Human Resources Compensation & Benefits Specialist at First Quantum Minerals

Responsabilités

At First Quantum, we empower our employees by fostering a unique, distinctly defined culture—the “First Quantum Way”—which serves as the foundation for unleashing their full potential. Joining our team offers a unique experience unlike any other, prompting us to seek individuals who embrace a more innovative, strategic mindset to identify opportunities, address challenges, and achieve tangible outcomes. We foster a culture that values independent thinking and challenges conventional approaches to achieve optimal outcomes. This is how we consistently accomplish remarkable feats in extraordinary settings. Job description: PURPOSE Provide expert guidance and advisory services to develop, implement, and enhance Kansas Mining Plc’s total rewards’ framework, guaranteeing that remuneration strategies are competitive, equitable, performance-oriented, compliant, and financially viable. This position delivers expert guidance on job evaluation, compensation frameworks, market competitiveness, salary alignment, incentive design, benefits, rewards for critical skills, and compensation analytics, empowering the organization to attract, engage, and retain the talent necessary to meet strategic goals. The role is inherently strategic and analytical, differing distinctly from operational payroll functions. KEY RESPONSIBILITIES The incumbent will be accountable for ensuring compliance with all applicable health, safety, environment, and quality standards, as well as financial, human resources, and other regulatory requirements mandated by the organization. Additionally, they must uphold policies, procedures, and legal obligations relevant to the scope of their role and the responsibilities of their position. Reward Strategy & Advisory Assist in the formulation and execution of the Kansas Total Rewards Strategy. Develop and implement reward strategies that align with organizational and workforce objectives. Offer expert guidance on remuneration strategies to HR executives and organizational leadership. Track the latest developments in reward trends and mining industry practices. Job Evaluation and Reward Architecture involves assessing and designing compensation frameworks to ensure fair and competitive salary structures. This role requires analyzing job roles, market benchmarks, and internal equity to develop equitable pay structures. Responsibilities include conducting job evaluations, reviewing compensation data, recommending salary adjustments, and ensuring compliance with company policies and legal regulations. The position may also involve collaborating with HR and management teams to align rewards with organizational goals and employee performance. Conduct job evaluation activities utilizing established and recognized methodologies. Develop, organize, and maintain job classifications, job structures, and career progression frameworks. Evaluate newly created and significantly altered positions, delivering specialized guidance on classification and reclassification determinations. Maintain uniform and fair standards in job evaluations and grading structures. Compensation Benchmarking & Market Intelligence Analyst Conducts comprehensive research to evaluate and analyze competitive salary and benefit trends across industries. Develops detailed benchmarking reports to guide organizational compensation strategies. Monitors labor market conditions, employment trends, and economic indicators to inform data-driven decision-making. Collaborates with HR leadership to ensure compensation structures remain competitive and aligned with industry standards. Analyzes internal equity and external market data to recommend adjustments and enhancements to compensation packages. Maintains up-to-date knowledge of regulatory changes and compliance requirements related to compensation and benefits. Assist with the facilitation of remuneration surveys to gather pertinent benchmarking data. Conduct a comparative analysis of Kansas’s compensation structure by benchmarking it against external market data. Conduct thorough assessments of the market to pinpoint underserved areas and potential compensation-related vulnerabilities that may arise. Compile actionable market intelligence to inform and enhance strategies focused on talent attraction and retention. Compensation Framework and Remuneration Alignment The role is structured within a defined salary framework, ensuring competitive positioning within the market. Compensation is benchmarked against industry standards to maintain equitable and attractive pay levels. This positioning reflects the role’s scope, responsibilities, and the organization’s strategic priorities. Design, oversee, and evaluate salary frameworks and compensation bands to ensure alignment with organizational objectives and market benchmarks. Conduct a comprehensive evaluation of employees’ positions within established salary ranges to detect potential compression, inversion, and equity risks. Facilitate the yearly salary review and merit process. Analyze the financial implications of suggested modifications to the reward structure. Incentive & Performance Rewards Assist in the development and evaluation of both short- and long-term incentive programs. To guarantee that incentive programs align with corporate objectives, prioritize safety, and encourage desired behaviors. Evaluate the efficacy and financial impact of incentive programs, ensuring alignment with desired outcomes. Suggest enhancements to incentive structures that are driven by performance metrics. The organization offers competitive retention incentives