Specialist, HR, Compensation & Benefits

Job description

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 specialist expertise and advisory support in the design, implementation and continuous improvement of Kansanshi Mining Plc’s total rewards framework, ensuring remuneration practices are competitive, equitable, performance-driven, compliant and financially sustainable.

The role provides specialist advice on job evaluation, reward structures, market competitiveness, salary positioning, incentives, benefits, critical skills rewards and compensation analytics, enabling the business to attract, motivate and retain the talent required to achieve its objectives. The role is strategic and analytical in nature, distinct from payroll administration.

KEY RESPONSIBILITIES

This position holder will be required to adhere to all relevant requirements, policies, procedures and legal regulations pertaining to health, safety, environment and quality, as well as finance, human resources, and any other regulations as required by the company and relevant to the level of the role and responsibilities of the function.

Reward Strategy & Advisory

• Support the development and implementation of the Kansanshi Total Rewards Strategy.
• Translate business and workforce priorities into appropriate reward solutions.
• Provide specialist reward advice to HR and business leaders.
• Monitor emerging reward trends and mining industry practices.

Job Evaluation & Reward Architecture

• Support job evaluation activities using recognised methodologies.
• Maintain job grading, job families and career levels.
• Assess new and materially changed roles and provide expert advice on grading and regrading decisions.
• Ensure internal consistency and equity across jobs and grades.

Compensation Benchmarking & Market Intelligence

• Support participation in relevant remuneration surveys.
• Benchmark Kansanshi’s pay positioning against external market data.
• Identify market gaps and emerging compensation risks.
• Develop market intelligence to support attraction and retention strategies.

Salary Structure & Pay Positioning

• Develop, maintain and review salary structures and pay ranges.
• Analyse employee positioning within salary ranges and identify compression, inversion and equity risks.
• Support the annual salary review and merit process.
• Model the financial impact of proposed reward changes.

Incentive & Performance Rewards

• Support the design and review of short- and long-term incentive schemes.
• Ensure incentives reinforce business performance, safety and desired behaviours.
• Analyse incentive effectiveness and cost and validate outcomes.
• Recommend improvements to performance-based reward mechanisms.

Critical Skills & Retention Rewards

• Provide specialist reward advice for scarce and business-critical talent critical leadership roles.
• Recommend market premium analysis, critical skills allowances and targeted retention interventions.
• Align critical skills reward interventions with the Kansanshi Critical Roles retention and pipeline strategy.

Benefits & Total Reward

• Review the competitiveness and effectiveness of employee benefits and allowances.
• Analyse benefits utilisation and cost.
• Recommend improvements based on employee needs, market practice and business priorities.
• Support communication of the total rewards proposition.

Reward Budgeting & Financial Modelling

• Support annual compensation budgeting and model the financial impact of salary and reward proposals.
• Conduct scenario analysis and monitor reward expenditure against approved budgets.
• Partner with Finance to ensure reward decisions are commercially sustainable.

Mining-Specific Reward Considerations

• Understand and appropriately address reward considerations associated with the mining environment, including shift and roster arrangements, site conditions, technical and scarce skills, production incentives, artisan and operator markets, workforce localisation, and mine expansion or project requirements.
• Balance employee competitiveness, operational realities, safety, productivity and business affordability in all reward solutions.

Execute additional responsibilities as directed by the Superintendent, Total Rewards and Workforce Planning ensuring alignment with the organisation’s total rewards goals and operational priorities.

KEY STAKEHOLDERS

Internal: HR Leadership, HR Business Partners, Talent Management, Payroll, Finance, Industrial Relations, Mining Technical Services, Engineering, Metallurgy/Processing, Senior Management.

External: Remuneration consultants, salary survey providers, benefits providers, professional bodies, external auditors and advisors.

QUALIFICATIONS

• Bachelor’s degree in human resources, Business Administration, Finance, Economics, Industrial Psychology or related field.
• Professional HR qualification or membership of a recognised professional body (e.g. ZIHRM).
• Specialist qualification in Compensation & Benefits, Reward Management, Job Evaluation or HR Analytics will be an advantage.

EXPERIENCE

• Minimum 5-8 years’ relevant experience in compensation, reward management or HR analytics.
• Demonstrated experience in job evaluation, salary structures and market benchmarking.
• Experience in incentive design and benefits management, using compensation data to support business decisions.
• Experience in mining, heavy industry, manufacturing or another complex operational environment is highly desirable.

TECHNICAL COMPETENCIES

Total Rewards Management • Job Evaluation • Compensation Benchmarking • Salary Structure Design • Incentive Design • Benefits Management • Reward Analytics • Pay Equity Analysis • Financial Modelling • HR Data Analytics • Reward Survey Analysis • HRIS and advanced Excel capability • Policy and governance.

BEHAVIOURAL TRAITS

• Strategic thinking
• Commercial acumen
• Analytical thinking and sound professional judgement
• Confidentiality and integrity
• Attention to detail
• Influencing and stakeholder management
• Problem-solving skills
• Strong communication skills
• Consulting and advisory capability
• Results orientation
• Collaboration

OPERATIONAL REQUIREMENTS

• Ethical and Confidentiality Standards
• Commitment to Continuous Learning
• Technology Proficiency including MS Office, advanced Excel and HR systems (e.g. Workday)
• Flexibility and Adaptability