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:

Functional Purpose

Take oversight responsibility to protect employment relationships between the employer and the employee by upholding fairness in discharging each party’s obligations to the relationship/contract of employment, manage HR/Legal risk mitigation. Ensure delivery of contractual obligations through signed and official agreements, observance of the employment legal frameworks, compliance with employment regulatory frameworks.

Specific Job Responsibilities

Risk Management

Reduce incidences of regulatory breaches and associated penalties: Uptake on regulatory medical screening;
Continuously assess and mitigate risk levels associated with employment contracts management.
Own end to end management of the disciplinary process;
Constant oversight to ensure adherence to approved process and advise on best practices;
Oversee all risky cases from investigations, charging and total disposal (cases bordering on gross misconduct and all grade 14 and above cases);
Manage all cases involving security & investigations, whistle blows, harassment, Senior/sensitive cases, management directives;
Own and sign off standard communication templates for disciplinary;
Prepare and preserve evidence for disciplinary hearings, including preparing witnesses to testify.
Review and approve employee disciplinary actions, such as written reprimands, suspensions, or terminations;
Manage people – legal risks: Coordinate complex cases (draft tight & appropriate charges for dismissible offences, manage risk of litigation; Representations at litigations and other conflict resolution sessions on behalf of the company.
Collaborate to upskill managers or supervisors on topics related to labour relations, such as disciplinary handling, grievance management, working conditions, safety, or equal opportunity practices.
Stakeholder Management

Ensures coordinated collaborations with external bodies as relates employment matters such as Employer Associations, Trade Unions, Ministry of Labour, Gender, Immigration and other related institutions.
Provide expert testimony in legal proceedings related to labor relations or labor contracts.
Reconciliation of various tripartite interests involving KML; Employees; and the State.

Union Management

Manage labor relations activities, such as letters to amend collective bargaining agreements, letters of dispute or conciliation, or letters to seek clarification of contract terms or employment regulations.
Draft contract proposals or counter-proposals for collective bargaining or other labor negotiations.
Call or meet with union, company, government, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.
Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
Assess the impact of union proposals on company or government operations and present/advise management on viable options.
Investigate and evaluate union complaints or arguments to determine viability and sensitivity.
Recommend collective bargaining strategies, management tactics, goals, or objectives.

Strategy

Contribute to HR strategies and own the engagement agenda;
Customize and cascade FQM strategies to the workforce;
Own staff Management-Staff Communication lines;

Staff Welfare

Uplifting reasonable employee welfare and resolve dispute that arises thereof;
Own relationship with medical service providers; Medical care (including scheduling Mandatory examinations i.e Silicosis, periodicals). Point of escalation and centrality.
Staff housing monitoring, allocation and staff complaints resolution;
Custody of ultimate administrator of conditions of employment/service;
Assess employment climate and formulate remedial measures; Develop methods to monitor employee satisfaction with policies or working conditions, including grievance or complaint procedures.

Compliance

Advise management on matters related to the administration of contracts; employee discipline; grievance procedures; Code of conduct.
Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment.
Monitor company or workforce adherence to employment laws and practices; labor agreements such as recognition & collective agreements; conditions of service; management policy guidelines etc.

Conflict Management and Resolution

Mediate discussions between employer and employee representatives in attempt to reconcile differences.
Select mediators or arbitrators for labor disputes or negotiations;
Internal disputes resolutions.
Represent the company’s position and interests in labour negotiations and all matters of dispute resolution such as staff litigations, arbitration, mediation, conciliation, labour councils/committees etc.

Team Cohesion

Spearhead team building initiatives and events;
Collaborate HR department with other functions

General Management

Contribute to overall HR management practices through partnerships and other specialist areas
Provide ER specialist support to HRBPs, Line managers, Supervisors and other HR specialists
Job Specific Competencies

A solid understanding and knowledge of employment laws, employee relations, compensation practices, organizational diagnosis, diversity programs, payroll, benefits.
ZIHRM certification is a must.
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Key Job Attributes

Effective communication
Ability to influence managers and employees
Ability to demonstrate leadership
Critical thinking
Conflict management
Detail oriented
Problem solving skills

Qualification and Experience Required

Bachelor’s degree in a job-related major or equivalent and 8 to 10 years of related experience in HR senior management; or a combination of education and experience.
A practical application of employment laws, employee relations, compensation practices, organizational diagnosis, diversity programs, payroll and benefits.
Relevant industry experience and HRIS system knowledge is a plus.
Experience in effective communication (oral and written) and facilitation skills required.
Member of ZIHRM