and highlights the importance of essential skills to ensure long-term employee engagement and performance. These rewards are designed to acknowledge and sustain key competencies, fostering a motivated workforce committed to organizational success. Deliver expert guidance on remuneration strategies for high-demand, business-critical roles and essential leadership positions. Conduct market premium analyses, assess critical skill allowances, and implement targeted retention strategies to ensure competitive positioning and workforce stability. Align high-impact skills reward initiatives with the Kansas Critical Roles retention and pipeline strategy to ensure alignment with organizational talent objectives. Benefits & Total Reward Evaluate the competitiveness and efficacy of employee benefits and allowances. Evaluate the utilization and associated costs of benefits to determine their effectiveness and financial impact. Based on employee requirements, industry best practices, and organizational objectives, propose enhancements to optimize performance and efficiency. We are responsible for effectively communicating the comprehensive total rewards proposition to stakeholders. Financial Planning and Budgeting Analysis This position focuses on overseeing budgeting processes, developing financial models, and ensuring accurate forecasting to support strategic decision-making. The role involves analyzing financial data, identifying trends, and preparing detailed financial reports to guide executive leadership. Key responsibilities include creating and maintaining budgetary frameworks, conducting variance analyzes, and collaborating with cross-functional teams to align financial plans with organizational objectives. Proficiency in financial modeling tools and advanced Excel skills is required, along with a strong understanding of accounting principles and regulatory compliance. The ideal candidate will possess analytical thinking, attention to detail, and the ability to communicate complex financial insights effectively. Develop and maintain the annual compensation budget while evaluating the financial implications of proposed salary adjustments and reward structures. Perform scenario analysis and track reward expenditures to ensure alignment with approved budgets. Collaborate with the Finance team to guarantee that reward decisions remain aligned with commercial viability. Mining-Specific Reward Considerations Comprehensively assess and manage remuneration factors pertinent to the mining sector, such as structured shift and roster systems, site-specific environmental challenges, specialized technical competencies and scarce skill sets, performance-based incentive schemes, prevailing artisan and operator market rates, initiatives for workforce localization, and strategic requirements for mine expansion or project development. Deliver compensation solutions that harmonize employee competitiveness with operational constraints, safety standards, productivity targets and financial feasibility. Execute supplementary duties as instructed by the Superintendent of Total Rewards and Workforce Planning, ensuring consistency with the organization’s total rewards objectives and strategic priorities. KEY STAKEHOLDERS Internal HR Leadership, Talent Management, Industrial Relations, Payroll, and Finance collaborate closely with HR Business Partners, Mining Technical Services, Engineering, Metallurgy/Processing, and Senior Management to drive strategic workforce initiatives and operational excellence. External Remuneration consultants, salary survey providers, benefits providers, professional associations, external auditors, and advisory firms collaborate in this process. QUALIFICATIONS A four-year degree in human resources, Business Administration, Finance, Economics, Industrial Psychology, or a closely related discipline is required. A relevant professional HR qualification or affiliation with a recognized professional body, such as ZI HRM, is required. A background in Compensation & Benefits, Reward Management, Job Evaluation, or HR Analytics is highly beneficial.

EXPERIENCE

A minimum of five to eight years of hands-on experience in compensation, reward management, or HR analytics is required. Proven expertise in conducting job evaluations, developing salary structures, and performing market benchmarking analyses is required. Redesigned your incentive structures and managed employee benefits programs, leveraging compensation data to inform strategic business decisions. Highly desirable experience includes work in mining, heavy industry, manufacturing, or other complex operational environments. TECHNICAL COMPETENCIES Total Rewards Management encompasses job evaluation, compensation benchmarking, salary structure design, and incentive design, while also overseeing benefits management, reward analytics, and pay equity analysis. Additionally, this role involves financial modeling, HR data analytics, and reward survey analysis, supported by strong HRIS and advanced Excel capabilities. Policy and governance oversight are integral to ensuring alignment with strategic objectives and regulatory compliance. BEHAVIOURAL TRAITS Strategic thinking Commercial acumen Professional experience involving analytical reasoning and well-founded decision-making is required. 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: Strong command of MS Office Suite, advanced skills in Excel, and experience with HR systems such as Workday. Flexibility and Adaptability Sharing is caring! Kindly utilize the social media icons provided below to disseminate this information further.

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