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 the 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.
IMPORTANT NOTICE
KCC SA does not accept applications submitted by persons 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, its representatives and its workers do not receive any compensation or benefits of any kind at any stage of the recruitment process (application submission, application processing, tests and interviews for employment, medical examinations for employment, or induction, etc.). Any act of corruption or attempted corruption must be reported to the telephone number: +243 999928028 and will be severely punished.
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.
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Job Description
Reporting to the Talent Acquisition and Employer Brand Superintendent , the incumbent will be responsible for managing the full recruitment cycle, from identifying needs to onboarding new recruits, with a particular focus on sourcing and attracting local and international talent. He/she will also support the Superintendents in various projects related to talent acquisition and employer branding, while ensuring an exceptional candidate experience and contributing to the achievement of the company's operational objectives.
He/She will have, among other things, the following responsibilities (non-exhaustive):
1. Complete recruitment cycle:
• Collaborate with hiring managers to understand recruitment needs and develop accurate and attractive job descriptions.
• Write and publish job offers on internal platforms ( email , intranet, Umoja , etc.) and external platforms (ATS, job boards , LinkedIn, etc.).
• Identify talent through various channels: internal databases, direct sourcing , co-optation, etc.
• Analyze the applications received and make pre-selections according to the defined criteria.
• Conduct interviews (in-person, telephone or video) with hiring managers to assess candidates' qualifications, experience and suitability for the position.
• Organize and supervise the various tests (psychometric or professional).
• Prepare the necessary documentation (conflict of interest declaration, interview guide, etc.) to facilitate an objective assessment.
• Actively participate in interviews and provide reports to managers to facilitate decision-making.
• Prepare job offers, obtain various approvals and ensure communication with successful candidates.
• Carry out all necessary checks (references, training, credit, etc.) and ensure that all steps comply with internal policies and legal requirements (protection of the national workforce, etc.).
• Maintain candidate files up to date in the ATS (SAP SuccessFactors or other) and ensure data compliance.
2. Sourcing and Proactive Talent Search:
• Identify and attract local talent, primarily from communities surrounding KCC, through active searches on platforms such as LinkedIn, internal databases and local job boards .
• Maintain talent pools for specific profiles, prioritizing the integration of people from local communities in the recruitment process.
• Perform targeted searches and use advanced techniques ( boolean search , etc.) to identify qualified candidates for specialized positions.
3. Employer Branding Initiatives and Interdepartmental Collaboration:
• Participate in promoting the employer brand through local actions, by organizing or contributing to community events, recruitment forums and employment awareness workshops.
• Collaborate with internal teams, including the Communications departments, to create content aimed at increasing KCC's visibility among local and international talent and promoting inclusive recruitment practices.
• Ensure that recruitment messages and initiatives are tailored and aligned with the needs of local communities.
4. Administrative management and reporting :
• Track recruitment-related performance indicators and provide detailed reports on results (application rates, time to hire, source effectiveness, etc.).
• Contribute to the drafting of recruitment needs analysis reports for the various departments.
• Prepare reports regularly and proactively inform stakeholders about the progress of recruitment processes.
5. Candidate experience and communication:
• Ensure regular and proactive communication with candidates throughout the process to ensure a smooth and positive experience.
• Serve as the primary point of contact to answer questions and clarify expectations.
Job Requirements
Qualifications and experience
• Have a university degree (Bac+3/5) in Human Resources Management, Business Administration, Work Psychology, Law, Sociology, IT, Communication or similar field.
• Have at least 5 years of experience in an HR environment.
• Have at least 3 years of experience in recruitment or sourcing .
• Ensure complete management of the recruitment cycle, from identifying needs to onboarding .
• Communicate effectively in French (mandatory) and in English (a considerable asset).
• Have an ONEM card.
Technical skills.
• Proficiency in application management tools (ATS, SAP SuccessFactors , Workday , etc.).
• sourcing techniques .
• Good command of office tools (particularly Excel and PowerPoint).
• Ability to analyze recruitment metrics and adjust processes based on data (conversion rate, time-to- fill , etc.).
• Expertise in writing attractive advertisements and managing employer branding campaigns.
• Constant monitoring of recruitment trends.
Attitude / Behavior:
• Communication and active listening: Ability to communicate effectively with candidates and managers, understanding the needs, expectations and motivations of candidates and stakeholders.
• Empathy: Understanding of candidates' backgrounds and constraints, particularly in local contexts.
• Critical thinking: Evaluating candidates based on actual skills, rather than diplomas alone.
• Problem solving: Finding solutions to talent shortages or disagreements over sought-after profiles.
• Multitasking: Ability to manage multiple recruitments in parallel.
• Adaptability: React quickly to changes in needs or priorities.
• Influence: Convince managers or teams to make informed decisions.
• Ethics: Maintain integrity in recruitment processes.