SENIOR SITE HUMAN RESOURCES MANAGER (Senior HRBP)

The Role

Kurmuk Gold Mine (KGM) is seeking an experienced and strategically focused Senior HR Manager (Senior HRBP) to provide senior-level HR leadership and strategic people advice to the General Manager and Senior Management Team at Kurmuk Gold Mine. The Senior Site Human Resources Manager will provide strategic and operational HR leadership for KGM Operations, acting as a trusted advisor to the Site General Manager and Senior Management Team while ensuring that the company's people strategy, organisational capability and HR service delivery are aligned with the mine's business objectives and operational requirements.

The role will lead and oversee the effective delivery of the site HR function, ensuring that HR systems, processes, policies and specialist disciplines are effectively implemented and deliver measurable value to the business. The successful candidate will ideally have some experience in the traditional harder type industries such as mining, construction or manufacturing and will have a strong commercial mindset and understand the relationship between workforce decisions, productivity, labour cost and overall business performance. This is a key leadership position within KGM and will play an important role in supporting the mine's transition to full production, localisation objectives, workforce capability, employee relations and organisational effectiveness.

Key Responsibilities

1.Strategic site HR Leadership & Business Partnering

• Act as a trusted strategic advisor to the General Manager and Senior Management Team on people, organisational and workforce matters.
• Align the HR strategy with KGM's business strategy, operational plans and life-of-mine requirements.
• Partner with line management to identify and resolve strategic and operational people challenges.
• Provide commercially focused HR advice that balances employee needs with business performance, productivity and financial objectives.
• Anticipate people-related risks and identify decisions that may have downstream operational or financial impacts.
• Ensure that people costs are understood, effectively managed and aligned with business requirements and AISC (All in Sustainable Cost) considerations.
• Establish and continuously improve an effective HR operating model covering HR Business Partnering, Shared Services, Learning & Development, Employee Relations, Remuneration and Talent Management.

2.HR Operations & Workforce Planning

• Lead the development and implementation of a sustainable HR management plan aligned with KGM's business and life-of-mine strategy.
• Ensure HR structures, processes, systems and resources are fit for purpose and capable of supporting a growing mining operation.
• Develop and maintain an integrated workforce plan and labour budget.
• Monitor labour costs, workforce productivity and headcount against approved plans and budgets.
• Ensure HR practices and processes are standardised, documented and consistently applied.
• Continuously improve HR administrative processes to increase efficiency, accuracy and service delivery.
• Ensure the HR function provides meaningful management information, reporting and insights to support business decision-making.
• Ensure effective utilisation and optimisation of KGM's HR ERP system, including BambooHR.

3.Employee & Labour Relations

• Lead the development and implementation of a constructive and sustainable employee and labour relations framework.
• Ensure compliance with Ethiopian labour legislation and applicable Company policies and standards.
• Provide expert advice to management on employee relations, grievances, disciplinary matters and employee representative issues.
• Build constructive relationships with employee representatives and unions.
• Provide technical guidance on collective bargaining, wage negotiations and labour relations matters.
• Monitor changes in labour legislation, labour court decisions and other developments that may impact KGM.
• Support management in resolving disputes and maintaining a stable, productive working environment.

4.Learning, Development & Localisation

• Align Learning & Development initiatives with KGM's business strategy and workforce capability requirements.
• Drive localisation and the progressive development of Ethiopian employees.
• Establish and maintain effective succession planning, coaching, mentoring and career development programmes.
• Ensure an annual training and development plan is established and aligned with identified competency gaps and business priorities.
• Build a sustainable pipeline of future leaders and critical technical talent.
• Monitor skills development and localisation targets and provide appropriate management reporting.
• Develop the capability of the HR team through coaching, mentoring and structured development.

5.Talent & Organisational Development

• Drive effective talent management and workforce capability strategies.
• Support the identification, development and retention of high-potential employees.
• Develop succession plans for critical positions and ensure appropriate development actions are implemented.
• Support organisational design and workforce changes required to meet operational and strategic objectives.
• Promote a culture of accountability, performance, continuous learning and professional development.

6.Remuneration & Benefits

• Lead remuneration and benefits reviews to ensure KGM remains competitive and appropriately positioned within the market.
• Coordinate salary benchmarking and market surveys as required.
• Ensure internal salary equity and appropriate remuneration governance.
• Provide strategic advice on salary structures, compensation decisions and workforce cost implications.
• Identify and monitor HR-related financial risks and liabilities.

7.Policies, Procedures, Systems & Governance

• Develop, implement and maintain HR policies, procedures, systems and processes aligned with business requirements and applicable legislation.
• Ensure effective integration between HR systems, processes and specialist functions.
• Establish appropriate HR service levels, controls and management reporting.
• Monitor the effectiveness of HR practices and identify opportunities for continuous improvement.
• Ensure HR governance and documentation standards are consistently maintained.

8.Health, Safety & Employee Wellbeing

• Promote and maintain a strong safety culture within the HR function and across the workforce.
• Ensure HR processes support KGM's Safety, Health & Environment Management System.
• Identify and manage people-related safety, health and wellbeing risks.
• Ensure HR employees and service providers operate in accordance with applicable safety requirements.
• Support employee wellbeing initiatives and promote a healthy and productive workplace culture.
• Model behaviour consistent with KGM's Safety Vision and Values.

9.Financial & Commercial Management

• Manage the HR function within approved budgets and financial controls.
• Monitor monthly expenditure and investigate and manage variances.
• Drive cost optimisation and efficiency across HR services.
• Ensure HR procurement and service provider activities comply with Company standards.
• Understand and communicate the financial implications of workforce and HR decisions.

10.Leadership & Team Management

• Lead and develop the HR team to deliver high-quality, business-focused HR services.
• Establish clear objectives, accountabilities and performance expectations.
• Create an environment where employees can perform effectively and develop their capabilities.
• Provide coaching, guidance and constructive feedback to direct reports.
• Promote teamwork, collaboration, accountability and continuous improvement.
• Manage multiple HR workstreams and priorities within tight operational timelines.
• Build effective relationships across the Senior Management Team and wider KGM leadership structure.

Key Success Areas The successful Senior HR Business Partner will be expected to deliver measurable results in the following areas:

• Strategic HR alignment – HR strategy and resources aligned with KGM's business and operational objectives.
• Workforce optimisation – appropriate workforce structures, labour planning and cost control.
• Employee relations – stable, constructive and productive employee and labour relations.
• Localisation – accelerated development and progression of Ethiopian employees.
• Talent & succession – sustainable pipelines for critical and leadership positions.
• HR service delivery – efficient, responsive and professional HR systems and processes.
• Leadership capability – a high-performing and continuously developing HR team.
• Compliance – full compliance with Ethiopian labour legislation and KGM/Allied standards.
• Continuous improvement – measurable improvements in HR effectiveness, efficiency and business value.