HUMAN RESOURCES BUSINESS PARTNER – ORGANIZATIONAL DEVELOPMENT (OD)

COME JOIN OUR TEAM!

EXCITING OPPORTUNITY WITH KHOEMACAU COPPER MINING FOR

1. HUMAN RESOURCES BUSINESS PARTNER – ORGANIZATIONAL DEVELOPMENT (OD)

We are looking for a suitably qualified, highly motivated, talented, innovative, hands-on, dynamic, team players capable of working both collaboratively and independently, with a high level of integrity, strong commitment, and a desire to deliver operational excellence while espousing our value of achieving ‘Zero Harm’. The position is based at the Mine Site located between Maun and Sehithwa in Ngamiland and therefore all interested applicants must be committed to working in a remote location and multicultural work environment. Only Botswana Citizens may apply.

Whilst being committed to developing the first fully mechanised underground mine in Botswana, we also offer a dynamic and stimulating work environment, pleasant work culture, competitive benefits, and salary, with family-friendly rosters. These are team based, fast paced roles.

• You must be familiar with the relevant Mining Safety, Health and Environment requirements.
• Preferably you will be immediately available / available at short notice

Closing date: 30th April 2021 or Until Filled

HUMAN RESOURCES BUSINESS PARTNER – ORGANISATIONAL DEVELOPMENT

BASIC FUNCTION OF THE POSITION:

To contribute to the design and delivery of people and organisational development strategies and the management of change in support of the organisation’s strategic and operational plans, and providing information, advice, and related OD services as required. Working with teams across the Company to support a programme of continuous organisational performance improvement to assist the Company achieve its ambition of becoming a high performing organisation.

MAJOR DUTIES AND RESPONSIBILITIES: You will be responsible for:

• Advising and partnering with the Executive Management and Senior Mine Leadership Team to design, develop, implement, and oversee the Company’s talent management processes to ensure that talent management is integrated throughout the Company
• Facilitate the design and implementation of a new culture that supports, enables, or accelerates the achievement of Khoemacau’s strategies, ensuring that the right plans and processes are in place to support the implementation of this new high performing culture
• Providing support in the development of succession plans for all critical roles across departmental functions, monitoring implementation and progress tracking of the successor’s development to ensure readiness for next roles
• Providing relevant support for the localization programme
• Developing implementation roadmaps for change interventions (with detailed communications plans, resource plans, implementation plans, project governance, and evaluation criteria)
• Adoption of best practice principles and performance management initiatives to ensure the development of a highly productive, skilled, and motivated workforce
• Driving a culture of engagement across the business measuring progress through People Surveys and encouraging action on the results
• Identifying opportunities for departmental efficiency and generating productivity gains and cost reductions for Khoemacau by constantly improving the efficiency of organizational struc-tures and procedure where appropriate
• Working with Line Managers to define their departmental requirements and developing the necessary organizational capability in support of the current organizational strategy
• Ensure that the Human Resources Strategy in own area of focus is delivered, statutory responsibilities are satisfied, and that relevant planning for the future is robust and well informed

MINIMUM QUALIFICATION AND EXPERIENCE REQUIRED FOR EFFECTIVE PERFORMANCE:

• Degree in Human Resources Management or equivalent
• 10 years post qualification experience with at least 5 years in an organizational development environment
• Must be proficient in the following:
• Talent Management and Succession Planning
• Change management strategy development, implementation and monitoring
• Policy and procedure development
• Design and implementation of organizational culture change initiatives