First Quantum Minerals

Global producer of copper and nickel

HR Business Partner

HR Generalist & Employee RelationsConfirmed live in the last 24 hours

Full-timeKalumbila, ZambiaNo salary listedIn-person

About the Job

Requirements

At least 5 years of formal work experience.
At least 3 years of experience in Human Resources in a project management or HR Support Department.
Demonstrated knowledge of local labour laws and HR regulations, policies, and procedures.
Membership in ZIHRM.
Negotiation and influencing at managerial level.
Communication skills.
Analytical skills.
Business management acumen.
Personal computer literacy.
Facilitation skills.
Change management.
Reward management.
Talent management.
Planning skills.
Report writing skills.
Detail orientation.
Problem-solving skills.
Relationship-building skills.
Customer service orientation.

Responsibilities

Provide end-to-end human resources consultancy services to designated departmental clients and create solutions that drive change.
Support and educate line managers in executing human resources activities and monitor their adherence to human resources best practices and principles.
Act as a principal point of contact and develop collaborative relationships that impact business outcomes.
Execute strategic objectives articulated by the Human Resources Manager and explain key focus areas to line managers.
Assist line managers in developing organizational structures and ensure adherence to KML organizational structures.
Execute people change-enablement plans, including communicating with employees, line managers, and trade union representatives, and provide input into plan development when requested.
Participate in business-unit or human-resources process-improvement projects to provide a people-impact perspective.
Update organizational charts on the human resources shared drive and Mine HRIS, and ensure changes are captured by the Rewards and Benefits Team.
Maintain a weekly tracker of outstanding departmental issues and ensure action points are closed.
Gather departmental metrics and supply the information to Human Resources Operations for management reports.
Engage with staff in assigned departments and resolve emerging concerns promptly and effectively.
Work with line managers to identify staff for promotion through the pay round or out-of-cycle process, finalize and submit the list to the Resourcing and Reward Team, and participate in promotion interviews.
Ensure line managers and employees understand the performance-review process and embed it in the business through coaching sessions with the training department.
Sample-check and quality-check performance assessments, ensure staff have performance plans, and provide line managers feedback on improvement opportunities.
Participate in performance-review discussions when requested by line managers.
Serve as the first contact for employee grievances, liaise with line managers, and maintain a departmental grievance-case tracker.
Advise line managers on discipline, capability, and grievance processes, monitor adherence, and engage the Employee Relations team for complex cases.
Act as scribe at disciplinary hearings and ensure minutes are prepared.
Ensure managers in supported departments are trained in DC and G.
Maintain a tracker of departmental employee-survey action plans and work with the Employee Relations team to close them.
Work with the Employee Relations team to close employee-engagement actions.
Develop career-management plans for identified roles with line managers and explain the plans to relevant employees.
Track colleagues on performance improvement plans and share the tracker with the Resourcing and Talent Management Team.
Develop annual succession plans with line management and update them when staff changes occur.
Communicate the mine's wellness offering to employees and line managers, share information supplied by the wellness team, and encourage employees to use the services.
Review absence information quarterly, raise potential concerns with line managers, and develop and implement action plans where required.
Meet with line managers at least annually to advise on manpower planning.
Review applicants' curricula vitae, shortlist candidates with line managers, and participate in interviews with recruiting line managers.
Assist line managers in identifying vacancies and ensure unavailable positions are created in HRIS.
Assist line managers with recruitment authorization by ensuring hiring request forms are completed, headcount checks are performed, and requests for additional headcount are prepared.
Ensure recruitment and placement requisitions and role profiles are completed, signed off by department heads and the Human Resources Manager, and handed to the Resourcing team; quality-check new roles and ensure job evaluation is completed within set timelines.
Ensure acting-appointment notification forms are completed and approved by department heads and the Human Resources Manager, and that the Resourcing team prepares the appointment letter.
Educate line managers on the determined pay strategy during recruitment, obtain market data from the Reward team when requested, and interact with candidates during salary negotiations.
Notify the Resourcing team to prepare and issue standard-contract offers, escalate non-standard requests for Human Resources Manager approval, monitor departmental induction, participate in the induction rotation, and ensure line managers understand induction requirements and best practices.
Assist line managers annually in collating departmental training needs and review a sample of personal development plans to ensure employee needs are covered.
Monitor training-intervention effectiveness using training-team reports and discussions with line managers, and report findings to the Human Resources Manager.
Suggest changes to training approaches or vendors to the Human Resources Manager and training development team based on line-manager and employee feedback.
Work with the Training team to collect quarterly training-needs analyses from departments.
Communicate the specific pay strategy to line managers.
Educate line managers on reward tools, including pay-round guidelines and templates, and monitor correct use.
Communicate pay-round objectives and guidelines to line managers and employees, follow up on departmental data, validate pay-round increase and bonus recommendations when required, and facilitate consistency checks when requested by the Human Resources Manager.
Communicate applicable incentive schemes and obtain line-manager feedback on their effectiveness.
Communicate payroll policies, including cut-off dates, overtime rates, and claims processes, to new employees.
When fixed-term contracts expire, ask departments whether contract staff are still needed or whether roles should become permanent, and inform the Human Resources Manager of contracts expiring the following month for approval.
Receive resignation letters accepted by line managers and confirm with department heads whether they accept the resignations.
Ensure exit formalities and interviews are completed, analyze reasons for leaving, determine whether retention action is needed, and ensure exit interviews are conducted for key roles.
Communicate reassignments to affected employees with line managers during restructuring, address employee issues and concerns, and refer unresolved major issues to the Employee Relations team when required.

