HR Superintendent - Administration, Compensation & Talent

POSITION RESPONSIBILITIES

With the support of several direct reports, responsible for functioning as the primary Business Partner for our administrative teams, including comp, recruiting, benefits, finance, IT, supply chain, etc. The role also oversees recruiting area and will review processes and metrics. Working closely with the team, the Superintendent contributes to the development of departmental strategies and long-term plans, while offering technical expertise and guidance on processes and best practices. Leads and motivates teams to achieve high performance while fostering a strong safety culture and alignment with organizational goals. Anticipates challenges, makes data-driven decisions, and implements effective, results-oriented solutions. Demonstrates accountability for safety, quality, and production outcomes, and communicates clearly to build collaboration across departments and stakeholders.

• Demonstrate commitment to safety and Values in Action.
• Leadership & Values: Exemplify company values in all interactions while ensuring compliance with company policies, site standards, and regulatory requirements. Lead by example to foster a culture of safety, accountability, and continuous improvement.
• Compensation & Governance: Direct and optimize compensation processes to ensure efficiency, internal equity, and alignment with company standards. Implement and maintain governance frameworks, programs, and policies that support organizational compliance and operational excellence.
• HR Operations & Administration: Lead continuous improvement initiatives across HR administrative processes, ensuring consistent and effective service delivery. Identify and implement best practices for administrative systems, workflows, and document control. Manage vendor relationships and evaluate performance to ensure value and quality of service.
• Talent Management & Workforce Planning: Establish recruiting metrics, monitor performance, and address workforce challenges proactively. Partner with leaders to forecast staffing needs, support succession planning, and guide team capability development to meet site and corporate objectives.
• Employee Relations & Compliance: Ensure adherence to the Collective Bargaining Agreement and promote positive labor relations. Provide guidance on complex HR issues, ensuring fair and consistent application of company policies and employment law. Collaborate with leadership to resolve workplace challenges in real time.
• Reporting & Performance Management: Produce daily, weekly, and monthly reports tracking performance against business objectives and budgets. Leverage HR analytics and key performance indicators (KPIs) to support data-driven decision-making and process improvement.
• Team Leadership: Build, develop, and lead a high-performing HR team through effective coaching, training, and performance management. Ensure the team has the tools and resources to deliver consistent, high-quality HR and administrative support.
• Continuous Improvement: Drive optimization of HR systems, processes, and practices to enhance operational efficiency and employee experience. Lead and support special projects and initiatives as assigned by the Employee Services Manager.
• Take on additional tasks and responsibilities as assigned, demonstrating flexibility and initiative.

POSITION REQUIREMENTS

Required

• Minimum of 6-8 years of progressive experience in similar role, with at least 5 years in a leadership or management role.
• Bachelor’s degree in Business, Human Resources, Accounting/Finance or a related field is required.
• Proficient in the Microsoft Office Suite.
• Valid U.S. driver’s license.

Preferred

• Previous experience in the mining industry.
• Understanding and knowledge of the MSHA Mining Acts & Regulations.
• Experience with ADP is an asset.

Most of this position’s work will be in the office, working directly with business leaders, employees, and others. Combination of office and some mine site work with exposure to dust, loud noise, temperature extremes, wet conditions and uneven terrain.

Some off-site work may be required, including interactions with vendors and contractors.