Kamoto Copper Company Société Anonyme, KCC SA in acronym, is a Congolese company operating in Kolwezi, capital of the province of Lualaba, in the Democratic Republic of Congo.

KCC SA exploits copper and cobalt ores on a large scale. It includes an underground mine, open-pit mines and integrated metallurgical facilities. The operation has one of the largest copper reserves in the world, with a current life of over 25 years.

As an industrial mining company, we provide safe workplaces and support the sustainable development of the local economy. We maintain a constructive and open dialogue with the communities that host us, as well as with the provincial and national government.

Job Description

The Senior Manager – Strategic HR Business Partnering is the principal interface between Human Resources and the KCC business. Reporting directly to the Chief People Officer (CPO), the role leads the HR Business Partnering function and works closely with General Managers (GMs), Heads of Department (HoDs) and operational leadership to translate business priorities into practical people actions that improve safety, productivity, workforce effectiveness, capability, cost discipline and organisational performance.

The role combines strategic HR leadership with strong operational execution. It is expected to maintain a visible presence across the mine and operational areas, understand workforce realities at site level, anticipate people risks, challenge and support leaders on workforce and organisational decisions, and ensure agreed HR actions are implemented with pace, consistency and accountability.

The Senior Manager coordinates end-to-end HR support to the business by connecting operational leaders with the relevant HR specialist and service-delivery teams. The role works in close partnership with the Manager – HR Service Center for employee transactions, payroll services, HR administration, case routing and service-level delivery, and with the Senior Manager – Employee Relations for complex employee relations, labour relations, disciplinary, grievance and collective matters. The HR Business Partner remains accountable for understanding the business need, coordinating the HR response and ensuring closure with the business.

The incumbent will have, among others, the following responsibilities (non-exhaustive): 

• Interface avec le business et partenariat RH opérationnel
  • Act as the primary HR interface for GMs, HoDs and operational leadership across KCC, ensuring that business priorities are translated into clear people plans and actions.
  • Build a detailed understanding of mine plans, production priorities, workforce constraints, operating rhythms, critical roles and people risks within each supported business area.
  • Participate in relevant operational and leadership forums and provide timely HR input on workforce, structure, capability, productivity, attendance, cost and employee matters.
  • Maintain a visible and practical HR presence in the business, including regular engagement with leaders and teams at operational sites rather than operating primarily as a corporate advisory function.
  • Challenge and support leaders on people decisions, ensuring that actions are commercially sound, operationally practical, consistent with KCC standards and compliant with applicable legislation and collective arrangements.

• Workforce Planning, Productivity & Organisational Effectiveness
  • Lead workforce planning with GMs and HoDs, linking manpower requirements to mine plans, production targets, budgets, approved structures and critical capability needs.
  • Analyse vacancies, headcount, overtime, absenteeism, contractor dependency, spans of control, workforce productivity and critical-skill gaps, and drive corrective action with the business.
  • Review organisational structures, roles, reporting lines and workforce deployment to improve accountability, efficiency and operational effectiveness.
  • Partner with business leaders on restructuring, transformation, workforce optimisation and organisational change, ensuring strong implementation discipline and appropriate change management.
  • Track agreed workforce and organisational actions to completion and escalate material delays, risks or deviations to the CPO and relevant business leader.

• Talent, Succession & Capability for Operations 
  • Lead talent and succession planning with GMs and HoDs for critical operational, technical and leadership roles.  
  • Identify high-potential employees, critical skills, succession exposure and capability gaps, with particular focus on roles essential to safe and reliable mine and processing operations.
  • Ensure Individual Development Plans and succession actions are practical, owned by line management and regularly reviewed for progress.
  • Drive internal mobility and local capability development before external recruitment where suitable internal talent exists.
  • Partner with Talent Acquisition, Learning & Development and Technical Training to ensure recruitment and development interventions address validated business needs and operational priorities.

• Performance, Accountability & Leadership Effectiveness
  • Drive effective performance management across supported business areas, ensuring objectives and KPIs are aligned to operational and organisational priorities.
  • Ensure performance reviews, calibration, performance improvement plans and consequence management are implemented consistently and on time.
  • Coach GMs, HoDs and managers on performance conversations, accountability, feedback, employee development and effective people leadership.
  • Analyse performance trends and work with leaders to address underperformance, strengthen leadership effectiveness and improve team productivity.

• Employee Relations Partnership & Workplace Climate
  • Act as the business-facing HR lead for employee and workplace issues, ensuring concerns are identified early, managed appropriately and routed to the right HR owner.
  • Work closely with the Senior Manager – Employee Relations on complex disciplinary cases, grievances, labour relations matters, collective agreement interpretation, industrial relations risks and sensitive employee cases.
  • Support line managers with day-to-day employee management while ensuring specialist ER matters are handled under the appropriate governance and technical leadership.
  • Monitor ER trends, absenteeism, conduct concerns and workplace climate indicators within business areas and agree preventive actions with operational leadership and Employee Relations.
  • Ensure the business applies HR policies, procedures, collective agreements and employment legislation consistently, while escalating material risks to the CPO and Senior Manager – Employee Relations.

• HR Service Delivery & End-to-End Case Ownership
  • Serve as the business integrator for HR services, ensuring GMs, HoDs and managers receive coordinated support across the HR operating model.
  • Liaise closely with the Manager – HR Service Center on payroll queries, employee forms, HR administration, employee data transactions, case management, ServiceNow requests and agreed service levels.
  • Ensure business issues are directed to the appropriate service or specialist team while maintaining accountability for follow-through, communication and closure with the business.
  • Monitor recurring service issues affecting operational teams and work with the HR Service Center, HRIS and relevant Centers of Expertise to address root causes and improve employee experience.

