We are one of the world's largest producers and marketers of copper with our mining, refining and recycling operations and development projects within the key mining regions of Africa, Australia, Philippines & Americas.

Main Objective of the Role

To champion performance culture, drive employee engagement, and manage employee relations across the Copper Africa region, in alignment with Glencore values and strategic people priorities. This role will support business units (KCC, MUMI, Watu Wetu) to embed performance and accountability frameworks, enable a thriving workplace culture, and proactively manage Employee Relations(ER) and Industrial Relations (IR) risks and opportunities through effective engagement and policies. The HRBP will focus on employee relations, performance management , and engagement iniiatives to ensure HR policies are effectively implemented across the Copper Africa’s operations.

Operating Context

This role is a key member of the Copper Africa Regional HR Team and serves as the regional anchor for performance enablement, engagement strategy implementation, and employee relations alignment. The jobholder will act as a business partner to asset leadership and HR teams, ensuring alignment with regional strategy, HR governance, and Glencore’s values.

Key Relationships

• Regional HR Lead
• Asset senior Managers (General Managers & Functional Managers)
• Site-based HR Managers and Business Partners
• Site-based Learning & Development Team
• Legal & Compliance
• Fraud & Investigations Team
  
  

Qualifications

Qualifications & Experience

• Bachelor's degree in HR, Business Administration, law, Psychology, or related field. Master’s preferred.
• Minimum 8 years of progressive HR experience, including at least 5 in performance management, employee engagement, IR and ER.
• Proven experience in a mining or heavy industry context, with regional exposure in Africa preferred.
• Strong knowledge of labor laws (especially DRC) and dispute resolution practices.
• Bilingual: Fluency in English and French essential.
  
  

Key Competencies

• Strategic thinking and problem-solving
• High emotional intelligence and cultural sensitivity
• Project and change management
• Facilitation and training delivery
• Data analytics and KPI tracking
• Conflict resolution and negotiation
• Resilience and adaptability
  
  

Key Accountabilities

Performance Management

• Deploy and embed the regional performance management system (using SAP SuccessFactors platform).
• Train and support line managers in goal setting, performance reviews, and development conversations.
• Monitor performance trends and intervene proactively to support performance improvement plans (PIPs).
• Facilitate performance calibration sessions and align with talent development frameworks.
• Ensure timely and quality execution of performance cycles with ≥90% participation rate across assets.
  
  

Employee Engagement & Culture

• Develop and deliver employee engagement frameworks that drive Glencore values (Integrity, Simplicity, Openness, Accountability).
• Coordinate regional employee surveys (pulse and full), action planning, and follow-up mechanisms.
• Collaborate with Communications to roll out structured internal communication campaigns.
• Design and track interventions that improve team morale, retention, and cross-functional collaboration.
• Achieve ≥80% survey participation and ≥70% positive sentiment in key engagement indicators.
  
  

Employee Relations (ER) & Industrial Relations (IR)

• Act as the ER/IR point of contact across assets, ensuring consistent application of HR policies.
• Support asset HR teams with complex ER matters, grievance handling, and conflict resolution.
• Support Asset HR team with IR interaction with Unions (CBA, and others negotiations)
• Adress workplace disputes and grievances with appropriate resolution mechanisms.
• Partner with Legal and Fraud & Investigations on sensitive cases and disciplinary hearings.
• Identify and manage ER/IR risk trends through case tracking and analysis.
• Develop regional ER policies aligned with DRC labor laws and Glencore standards.
• Conduct quarterly ER training sessions for line managers and HR teams.
  
  

Organizational Change & HR Support

• Partner with operational leaders during org changes, restructuring, or transformation projects.
• Support the roll-out of new structures, role transitions, and change management efforts.
• Contribute to the continuous improvement of HR processes through feedback and innovation.
• Support Cultural transformation and leadership development initiatives including program like Graduate development and staff rotation to other Glencore entities
  
  

Data & Reporting

• Maintain dashboards on performance, engagement, and ER metrics.
• Provide monthly reporting to the Regional HR Lead with insights and actions.
• Ensure data integrity in HRIS and ER logs with ≥95% accuracy and timeliness.
  
  

Key Performance Indicators (KPIs)

• Effective execution of performance management and employee engagement strategies.
• Reduction in employee relations issues through proactive HR interventions.
• Compliance with Labor regulations and HR governance standards.
• Successful implementation of change management and cultural transformation initiatives.
  
  

Application Details

Qualified candidates who align with our commitment to diversity and sustainability are encouraged to apply, clearly articulating their suitability for this senior strategic role

Our Commitment to Diversity & Inclusion:

Glencore is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

Through our IDEAL framework (Inclusion, Diversity, Equity, Advancement, and Local), Glencore is an equal opportunity employer committed to creating and maintaining a diverse and inclusive workforce where everyone can achieve their full potential, regardless of their backgrounds. We aim to ensure that all perspectives and cultures, however numerous and varied, are welcomed, essential to our operations, and respected by each of our employees. We treat all our employees fairly and with dignity. Join us in championing IDEAL, where inclusivity unlocks potential and fuels high performance.