Desired Qualifications

A degree in Human Resource Management or equivalent.
Project management experience.
Business management experience.

Overall Job Purpose

To provide end to end HR consultancy service to the designated departmental clients and creating solutions that drive / impact change.
The position exists in order to provide support and educate line managers in the execution of HR-related activities and monitor line adherence to HR best practice and principles in order to help the mine achieve pre-eminence through its people.
To act as a principle point of contact and develop collaborative relationships that impact business outcomes.

Specific Job Responsibility

Managing the HR environment - 15 %

Execute strategic objectives as articulated by the HR Manager. Explaining key focus areas to line managers.
Assist line managers during the development of the organisation structures to ensure adherence to KML Organisational Structures.
Execute people change enablement plans for any major changes faced in the area including communicating with employees, line managers and trade union representatives. Provide input into the development of these plans when requested to do so.
Participate in process improvement projects initiated in the business unit or by HR on occasion to provide a view on the people impact of anticipated changes.
On a regular basis update the Org. Charts on the HR shared drive and Mine HRIS for the respective departments and ensure that changes are captured by Rewards & Benefits Team.
Maintain a weekly tracker of all outstanding issues in your respective departments and ensure closure of action points
To gather information on key metrics within assigned departments and ensure that information is supplied to HR Operations for use in management reports
To continuously engage with staff in assigned departments and to ensure resolution of emerging concerns promptly and effectively.

Outputs to deliver this accountability:

With the assistance of Line managers identify staff that require to be promoted either through Pay round or Out of Cycle (OOC). Finalise the list and submit to Resourcing and Reward Team. Participate in promotion interviews.
Ensure that the performance review process is understood by line managers and employees and embedded in the business by conducting coaching sessions together with the training department to provide the necessary training.
Snap Check and Quality check a sample of performance assessments on a periodic basis to ensure that all staff have Performance Plans in place and provide feedback to line managers on the potential for improvement.
Participate in selected performance review discussions on request from line managers.
Be the first contact for Grievances from employees and liaise with the Line Managers on Grievances. Maintain a Departmental tracker for all Grievance Cases.
Advise line managers on the requirements of the discipline, capability and grievance processes and monitor their adherence to it. Engage the ER team for complex cases.
Participate as a Scribe in Disciplinary Hearings and ensure that minutes are done.
Ensure that all Managers in your respective Departments are trained in DC & G.
Maintain a tracker for Employee Surveys action plans for your respective Departments. Work with the ER Team to ensure that these are closed.
Work with the ER Team to ensure closure of all employee engagement actions.
Develop career management plans for identified roles together with line managers. Assist with explaining the details of the plans to the relevant employees.
Maintain a tracker of all colleagues on PIP and share the same with Resourcing and Talent Management Team. Develop detailed annual succession plans together with line management and ensure that such plans are updated when staff changes occur.
Communicate the Mine's wellness offering to employees and line managers on a proactive basis by sharing benefits of information supplied from the wellness team and encouraging employees to use the services.
Review absence information for the supported business area on a quarterly basis and raise any potential red flags with the line managers in the area. Develop action plans and own their implementation where required.

