• Create a Business Unit (BU) talent and leadership development strategy that aligns with the global strategy.
• Diagnose BU-specific leadership development needs; share requirements with enterprise leadership development and learning team; partner to tailor or develop programs that optimize for the right balance of standardization and localization.
• Deliver leadership development programs for employees in the BU and Projects in the BU geography.
• Diagnose BU-specific talent development needs; share requirements with enterprise talent team; partner to tailor or develop programs that optimize for the right balance of standardization and localization.
• Deliver programs to assess talent and plan for leadership succession in BU.
• Build, govern, and improve nationalization / localization plans for talent (i.e., building capability among national / local talent to reduce reliance on expats).
• Build, govern, and improve talent development programs such as graduate and internship for the BU and Projects in the BU geography, in alignment with enterprise framework.
• Implement performance management system for employees in BU and Projects in the BU geography; diagnose challenges and recommend improvements to enterprise system.
• Prepare materials to communicate BU talent strategy and leadership development to executives and Newmont’s Leadership Development & Compensation Committee.
• Build, govern, and improve new hire orientation for business unit.
• Build, govern, and improve programs to provide financial assistance to employees pursuing additional study.
• Build, govern, and improve programs to invest time and resources in education institutions that prepare people for careers in mining for BU geography.
• Develop tactics to improve inclusion, diversity and equity through talent management and leadership development programs.

YOUR TRAINING, SKILLS & EXPERIENCE CHECKLIST:

Formal Qualification (including Professional Registrations):

• Bachelors’ Degree in Human Resource Management / Social Sciences / Arts / Business Administration or related field.

Additional Knowledge

• In-depth knowledge of talent management program design and governance, including performance management, talent assessment, succession planning, employee development planning, and career frameworks.
• Expertise in leadership development program design and governance.
• Strong understanding of change management principles and communication strategies.
• Formal education qualifications in Organization Development, Human Resources, or related fields.
• Familiarity with Inclusion, Diversity, and Equity strategies and their implementation within a business unit.
• Knowledge of global talent management systems and the ability to align local strategies with global frameworks.
• Experience improving individual capability, organizational bench strength, employee engagement, and business performance through strategic talent initiatives.
• Experience managing other team members and knowledge of good people management practices.
• Experience working in a large multinational organization and knowledge of how to get work done in a global organization.

Problem Solving Ability

• Develops and refines existing systems, and develops new systems, by understanding trends within a single field of knowledge.
• Recognizes the interconnections of data from a flow of real events within a system (or knowledge field, or discipline).
• Thinks about alternative means to achieve a goal by forming chains of hypothetical activities (if this, then that; if that, then the other).
• Generates and tests hypotheses within a single field of knowledge.
• Determines the difference between special and systemic cause.

Technical Skills

• Advanced proficiency in leadership development program design and governance.
• Advanced proficiency in talent management program design and governance including performance management, talent assessment, succession planning, employee development.
• Proficiency in talent management technology.
• Advanced proficiency in change management and communication.
• Advanced proficiency in facilitation.
• Proficiency in project management.

Social Process Skills 

• Self-awareness: adapts behavior to suit context, reflects on interactions for improvement, seeks feedback, and prioritizes business needs over personal preferences.
• Team process: understand team dynamics, adjust behavior as needed, resolve conflicts, and lead effectively by fostering an inclusive environment where members feel safe to contribute, collaborate, and receive feedback and coaching.
• Collaboration: establish and nurture stakeholder relationships by actively listening and asking questions, understand how to influence or negotiate for productive outcomes, and effectively balance positive interactions with task completion.