The initial focus of the position will be the redaction of the DFS that will both derive from PFS but put the project in synergy with existing HR strategies and practices. Reporting to the Project HR Operation Manager, the site Project HR Manager is responsible for ensuring site’s Human Resources Policies, Processes, projections, procedures, budgets, Key documentation, workforce planning, recruitment, Onboarding as well as corporate culture (based on 4P) is Implemented to the expectation of the project leaders and in synergy with HR existing practices in the group The Project’s site HR manager will ensure when setting up the HR Department that it operates efficiently and effectively within the entire Group’s HR current setup and delivery momentum. Policies, Processes, procedures, budgeting, recruitment, Onboarding and camp/hospitality are set up correctly using best practices through the group including training and development, health & safety and all expatriates and national employees HR policy, procedures, systems, and processes across the site.
The company – about Endeavour
Endeavour is a leading global gold producer and the largest in West Africa with two mines in Côte d’Ivoire (Ity and Lafigué), two mines in Burkina Faso (Hounde and Mana) and the Sabodala-Massawa mine in Senegal. The company has one of the most exciting organic growth track records and pipeline, with a strong portfolio of development exploration assets on the highly prospective Birimian Greenstone Belt across West Africa. Endeavour is committed to principles of responsible mining and delivering sustainable value to its employees, stakeholders and the communities where it operates.
Key responsibilities
Operational Readiness :
- Member of the Projects’ team
- Develop the HR section of the DFS
- Participating in the WFP exercise
- Participate in the Budgeting exercise (Expats and Nationals)
- Participate in the Camp Set up (design eligibility, facilities ergonomic) discussions
- In concertation with SP facilitate planning of the sourcing of talents
- Set up with Functional lead and regional office recruitment strategies
Recruitments :
- Ensure all mass recruitment needs are formulated, executed on time in budget
- Ensure strategic contracts and relationships are established to source staff locally and with the Group’s guiding proportions for gender and local community hire
- Respect phasing of recruitments
- Help Sept up HR team for the project.
HR strategy and set up :
- Work with Regional HR team on how to create a vibrant 4P-based (Corporate values) Corporate culture from onset (work on messages, communication, team building, synergies, to ensure the corporate values are immediately visible and felt in all we do at Tanda)
- Using best practice and key learnings across the group, suggest the best roster and associated cost model
- Up in place the right derogations and legal requirements for the chosen roster
- Implement all HR Group’s Policies and initiatives
- Set up correctly all HR tools by ensuring best practice is implemented
- Ensure all HR support and delivery during construction
- Prepare transition from construction to Operation
- Prepare all subsequent workforce planning need and
- Put in place transitional HR measured to cease/wrap up construction and transition to Operations without litigations
- Run Normal HR Operations once projects and constructions have phased out with the right sized operation
General Operations :
- Conceptualize and implement a solid Onboarding program especially for the HoD of each function
- Project plan and put in place with Project Operations HR and Regional Central team on a best practice Onboarding program for all new recruits’ depending on their level/position/previous experience
- Implement people strategies and solutions that support business-specific objectives in agreement with the Management
- Develop site workforce plan and related budget and manage implementation
- Ensure organization, Operations talent and learning services, insights and initiatives are tailored to the needs of the site
- Ensure proper & compliant administrative management of staff
- Ensure proper & fair implementation of pay & rewards as well as compliance with local taxation and related regulations
- Apply appropriate tactics & initiatives to maintain good relationships with stakeholders (internal/external) and unions to allow business to operate smoothly
- Maintain employees engaged and manage properly Internal communication
- Manage culture initiatives including diversity, inclusion, local talent promotion
- Organize and implement Our voice as group initiative Monitor Employees satisfaction and wellbeing
- Manage proper implementation of performance and talent management cycle/initiatives
- Manage and review bonus calculations and payouts in line with Group guidelines
- Monitor adoption, effectiveness, and compliance of EDV group HR processes, policies, and programs (recruitment, pay, training & development, leave, mobility….)
- Monitor risks to operate and ensure compliance with applicable regulations
- Periodic reporting, analysis, and monitoring of staff costs.
Staff Development :
- Provide management, guidance, coaching and technical assistance and support to the team
- Monitor and evaluate the performance of the team to identify areas requiring improvement and implement training and coaching measures to ensure employees receive sufficient training enabling them to perform their duties in a safe and efficient manner
- Promote and develop subordinates’ skills through the transfer of technology and skill development through on-the-job training programs
- Conduct formal career development discussions with employees and identify development opportunities and programs that assist with defining future career progression possibilities
- Encourage and facilitate effective and supportive communication between all team members and related departments.
Reporting :
- Put in place requirement and implementation of MyPath
- Put in place weekly and monthly reporting to HR operations manager
- Attend to needful group HR meetings as per calendar
- Provide clean compliant other database (when required and above MyPath) and liaise regularly with internal stakeholders
HSE & Procedure :
- Demonstrate personal commitment regarding safety and environmental and Social Responsibility practices
- Ensure every person within the team is fit for work
- Ensure that agreed procedures, safeguards and controls are applied and used
- Ensure all activities are conducted safely and in accordance with Company standards and procedures
- Ensure hazard management plans are observed
- Keep statutory and internal reporting as required.
Position requirements
Education :
- Minimum Master or Bac+5 in HRM, Law or equivalent qualification.
Relevant experience :
- Minimum 8 years’ experience in Human Resources with 5 years in similar level-roles.
- Minimum 2 years’ experience in mining industry.
- High-level of knowledge of local Labor Law.
- Strong experience in HR development.
- Strong Experience in HR stakeholder manager including unions and DLI.
- French / English language skills essential.
- Working experience with Microsoft Excel, Word and Sage, SAP, any other HRIS will be an advantage.
- Experience in a developing country with a preference for West African experience.
- Experience of working effectively in a senior management team environment.
- Working experience in multicultural environment.
- Able to communicate effectively at all levels of the organization and build effective relationships and networks.
- Possess strong training and mentoring skills with the ability to develop an effective team.
- Demonstrate strong conceptual skills, and be capable of developing lateral and practical solutions.
- Ability to respond to a changing work environment.
- Ability to manage multiple projects and tasks at the same time.
- Reputation for integrity and ethics.
- Demonstrate leadership skills.