Outputs to deliver this accountability:

Meet with Line managers on at least an annual basis to advise them on their manpower planning.
Review applicant CV's for advertised roles and shortlist together with line managers to interview. Participate in interviews with the recruiting line manager.
Assist line managers identify vacancies within your assigned departments and if position is not available ensure created on HRIS.
Assist line manager with the recruitment authorisation process by ensuring the complete the Hiring request form. Ensure headcount checks are done and assist with the preparation of requests for additional headcount.
For every recruitment and placement ensure that line managers complete requisition forms and role profiles to ensure that all required elements are captured and that new roles have different accountabilities. Ensure that these are signed off by the HODs and the HR Manager before handing over to the Resourcing team. Quality check new roles and ensure that job evaluation is completed within predetermined timelines.
Ensure notification forms for Acting appointments are completed and signed off by the HODs, have it signed off by HR Manager and ensure letter is done by the Resourcing team.
During the recruitment process, educate line manager on the determined pay strategy. On request, obtain market data for the roles from Reward team and interact with candidates during the salary negotiation process.
Issue notifications to the resourcing team to prepare and issue offers of employment for standard contracts. Escalate any non-standard requests to the HR Manager for approval. Monitor effectiveness of departmental induction and form part of the departmental induction rotation to ensure that new employees understand HR requirements in their new roles. Ensure that requirements and best practice for departmental induction is understood by line managers.

Supporting people development - 10 %

On an annual basis, assist line managers to collate training needs to their areas and check back against a sample of personal development plans as identified in the Performance Development discussion. Ensure that all employees' needs are covered.
Monitor effectiveness of training interventions by reviewing reports generated by the training team and from discussions with the line. Provide feedback to the HR Manager on findings.
Based on feedback from line managers and employees, suggest changes to training approaches or training vendors to the HR Manager and the training development team.
Work with the Training team to ensure collection of all quarterly TNA’s from the departments.

Entrenching the Mine's reward philosophy - 10 %

Communicate -specific pay strategy to line managers.
Educate line managers on the use of reward tools (e.g. payround guidelines and templates) and monitor the correct use of the tools.
Communicate payround objectives and guidelines to line managers and employees. Follow up on data submission from line and validate line manager payround increase and bonus recommendations when required to. Facilitate payround consistency checks on request from the HR Manager when required to.
Communicate -specific incentive schemes to relevant line managers and employees to ensure their understanding. Obtain feedback from line managers on the effectiveness of implemented schemes.
Communicate payroll policies (e.g. payroll cut-off dates, overtime rates, claims processes) to all new employees.

Monitoring employee exits - 5%

When fixed term contracts expire, question line on the requirement for the continued use of contract staff or whether the role is permanent. Inform the HR Manager of the contracts expiring the following month for approval to be sought.
Receive resignation letters accepted by line managers and confirm with the HODs whether they are accepting the resignation or not.
Ensure the Exit formalities are completed including the exit interviews. Analyse reasons for leaving and determine whether follow-up action is required to try and retain the individual. Ensure that exit interviews for all key roles are undertaken.
Communicate reassignment to affected employees together with line managers during restructure processes. Ensure that employee issues and concerns are addressed and refer unresolved major issues to the Employee Relations team when required.

Job Specific Competencies

Negotiation and influencing at managerial level
Communication skills
Analytical skills
Business management acumen
PC Literacy
Facilitation
Change management
Reward management
Talent Management
Planning
Report writing

Key Job Attributes

Detail Orientation
Problem Solving
Building relationships
Customer Service Orientation
Bold
Smart
Driven
Team Player

Experience required to perform in this job

Essential

At least 5 years formal work experience
At least 3 years in Human Resources in a project management or HR Support Department
Demonstrated knowledge of local labour laws and HR Regulations, policies and procedures.
Member of ZIHRM

Qualifications

Preferred

Project management
Business management experience
Degree in Human Resource Management or equivalent

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About the Company

First Quantum Minerals

Global producer of copper and nickel

First Quantum Minerals operates global copper and nickel mining projects, with gold and cobalt as byproducts. It runs a portfolio of mines and mineral processing plants across four continents, and it employs about 20,000 people. The company uses technical, project management, engineering, construction, and operations expertise to develop and run complex mines and processing facilities, including tailings reprocessing and large-scale operations like Cobre Panama. Its goal is to become one of the world’s top copper producers and to deliver sustained value to employees, investors, and the communities hosting its operations.

Company size: 10,001+
Company stage: IPO
Headquarters: Vancouver, Canada
Founded: 1983

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