• Employee Engagement, Change & Organisational Culture
  • Partner with GMs and HoDs to strengthen employee engagement, organisational culture, leadership visibility and employee experience across operational areas.
  • Analyse employee feedback, turnover, absenteeism, workforce concerns and engagement indicators and translate findings into practical actions owned by line management.
  • Lead the people aspects of operational change initiatives, ensuring clear communication, stakeholder engagement, workforce readiness and sustained implementation.
  • Promote KCC values, leadership behaviours, teamwork, accountability and a high-performance culture across supported functions.

• HR Analytics, Business Insight & Action Tracking
  • Use workforce data and operational insight to identify people risks, productivity opportunities and emerging workforce issues before they materially affect the business.
  • Provide GMs, HoDs, the CPO and leadership forums with concise HR dashboards, insights and recommendations that support business decisions.
  • Monitor key indicators including headcount, vacancies, absenteeism, overtime, turnover, productivity, performance, succession, employee relations, service delivery and workforce cost.
  • Maintain clear action trackers for material HR commitments and ensure agreed interventions are implemented and closed within the required timeframe.

• Reward, Workforce Cost & Resourcing Partnership
  • Partner with Compensation & Benefits on salary reviews, promotions, job evaluations, acting arrangements and reward decisions, providing business context and ensuring internal equity and governance.
  • Lead HR input into performance calibration, promotion and talent decisions with GMs and HoDs.
  • Provide robust business input into workforce cost, labour budget, vacancy prioritisation, contractor utilisation and productivity optimisation initiatives.
  • Partner with Talent Acquisition to validate recruitment demand, prioritise critical vacancies and ensure resourcing activity is aligned to approved structures and workforce plans.

• HR Governance, Risk & Operational Compliance
  • Ensure HR practices within supported business areas comply with KCC policies, procedures, collective agreements, applicable labour legislation and agreed HR governance.
  • Strengthen documentation, controls, decision quality and audit readiness for workforce and employee actions taken by the business.
  • Identify material people, workforce and organisational risks early and coordinate appropriate mitigation with the relevant HR specialist and business owner.
  • Escalate significant workforce, employee relations, service-delivery or organisational risks to the CPO and appropriate leadership forums.

• HR Business Partner Team Leadership
• • Lead, coach and deploy the HR Business Partner team to provide strong, consistent and operationally relevant HR support across KCC.
  • Set clear business coverage, priorities, service expectations, site engagement routines and performance standards for HR Business Partners.
  • Ensure HRBPs spend sufficient time with operational leaders and employees, understand business realities and proactively resolve people issues rather than waiting for escalations.
  • Build HRBP capability in business acumen, mining operations, workforce analytics, performance management, organisational effectiveness, coaching and problem solving.
  • Promote one integrated HR operating model by ensuring close collaboration between HR Business Partners, the HR Service Center, Employee Relations and the wider HR Centers of Expertise.

Job Requirements 

Qualifications and Experience 

• Bachelor’s degree in human resources management, Business Administration, Industrial Psychology, Organisational Development, Social Sciences, or a related discipline.
• A master’s degree in human resources, Business Administration, Organisational Development, or related field is an advantage.
• Minimum 10 years of progressive HR experience, including substantial experience in HR Business Partnering and operational HR leadership in a large, complex organisation.
• Minimum 5 years in a managerial or senior HR leadership position, with responsibility for partnering directly with senior operational leaders.
• Demonstrated experience working with General Managers, Heads of Department and line leadership in a mining, industrial, manufacturing or similarly operational environment; mining experience strongly preferred.
• Strong experience in workforce planning, organisational design, productivity, talent management, performance management, employee relations, organisational change and HR service delivery.
• Experience leading HR Business Partner teams and coordinating delivery across specialist HR and shared-service functions.

Technical Knowledge & Compétences

• Strategic and operational HR Business Partnering
• Mining / industrial workforce planning and organisational design
• Workforce productivity, labour cost and manpower optimisation
• Talent, succession and critical capability planning
• Performance management and leadership coaching
• Employee and industrial relations partnership
• Organisational change and operational transformation
• HR analytics, workforce dashboards and action tracking
• Compensation, reward and job architecture principles
• Labour legislation, collective agreements and HR compliance
• HR governance, risk management and decision controls
• HR service delivery, case management and digital HR tools
• Project execution, stakeholder management and change leadership

KCC SA does not accept applications submitted by people under the age of eighteen (18). In accordance with article 1 of the Labor Code of the Democratic Republic of Congo, KCC SA receives all applications without distinction or discrimination. However, as part of its Equal Opportunity, Diversity, Equity and Inclusion program, applications from women are strongly encouraged.

In accordance with our Compliance Policy and Code of Conduct, KCC SA or its employees do not receive any remuneration or benefits of any kind at any stage of the recruitment process. Violators are subject to legal action.

Any act or attempt of bribery related to this job application must be reported via the Glencore Group Raising Concerns Programme channels. Please scan the QR code to access the channels.

Furthermore, KCC SA pursues the objective of a transparent, fair and equitable recruitment process and, therefore, does not tolerate any interference or intervention in any way whatsoever in its recruitment process. Any failure on this point will result in the immediate disqualification of the candidate concerned.