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| Global Compensation Manager - 1 Year Contract | |
| 6733BR | |
| Human Resources | |
| Canada | |
| Ontario | |
| Toronto Corporate Head Office | |
| Contract |
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| Kinross is a Canadian-based gold mining company with mines and projects in Canada, the United States, Brazil, Chile, Russia, Ghana and Mauritania, employing approximately 9,000 people worldwide. Our core purpose is to lead the world in generating value through responsible mining.
The Kinross Corporate Head Office is located in downtown Toronto and supports Kinross operations and projects worldwide. Corporate functions include Finance, Procurement, Health & Safety, Human Resources, IT and Investor Relations. |
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| To provide leadership, guidance and expertise to a team in a discipline of HR, ensuring the consistent execution of global HR strategies and initiatives. Interacts with client groups and stakeholders globally to drive continuance improvement in the delivery of HR functions through the use of industry leading technology, tools and practices. Manages the administration of HR at site with responsibilities of labour relations or works in a global role to manage a specialized area of HR such as talent acquisition, total rewards, talent management, corporate HR and business process outsourcing (BPO).
• Manages and develops a team responsible for executing human resource strategy • Tracks, analyzes and utilizes people metrics to assess risks and to make the business case for HR initiatives, aligning HR strategy with corporate goals and ensuring employee engagement and productivity • Acts as a change agent and project sponsor for key initiatives; models organizational values, and sets the cultural tone • Identifies key performance goals and provides guidance, coaching and advice to direct reports; works to overcome challenges and barriers and minimize risk • Ensures that companywide HR initiatives, policies and practices are implemented, sustained and aligned to the overall company objectives • Builds the capabilities of the team to enhance the HR function’s ability to achieve financial and operating strategies; hires appropriately, leverages the talents of the group and takes corrective action where necessary • Consolidates HR monthly reports and delivers monthly reports to key stakeholders • Establishes annual budgets for an area of HR, ensuring consistency with established financial guidelines and business planning process • Ensures the continuous improvement of HR initiatives by recommending improvements post-implementation • Stays current with trends related to the HR function and where appropriate incorporates these trends into the function’s strategy • Ensures team structure and resources are in place to facilitate achievement of functional goals and objectives • Investigates new technology, tools and competitive practices and determines how they might be utilized in a cost effective manner to improve functional performance • Manages and develops a team responsible for executing human resource strategy • Tracks, analyzes and utilizes people metrics to assess risks and to make the business case for HR initiatives, aligning HR strategy with corporate goals and ensuring employee engagement and productivity • Acts as a change agent and project sponsor for key initiatives; models organizational values, and sets the cultural tone • Identifies key performance goals and provides guidance, coaching and advice to direct reports; works to overcome challenges and barriers and minimize risk • Ensures that companywide HR initiatives, policies and practices are implemented, sustained and aligned to the overall company objectives • Builds the capabilities of the team to enhance the HR function’s ability to achieve financial and operating strategies; hires appropriately, leverages the talents of the group and takes corrective action where necessary • Consolidates HR monthly reports and delivers monthly reports to key stakeholders • Establishes annual budgets for an area of HR, ensuring consistency with established financial guidelines and business planning process • Ensures the continuous improvement of HR initiatives by recommending improvements post-implementation • Stays current with trends related to the HR function and where appropriate incorporates these trends into the function’s strategy • Ensures team structure and resources are in place to facilitate achievement of functional goals and objectives • Investigates new technology, tools and competitive practices and determines how they might be utilized in a cost effective manner to improve functional performance • Establishes budget for own Area / Discipline • Forecasts resource needs Complexity • Identifies and resolves complex technical and strategic business problems • Makes performance and delivery decisions guided by department business plans that impact the support of projects, services and/or technologies • May set guidelines affecting other Areas / Disciplines • May receives guidance from manager Impact • Impacts the level of contribution and the team’s ability to meet quality, volume, and timeliness objectives • Guided by policies, resource requirements, budgets and the business plan • Influences others internally including senior leaders • May have external influence |
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Location-specific Role Profile Scope • Global rewards programs: Works closely with regional HR teams to: ensure global alignment of total rewards programs; to adapt global programs and systems to meet local business needs as appropriate; to act as a consultant and provide support on local rewards matters. • Global systems and processes: Manages global processes (including associated tools / systems, training, communications): the annual compensation review; global Role Profiles; expat salary ranges; survey and benchmarking database. • VP compensation: manages VP rewards including preparing compensation recommendations, market analysis, benefit and pension matters, retention programs, promotion process, etc. • Executive compensation: assists in, and leads certain aspects of, the preparation of material for the Compensation Committee of the Board of Directors, and the annual management information circular; manages executive benefits and pension. Legislative Requirements • n/a Language Requirements • Knowledge of Spanish, Portuguese, Russian and/or French preferred Travel Requirements • Some global travel required Special Skills • 12 years HR experience, with 3+ years in compensation • Experience with rewards programs in different countries • Experience in executive compensation, and good knowledge of current trends and issues in this area • Experience working in the mining industry, and/or a global organization preferred • Experience in other HR disciplines preferred • Able to work at a detailed level to complete or review analysis and develop recommendations, but also look at the big picture • Excellent relationship management skills • Able to lead complex projects and manage multiple competing priorities • Comfortable working with systems; excellent Excel skills • Good business sense and knowledge of financial measures • Thrives in a fast-paced environment, and comfortable with ambiguity and change • Sense of urgency and ability to deliver accurately to tight deadlines |
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| 20-Jun-2015 | |
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Global Compensation Manager - 1 Year Contract (Toronto, Ontario, Canada)
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