Executive Leadership Opportunity | Mining & Resources

A leading international mining organisation is seeking an Executive Organisational Growth leader to define and execute the people strategy underpinning one of Africa's most significant mining operations.

Reporting directly to the Managing Director and operating as a key member of the Executive Committee, this role will provide leadership across the full employee lifecycle and people value chain, ensuring the organisation is positioned to achieve its operational, growth and transformation objectives.

This is a highly strategic role requiring an experienced executive with a proven track record in large scale workforce leadership, organisational transformation, cultural integration and business performance optimisation.

Role Purpose

The Executive Organisational Growth Leader will be responsible for defining and directing the organisational growth strategy that supports the overall business strategy with the objective of creating a high performing, engaged and future ready workforce.

The role will oversee all aspects of People Operations including Human Resources, Organisational Development, Transformation, Employee Services, Learning & Development, HR Information Systems, Contractor Management and Facilities Management.

Working closely with Executive Leadership, the successful candidate will drive workforce effectiveness, build organisational capability, strengthen culture and ensure a world class employee experience across a complex and multicultural operational environment.

Key Responsibilities

Executive Leadership & Strategy

• Develop and execute a comprehensive People Operations strategy aligned with overall business objectives.
• Serve as a strategic advisor to the Executive Committee on all people, culture and workforce matters.
• Drive organisational effectiveness initiatives that support business growth and operational excellence.
• Establish a high performance culture through effective leadership, accountability frameworks and talent development initiatives.
• Lead the creation and implementation of workforce strategies that support long term organisational sustainability.
• Drive employee engagement and cultural transformation initiatives across the organisation.

Organisational Development & Transformation

• Lead enterprise wide organisational development initiatives.
• Design and implement succession planning and leadership development frameworks.
• Drive organisational design and workforce optimisation programmes.
• Lead change management initiatives linked to business growth, transformation and operational improvement.
• Ensure organisational structures, capability frameworks and leadership competencies remain aligned to future business requirements.
• Champion digital transformation and automation initiatives across the People Operations function.

Workforce Planning & Talent Strategy

• Drive strategic workforce planning aligned with current and future operational requirements.
• Forecast labour demand and workforce capability requirements.
• Develop talent attraction, retention and succession strategies to ensure organisational resilience.
• Establish workforce analytics frameworks that support evidence based decision making.
• Monitor labour market trends and advise leadership on workforce risks and opportunities.

People Operations Leadership

Provide executive oversight across:

• Human Resources
• Transformation
• Training & Development
• Employee Services
• HR Information Systems
• Contractor Management
• Camp & Facilities Management

Ensure all functional areas operate as integrated business partners focused on delivering exceptional service, operational efficiency and measurable business impact.

HR Technology & Analytics

• Drive optimisation and effectiveness of HR technology platforms.
• Establish people analytics capabilities that support strategic decision making.
• Develop executive reporting frameworks and workforce dashboards.
• Utilise predictive workforce data to support business and labour planning decisions.
• Drive technology enabled employee experience improvements.

Employee Experience & Culture

• Lead initiatives that strengthen employee engagement, wellbeing and organisational culture.
• Develop employee experience strategies spanning attraction, onboarding, development, retention and exit.
• Establish programmes that support a diverse and inclusive workplace environment.
• Ensure delivery of a world class employee experience across all organisational touchpoints.

Stakeholder Engagement

• Build strong partnerships with Executive Leadership, operational leadership teams and key business stakeholders.
• Engage effectively with unions, government bodies and regulatory authorities.
• Lead engagement with shareholders, external advisors, consultants and service providers where required.
• Act as a trusted ambassador for the organisation's culture, values and leadership principles.

Governance, Risk & Compliance

• Ensure compliance with labour legislation, governance requirements and corporate standards.
• Develop and implement policies, frameworks and controls that support ethical and compliant business practices.
• Lead risk management initiatives within the People Operations portfolio.
• Ensure robust reporting, governance and audit compliance across all functional areas.

Financial & Commercial Leadership

• Manage substantial operational and labour related budgets.
• Drive cost optimisation and workforce productivity initiatives.
• Ensure labour planning is aligned with financial and operational objectives.
• Measure and report on the financial impact of people strategies and programmes.

The ideal candidate will be an accomplished HR and organisational leadership executive with significant experience leading large, complex and operationally intensive environments.

Required Qualifications

• Postgraduate Degree in Human Resources, Organisational Psychology or related discipline.
• MBA or equivalent executive qualification advantageous.

Required Experience

• Minimum 15 years progressive experience in Human Resources, Organisational Development or People Operations.
• Minimum 8 years operating at Executive, Director or Vice President level.
• Demonstrated experience leading multiple people functions within a large and complex organisation.
• Proven track record driving organisational transformation and cultural change.
• Experience implementing and optimising HR technology and HRIS platforms.
• Significant workforce planning and organisational design experience.
• Experience operating within mining, resources, energy, infrastructure, heavy industry or similarly complex environments.
• Experience leading multicultural workforces across multiple stakeholder groups.

Key Leadership Competencies

• Executive presence and influence
• Strategic thinking
• Organisational transformation
• Commercial acumen
• Workforce planning
• Change leadership
• Stakeholder management
• Leadership development
• Data driven decision making
• Operational excellence
• Governance and risk management
• Cultural intelligence