Head, Human Capital ManagementEta Zuma Mining and Industries

• The Head, Human Capital Management will provide overall leadership to the human resource management.
• She/he will manage and coordinate organization-wide efforts to ensure that performance management (PM) and quality improvement (QI) programs are developed and managed using a data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives.
• This position will also conduct full life cycle recruitment in sourcing the best talent as well as maintaining effective programs for retention, promotion and succession planning.

Key Responsibilities

• Identification of and implementation of appropriate internal and external training opportunities for all cadres of staff;
• Working with Program Directors to anticipate project staffing requirements and planning staff placements to satisfy both employee professional development needs and project needs;

Performance Management:

• Review of current staff performance evaluation framework for appropriateness for different cadres of staff and, if needed, revision as appropriate;
• Creating a standardized system of team management tools and processes for the company’s program and operations teams, such as standardized and enforced templates for team and individual staff objectives;
• Working with Unit Managers, Program Managers and Program Directors to ensure timely and objective performance evaluations for every staff;
• Ensuring and tracking follow-through of review recommendations for all staff;
• Flagging and ensuring key professional development actions when due, such as promotions, internal or external training, probation or disciplinary actions

Employee Retention:
Designing and executing management strategies aimed at increasing staff retention and minimizing middle management turnover, including but not limited to:

• Establishing and implementing a system to systematically gauge the pulse of employees at every level to identify and address any employee satisfaction issues (e.g., team barometers);
• Periodic systematic reviews of company’s remuneration and benefits packages for competitiveness and appropriateness, and administration of all employee benefits;
• Working with all of the Executive Management Team to ensure consistent role modeling and frequent messaging of the organizational culture, values and objectives;
• Institution and management of appropriate inclusive, gender-sensitive and family-friendly organizational culture and lifestyle enhancing initiatives, such as flex-schedule, flex-travel, work-from-home, office happy hours and other social/team building events;
• Strengthening organizational value proposition to all cadres or employees and building a ‘great place to work’ brand for the company.

Employee exit / Off-boarding:

• Proactively managing employee exit from the company to enhance organizational image and learning
• Working with Knowledge Management and Learning (KML) to conduct detailed exit interviews for all departing staff
• Maintaining a comprehensive and up to date database of alumni including contact information; and organizing of periodic alumni engagement initiatives.

Talent / HRM data management for SMT decision support:

• Establishment and maintenance of a comprehensive electronic talent / HR database, to include a wide array of relevant records on staff such as up-to-date personal records, demographics, tenure, academic and on-the- job training, performance, project experience, etc.;
• Regular analysis and presentation of talent/HR data to support EMT decision-making and organizational planning, and incorporation of relevant electronic dashboards/summaries into ERP.

Requirements
Core requirements:

• Compelling evidence of interest in and commitment to the mission of the company
• Commitment to helping build the organization for a minimum of two years in the role;
• Demonstrated strong strategic thinking, problem-solving and thought leadership abilities;
• Advanced computer usage skills with proficiency in Microsoft® Word, Excel, and PowerPoint;
• Experience with Human Resources Information Systems (HRIS) and Enterprise Resource Planning (ERP) platforms;
• Ability to lead others in assuring existing or new, upcoming communication tools and media channels are fully leveraged to ensure proper communication;
• Ability to rewrite or edit complex communications products for purposeful structure, clarity of ideas, and the logical persuasive presentation of content

Education and Experience

• Academic training: Minimum of Master's Degree in Management, Human Resource Management, Organizational Psychology, Business or a similarly relevant field;
• Professional credentialing: Appropriate national and international professional qualifications in human resource management;
• Experience: Minimum of 10 years progressive experience in varied aspects of human resource or talent management in verifiable and reputable establishments (e.g., employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development). Experience of delivering organizational efficiencies. Exceptional research, writing, editing, verbal and interpersonal communication skills; some of the recent experience must be at a senior or strategic level;
• Consulting experience: in strategy, corporate services, HR or organizational psychology in major consulting firm a major plus.