SUPERVISOR DE RECURSOS HUMANOS - HR SUPERVISOR

Role Purpose:
Align Human Resources strategies with the Business Areas, serving as a strategic partner between both, with the goal of achieving corporate objectives. Building a long-term relationship of trust with each area manager, supporting their specific needs and initiatives, and generating business value. In the Manager's absence, the role is the responsible point of contact.

Duties:
1. Ensure that the HR strategy and processes (recruitment, work schedule, staffing plan, expatriate management) are executed appropriately and in a timely manner in the respective areas; as well as coordinate issues related to Social Welfare, which involves Social Work and Labor Relations.
2. Identify the needs of the different areas that require advice, solutions, or intervention from Human Resources.
3. Support the Senior Human Resources Manager with the design and strategy of Development Plans, Performance Evaluations, Succession Plans, and other Human Resources programs associated with the area's subsystems.
4. Monitor the implementation of HR programs and projects in the respective areas and provide assistance.
5. In coordination with the Communications Department, monitor the culture of respect and provide mechanisms to reinforce this principle.
6. Provide support to leaders in the different areas on issues or projects related to Human Resources.
7. Resolve staff complaints and requests, as well as escalate those that require higher-level management.
8. Ensure compliance with internal policies and legal requirements established in the Internal Regulations, Labor Code, or any other associated legal body.
9. Oversee the upload of information related to overtime and shift surcharges to the Evolution system or any other HR ERP system; ensuring consistency with Company guidelines and other legal requirements.
10. Serve as the second level of approval in the Evolution system or other applicable ERP.
11. Lead the VLP program within the area.

Sustainability Expectations:
Contribute to human resource management by implementing and developing procedures and plans that contribute to aligning employees with the Company's Sustainability Strategy.
Provide the necessary tools and provide the necessary advice to the Managers of the different areas to ensure compliance with the Human Resources department's procedures.

Scope of Responsibility and Complexity:
Works under the supervision of the Senior Manager and/or Superintendent of Human Resources in accordance with their goals, deadlines, and established procedures.
Requires extensive knowledge of all Human Resources subsystems as they must provide advice and develop processes and projects directly with the Managers of the respective areas.
In addition to knowledge and skills in human resources, the candidate must have knowledge of the activities carried out in all areas of the Company, although this does not imply that the candidate is a specialist. This will enable them to plan, coordinate, and lead employee selection and development processes, based on the Company's strategy and needs.
Integrated Occupational Health and Safety Responsibilities:
Knowledge of safety procedures to identify aspects and impacts related to their activity.
Promote a safety culture among workers and contractors by observing unsafe acts and conditions, directing them to the appropriate department through the Visible Leadership Program (VLP).
Knowledge of, compliance with, and application of the company's internal policies, procedures, and regulations.
Minimum Required Profile:
Academic
• A postgraduate degree in Business Administration, Human Resources Engineering, Commercial Engineering, or a related field. A postgraduate degree is desirable.
• Knowledge of Human Resources subsystems such as: Organizational Development, Recruitment and Selection, Labor Relations, Performance Management, Training, Organizational Climate, and Labor Law.

Experience
• At least 8 years of general experience in Human Resources, of which at least 5 years have been held in leadership positions in large industrial companies or companies in strategic sectors with projects in remote camps.

Knowledge:
• Specific knowledge of Human Resources applied to the Mining Industry
• Knowledge of competency-based management
• Labor Relations
• Recruitment and Selection
• Performance Management
• Training
• Organizational Climate
• Labor Law
• Social Security Law
•Job analysis and description.
• Process knowledge
• Social responsibility
Additional skills and qualifications required:
• Conflict management
• Advanced written and spoken English
• Advanced knowledge of Microsoft Office, ERPs, database management, data analytics, and advanced reporting.