First Quantum
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:
Overall Job Purpose
This role is primarily responsible providing strategic thought leadership and strategic oversight to the development of pay, reward, benefits, HR systems and maintenance of all HR policies and Procedures aligned to both the needs of the company and the Group HR Strategy framework.
Through strong and professional thought leadership, provide;
- Strategic oversight to the development of pay, reward and benefits strategies
- Strategic oversight into the Introduction and maintenance of a new HR system and the provision of HR data to support Business Partners.
- The management of the Reward and Benefits Centre of Excellence team.
Specific Job Responsibilities
Strategic Planning:
- Partners the HR Manager in developing a HR business aligned reward strategy
- Responsible for ensuring the delivery of the Operations and Reward annual performance contract
- Develop and implement HR operational and reward strategies and initiatives aligned with the overall business strategy
- Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
- Develop actionable, proactive metrics that drive forecasting capabilities and strategic objectives
Compensation and Benefits:
- Manage salary survey participation by reviewing data, review company jobs to survey jobs as well as response to survey questions to ensure completeness before submission deadlines.
- Design and Develop the annual Merit and Incentive (Bonus) planning process by providing and analyzing market data, Review salary bands, HRIS Systems, Review job documentations, and enabling management to make informed pay decisions.
- Performing benchmarking analysis of new and existing jobs using salary survey data and compare with internal jobs before assigning job grades and salary ranges.
- Reviewing of proposed salary offers and adjustments by providing compensation analytical support and evaluating compliance to established guidelines, policies, and practices.
- Develop Models, statistical analysis and costing of base & incentive programs.
HR Payroll & Transactions:
- Supporting the company management and processing of payroll by maintaining data on employees and positions, supports personnel actions and decisions, captures time and attendance information, and performs leave and payroll computations (including tax & retirement contributions).
- Review the collating, compilation and processing of adhoc staff payments such as bonus, leave passages, and pay queries etc.
HR Management & Information Systems (HRM/IS):
- Review employee data, remuneration and department organisational structures and ensuring data integrity at all times in HRIS.
- Review continual maintenance of staff database, engagement, promotions, demotions and terminations etc.
- Conducting periodic internal audit to ensure HR data and information is correct at all times.
Reporting and Analytics
- Oversees the organisation and analysing of data & reporting for HR and Business Leaders as required to aid informed business decisions.
- Review monthly HR Budgets / Spend, HR and Statutory reporting and forecasting
- Analyse statistical data and reports to identify trends and causes of employee relations issues and develop recommendations for improvement of Company’s HR policies and practices.
- Design and develop HR reporting tools and dashboards to enhance information dissemination.
- Creating and delivering specialised presentations and training on HR related topics across the business.
Generalist
- Serves as the centre of expertise of HR Team to explain compensation policies, procedures, tools and systems and make recommendations to solve operational and compensation issues
- Partnering with HR leadership, department HOD’s, Group HRIS and Payroll vendor to deliver efficient and effective HR services.
- Continuously seek operational feedback from business leaders, manager and employees and develop ways to face obstacles and cater for continuous improvement.
Performance Management:
- Ensure best practice performance management framework that aligns to expected behaviours and recognition and the Universities strategic objectives.
- Lead the annual Performance management process and ensure it is effectively communicated to managers and staff and HR teams have a clear understanding of their role. Oversee and manage a performance appraisal system to drive high performance across business.
- Oversee the calibration of performance management results to align with business, department and individual results.
- Continual review and improvement of the performance appraisal systems using line manager and employee feedback.
Leading People
- Leads and manages the Operations and Reward team and builds a culture of operational excellence and customer focus within the team by providing leadership, motivation, coaching and mentoring.
- Creates an enabling environment that promotes and recognises individual and team efforts and develops the skills and capabilities of the team
- Sets performance contracts, conducts quarterly reviews and implements measures to optimize performance.
Project Management
- Manage specific projects as determined in the annual HR plan as well as participating in functional and cross-functional initiatives.
Any other duties / Assignment
- The above listing is not exhaustive and includes any other duties/assignments that supervisor may delegate.