Human Resource Business Partner

At First Quantum, we free the talent of our people by taking a very different approach which is underpinned by a very different, very definite culture – the “First Quantum Way”.

Working with us is not like working anywhere else, which is why we recruit people who will take a bolder, smarter approach to spot opportunities, solve problems and deliver results.

Our culture is all about encouraging you to think independently and to challenge convention to deliver the best result. That’s how we continue to achieve extraordinary things in extraordinary locations.

Job description:

Purpose

To provide end to end HR consultancy service to the designated departmental clients and creating solutions that drive / impact change.

The position exists to support and guide, line managers in executing HR-related activities, ensuring adherence to best practices and principles. This role helps the mine achieve excellence through its people.

Key Responsibilities

• Execute strategic objectives as outlined by the HR Manager and clearly communicate key focus areas to line managers.
• Support line managers in developing organizational structures, ensuring compliance with KMP standards.
• Implement people change enablement plans for major changes within the area, including effective communication with employees, line managers, and trade union representatives. Provide input into these plans when requested.
• Participate in process improvement initiatives within the business unit or HR, offering insights on the people impact of anticipated changes.
• Maintain updated organizational charts on the HR shared drive and Mine HRIS for respective departments, ensuring changes are accurately captured by the Rewards & Benefits team.
• Track and monitor outstanding issues within assigned departments through a weekly tracker, ensuring timely closure of action points.
• Collect and provide key HR metrics from assigned departments to HR Operations for inclusion in management reports.
• Engage continuously with staff in assigned departments to promptly and effectively resolve emerging concerns.

Outputs to deliver this accountability:

• Conduct periodic snap checks and quality reviews of performance assessments to ensure all staff have performance plans in place, and provide feedback to line managers on improvement opportunities.
• Participate in selected performance review discussions upon request from line managers.
• Serve as the first point of contact for employee grievances, liaising with line managers and maintaining a departmental tracker for all grievance cases.
• Advise line managers on discipline, capability, and grievance processes, monitoring adherence and engaging the ER team for complex cases.
• Act as a scribe during disciplinary hearings, ensuring accurate and timely preparation of minutes.
• Ensure all managers in assigned departments are trained in disciplinary and grievance procedures.
• Maintain a tracker for employee survey action plans within assigned departments and collaborate with the ER team to ensure timely closure.
• Collaborate with line managers to develop career management plans for identified roles and assist in explaining plan details to relevant employees.
• Maintain a tracker for all employees on Performance Improvement Plans (PIP) and share updates with the Resourcing and Talent Management team. Develop annual succession plans with line management and ensure timely updates when staff changes occur.
• Proactively communicate the mine’s wellness offerings to employees and line managers by sharing information from the wellness team and encouraging utilization of available services.
• Review absence data quarterly for the supported business area, highlight potential concerns to line managers, and develop and implement action plans where necessary.

Outputs to deliver this accountability:

• 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 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.

Monitoring employee exits

• Assess contract expirations by engaging line managers on the need for continued use of contract staff or conversion to permanent roles. Notify the HR Manager of contracts expiring in the following month for approval.
• Process resignations by receiving letters accepted by line managers and confirming acceptance with Heads of Department.
• Ensure completion of exit formalities, including conducting exit interviews. Analyse reasons for leaving and recommend follow-up actions to retain critical talent. Ensure exit interviews are conducted for all key roles.
• Communicate reassignments to affected employees during restructuring, in collaboration with line managers. Address employee concerns promptly and escalate unresolved major issues to the Employee Relations team when necessary.

Qualifications

• Full Grade 12 Certificate
• Degree in Human Resource Management or equivalent.

Experience

• At least 5 years formal work experience
• At least 3 years in Human Resource Operations or Generalist.
• Demonstrated knowledge of local labour laws and HR Regulations, policies and procedures.
• Member of ZIHRM.

Behavioral Traits

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

Operational Requirements

• Negotiation and influencing at managerial level
• Excellent Communication skills
• Analytical skills
• Business management acumen
• Computer Literacy
• Facilitation
• Change management
• Talent Management
• Planning
• Reporting and report generation.

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