mission). Take initiative. Own up to mistakes and learn from them. Drive change. Lead by example and always look for ways to make things better.

Partnerships

We foster genuine partnerships and deliver on our commitments to partners. Earn trust and create transparency to build and enhance enduring partnerships between our employees, shareholders, stakeholders and with the countries and local communities in which we operate.

Build a Sustainable Legacy

We earn our social license by being a valued member of our host communities by creating economic activity. We manage the impact of our operations and strive to be the industry leader in safety, health, and environmental practices.

Results Driven

We are results-driven through agile decision-making and disciplined execution. Keep it simple and deliver fit-for-purpose solutions.

World-Class People

Attract and develop strong, world-class people who are informed and involved in the processes of the company. Who act with integrity and are tireless in their pursuit of excellence.

Be Honest, Transparent, and Act with Integrity

We communicate directly, honestly, and transparently. Create platforms to enable employees to feel free to voice their opinions. Act with integrity, always.