HUMAN RESOURCES DEVELOPMENT OFFICER

Duties and responsibilities:

• Participate in the planning and forecasting of national workforce needs.
• Participate in the development of the draft annual recruitment plan based on approved national workforce needs and submit it to the Human Resources Superintendent for approval.
• Ensure a thorough understanding of the vacant position and the department before initiating the process.
• Advertise the position internally/externally in accordance with KGM policies and procedures.
• Write advertisements that comply with the employment equity process, excluding all discriminatory factors.
• Follow selection procedures, aligned with the inherent job requirements, to identify potential candidates for placement in vacant positions.
• Apply the same criteria consistently to all candidates during screening and decision-making.
• Use the agreed-upon company technique to interview shortlisted candidates.
• Use tracking and reporting tools to ensure the accuracy of vacancy data.
• Monitor and track agency recruitment expenditures and compile accurate monthly cost reports.
• Update relevant statistics to assess placement ratios and turnaround times.
• Compile accurate monthly reports on the recruitment function.
• Keep all stakeholders (management and candidates) informed of the progress of the recruitment plan.
• Advise managers on recruitment policies and procedures to ensure process consistency.
• Write interview guides and ensure they are used and completed correctly.
• Ensure that a recruitment report, validated by the authorized person, is prepared for each position filled.
• Observe the interviewing skills of line managers during interviews and provide coaching when deficiencies are identified, such as asking illegal questions.
• Continuously evaluate the interview process to ensure an effective talent acquisition process.
• Debrief the interview and integrate other relevant information with the line manager to identify the most suitable candidate.
• Continuously raise awareness among line managers of current legislation throughout the process.
• Perform administrative tasks to support an effective and efficient selection process and provide the necessary support.
• Inform unsuccessful candidates who have reached the interview phase.
• Contact successful candidates to make a job offer, obtaining the agreed salary information related to the position from the HR manager.
• Ensure that new recruits receive a proper induction and that documents are forwarded to the payroll team within the agreed timeframe.
• Ensure that accurate records of all recruitment processes are maintained and stored.
• Align the selection process to improve employment equity across the company.
• Liaise with external recruitment agencies, as appropriate.

• Identifies and establishes performance standards.
• Designs evaluation tools that accurately reflect departmental, unit, and organizational performance standards.
• Coaches managers in the performance management process and reinforces the importance of employee development, rewarding top performers and addressing poor performers.
• Tracks employee performance appraisal status, ensuring timely completion by all employees/managers.
• Continuously improves the performance appraisal format and process to ensure smooth implementation of the appraisal process.
• Key contact for employees and managers for the performance management system, formal processes and performance improvement plans.

Career management

• Participates in career management, potential assessment and internal mobility:
• Participates in the development of procedures and tools necessary for gathering information on employees’ skills, career aspirations and mobility requests, and for assessing their potential.
• Meets with employees, analyses their skills and career aspirations; where possible, directs them towards vacant positions; helps them develop their career plans, advises them on the choice of existing schemes (skills assessments, training, etc.) until the file is finalised.
• Participates in forward-looking management of jobs and skills:
• Updates and/or designs tools for quantitative and qualitative analysis and monitoring of jobs and skills (HRIS, job descriptions, job mapping, etc.)
• Analyses studies on employment and staffing levels
• Participates in defining training needs
• Develops HR measures. Identifies critical workforce needs necessary to achieve current and future results for the organisation/organisational unit.
• Supports managers in implementing HR policies:
• Conducts workforce reviews, individual assessments, departmental reorganisation projects, various HR issues, etc.
• Assists and advises new hires or managers on issues raised by them: conflict management, integration, organisation of activities, skills management, conducting interviews (recruitment, annual, professional, etc.)
• Monitors developments in employment support schemes and measures and keeps up to date with the job market: scarcity or abundance of profiles, external remuneration practices, etc.
• Monitors developments in professions and skills (mapping, job descriptions, etc.)
• Participates in recruitment-related events (job fairs, exhibitions, etc.)

Profil

• Up-to-date knowledge of developments in vocational training systems
  
• Knowledge of theories and methods for implementing workforce planning (GPEC).
  
• Up-to-date knowledge of the job market and support systems and measures
  
• Knowledge of the company’s professions and possible career paths
  
• Knowledge of the Human Resources Information System (HRIS)
  
• Knowledge of operational team management methods
  
• Knowledge of personality questionnaires and development and assessment tools
  
• Ability to manage ambiguity and recommend solutions
  
• Autonomy and rigor in organizing and carrying out one’s work
  
• Integrity
  
• Responsiveness/adaptability
  
• Ability to analyze and synthesize a situation
  
• Discretion
  
• Openness and curiosity
  
• Listening and communication skills
  
• Writing and formalization skills
  
• Customer service orientation
  
• Ability to work across departments

• Minimum 2 years of higher education in Human Resources Management, and/or Business Administration, and/or Economics, and/or Management, and/or Law or Political and Administrative Sciences, or any other degree deemed equivalent.
• Certification in recruitment, and/or performance management, and/or forward-looking management of jobs and skills, and/or training is a major asset.

• Three years of professional experience, including at least two years in a human resources development position (recruitment, performance management, forward-looking management of jobs and skills, training, etc.) in a reputable company.
• Experience in human resources in a company in the mining, quarrying and mineral extraction industry is an asset.
• Perfect command of French (written/spoken)
• Good knowledge of English