Human Resources Superintendent - Operations

Summary: To lead and coordinate the delivery of Human Resources operations at site level, ensuring alignment with operational requirements, labour legislation, and company standards. The HR Superintendent (Ops) must play the role of a strategic player across the management team of Twigg Exploration & Mining Lda. The role bridges corporate HR strategy and day-to-day operational requirements, ensuring that people management practices are consistently applied, compliant with Mozambican labour law, and aligned with the company’s values and culture. While providing leadership to the HR Operations team, the role remains hands-on in execution, partnering closely with Corporate HR, Employee Relations and Learning and Development, to implement key people initiatives and support workforce stability and operational performance. Responsibilities: LEADERSHIP Lead, coach, and develop a team of site-based HR professionals, building capability across core HR disciplines. Set clear priorities, monitor progress, and ensure delivery of HR operational requirements. Drive accountability through structured performance management and continuous feedback. Promote alignment with Company Values, policies, and expected leadership behaviours. Position HR as a proactive, solutions-oriented partner to Operations. WORKFORCE PLANNING & RECRUITMENT Coordinate workforce planning and recruitment activities in line with operational requirements and approved labour budgets. Provide guidance and support to Hiring Managers throughout the recruitment and selection process. Ensure compliance with internal recruitment procedures and applicable labour legislation. Monitor recruitment progress, timelines, and outcomes, providing visibility to leadership. Identify opportunities to improve recruitment practices based on operational needs and market conditions. COMPENSATION & BENEFITS Support the implementation of compensation and benefits frameworks in alignment with Corporate HR guidelines. Provide internal data and insights to inform benchmarking, salary reviews, and workforce cost analysis. Engage with line managers on compensation-related matters, ensuring clarity and consistency in application. Ensure remuneration practices at site level are applied in line with approved structures, budgets, and statutory requirements. Monitor adherence to labour budgets and escalate risks or deviations as required. EMPLOYEE RELATIONS & COMPLIANCE Ensure consistent application of disciplinary, grievance, and complaints procedures at site level, in alignment with company standards and guidance from the Employee Relations function. Provide first-line support and guidance to leadership on employee relations matters, including disciplinary processes, grievances, and workplace concerns. Escalate complex, high-risk, or sensitive cases to the Employee Relations function as required. Support the implementation of Collective Labour Agreements (CLA) and related frameworks at operational level. Maintain compliance with Mozambican labour law, company procedures, and regulatory requirements in all employee relations activities. Support labour inspections and audits, ensuring documentation and processes are accurate and up to date. Monitor workforce trends and highlight emerging risks related to employee relations and workforce stability. CONTRACTOR & STATUTORY COMPLIANCE Monitor contractor compliance with labour and statutory requirements through periodic audits. Ensure contractor workforce practices align with company standards and regulatory obligations. Support contract owners in addressing compliance gaps and implementing corrective actions. LEARNING & DEVELOPMENT Support the implementation of learning and development initiatives in coordination with the Learning and Development function. Contribute to learning needs identification, particularly for site-based roles and operational risk areas. Monitor training compliance and completion at site level, following up on gaps impacting operational readiness. Support the maintenance of accurate training records and reporting for audit and compliance purposes. Ensure alignment of training activities with operational priorities and workforce capability requirements. PEOPLE GOVERNANCE Support the implementation and consistent application of company-wide people frameworks at site level, ensuring alignment with Corporate HR direction. Drive disciplined execution of performance management processes, including timely completion of performance plans and reviews. Reinforce accountability within leadership teams for employee performance, development, and team effectiveness. Support the rollout and follow-up of employee engagement initiatives and feedback mechanisms, including tracking and implementation of site-level action plans. Ensure accurate and timely capture of people-related data to support reporting requirements and decision-making. Provide input and site-level insights into people metrics, trends, and emerging risks, supporting Corporate HR analysis and reporting. Monitor adherence to HR policies, procedures, and governance standards across all operational activities. Identify gaps in application of frameworks and drive corrective actions at site level. INTERNAL & EXTERNAL STAKEHOLDER ENGAGEMENT Build and maintain effective working relationships with Operations leadership, Corporate HR, and support functions. Support engagement with unions, labour authorities, and external stakeholders in coordination with the Employee Relations function. Maintain constructive relationships with key external stakeholders at site level, ensuring alignment with company positioning. Support compliance with immigration requirements for expatriate employees. Contribute to initiatives that strengthen employee engagement and organisational culture. Qualifications: Degree in Human Resources, Business Administration, Law, or related field. Minimum 5 years’ experience in Human Resources, preferably within a mining or site-based environment. At least 2 years’ experience in a leadership or senior HR role. Strong knowledge of Mozambican labour law and regulatory requirements. Demonstrated experience in employee relations, including disciplinary processes, disputes, and union engagement. Experience in workforce planning, recruitment, and HR operations. Strong analytical and decision-making capability, with ability to interpret data and trends. Excellent communication skills in English and Portuguese (written and verbal). Advanced proficiency in Microsoft Office tools.