Department: South America Operations
Location: Cusco Peru (On Site)
Reporting Line: Human Capital Business Partner Superintendent
Roster: According to operational requirements (4x3 or 8x6)

Purpose

Provide operational Human Capital support to the asset areas, executing and following up on people processes including workforce planning, performance, employee lifecycle, and culture and supporting leaders in the consistent application of HR policies and practices, in coordination with the Human Capital Business Partner Superintendent, to strengthen safety, productivity, and employee experience.

Qualifications

• Bachelors degree in Human Resources, Labor Relations, Psychology, Business Administration, or related field.
• +6 years of experience in Human Resources roles, ideally in industrial or mining organizations.
• Experience executing HR processes and supporting leaders.
• Experience using HR systems (preferably SuccessFactors).

Skills

• Strong service orientation and support to leaders.
• Good communication and relationship management skills.
• Ability to manage multiple operational requirements.
• Knowledge of HR processes and employee lifecycle.
• Organization, follow-up, and process control.
• Analytical capability and data management.
• Collaborative work with HRBP Superintendent and HR Operations.

Key Accountabilities

1. People Partnership
   Provide support to site leaders in the daily management of people-related matters, channeling inquiries and ensuring proper application of HR policies and processes. Identify operational needs related to workforce, climate, and people management, and escalate to the Human Capital Business Partner Superintendent when required. Participate in operational meetings to follow up on people topics and agreed actions.
2. Workforce Planning & Talent Management
   Support execution of workforce planning for the assigned area, consolidating workforce, vacancies, and movement information. Follow up on succession and development plans defined by the Human Capital Business Partner Superintendent and leaders. Coordinate internal mobility processes and support talent development initiatives.
3. Performance & Rewards
   Coordinate execution of the annual performance cycle, ensuring deadlines are met and tools are properly used. Provide support to leaders during evaluation and calibration processes. Consolidate information and ensure data quality for compensation and salary review processes, in coordination with the Human Capital Business Partner Superintendent.
4. Leadership & Culture
   Support local implementation of culture and leadership initiatives defined by the Human Capital Business Partner Superintendent or at corporate level. Coordinate engagement activities, internal communications, and actions derived from the People Survey. Follow up on action plans agreed with the areas.
5. Organizational Changes
   Provide support in the implementation of organizational changes, including structure updates, movements, and communications. Coordinate with HR Operations for administrative execution of changes. Support tracking of impact on the areas and escalate to the Human Capital Business Partner Superintendent when required.
6. Employee Lifecycle
   Manage employee lifecycle processes, including hires, internal movements, separations, and contractual changes. Promote proper use of SuccessFactors and ensure data quality. Escalate complex cases to the Human Capital Business Partner Superintendent or HR Operations as appropriate.
7. Governance & Compliance
   Ensure compliance with Human Resources policies and procedures within the asset. Provide support in internal audits and process reviews. Maintain updated documentation and controls for people processes.