Job Summary:

• Project Details: Mine Restart & Operations
• Location: Brisbane, Australia (with regular travel to Papua New Guinea - Mine Site & Port Moresby)
• Reports To: CFO
• Direct Reports: HR Coordinator (s), Recruitment Lead (as required), Training & Compliance Officer (dotted line)

Role Purpose:

• The HR Manager will establish and manage the full human resources function supporting the mine operations.
• This includes workforce mobilisation, industrial relations, compliance with PNG labour laws, and development of a high-performing workforce across site, logistics, and corporate functions.
• The role is critical in ensuring safe, compliant, and efficient workforce operations in a complex remote mining environment with significant community and stakeholder sensitivities.

Our successful candidate will:

• Build a fit-for-purpose HR function from day one
• Enable rapid mobilisation and operational readiness
• Balance commercial discipline with workforce stability
• Navigate complex community, government, and workforce dynamics
• Drive a high-performance, safety-first culture
• bility to operate effectively in remote and challenging environments

Key Responsibilities:

Workforce Strategy & Planning:

• Develop and implement the workforce plan aligned to mine restart and ramp-up schedules
• Coordinate manpower forecasting across:
  1. Mining (underground & surface)
  2. Site services
  3. Logistics (road, air, warehousing)
  4. Security and community affairs
• Establish organisational structures, role definitions, and reporting lines

Recruitment & Mobilisation

• Lead end-to-end recruitment for all roles (expatriate and national workforce)
• Develop a mobilisation framework for:
  1. Site access and onboarding
  2. Medicals, inductions, and compliance checks
  3. Travel logistics (flights, rotations, accommodation)
• Prioritise local employment and landowner participation in line with MoA commitments

Industrial & Employee Relations:

• Manage industrial relations strategy in PNG, including:
  1. Employment contracts aligned with PNG legislation
  2. Workforce policies and procedures
  3. Disciplinary and grievance processes
• Provide guidance on sensitive workforce issues:
• Landowner employment expectations
• Workforce disputes
• Cultural and community considerations

HR Compliance & Governance:

• Ensure compliance with:
  1. PNG Labour Laws
  2. Mine operating agreements (MoA obligations)
  3. Internal company HR policies
• Maintain audit-ready HR systems and documentation
• Develop and implement:
  1. HR policies
  2. Code of conduct
  3. Disciplinary frameworks
• Support reporting requirements to government stakeholders where required

Performance Management & Culture:

• Implement a performance management framework across all departments
• Support leadership in:
  1. Setting KPIs
  2. Conducting performance reviews
  3. Managing underperformance
• Drive a high-performance, accountable culture aligned to safety and operational delivery

Training & Capability Development:

• Develop and oversee training programs including:
  1. Site inductions
  2. Safety and compliance training
  3. Leadership development
• Coordinate TVET and workforce development initiatives (aligned with CSR and local content commitments)
• Ensure workforce competency for:
  1. Underground mining operations
  2. Heavy equipment operation
  3. Site services roles

Compensation, Benefits & Payroll Oversight:

• Develop competitive remuneration structures for PNG workforce
• Oversee payroll inputs and compliance (local and expat workforce)
• Manage:
  1. Rosters and rotations
  2. llowances and site-based benefits
• Ensure alignment with budget and cost control objectives

HR Systems & Reporting:

• Implement and manage HR systems for:
  1. Workforce tracking
  2. ttendance and rotations
  3. Leave and payroll inputs
• Deliver weekly and monthly HR dashboards including:
  1. Headcount
  2. Mobilisation status
  3. Turnover and absenteeism
  4. Training compliance
• Support EXCO reporting with clear workforce insights and risks

Stakeholder Engagement:

• Interface with:
  1. Government bodies (labour, immigration where required)
  2. Community Affairs team
  3. Security and logistics teams
• Support alignment between:
  1. Workforce strategy
  2. Community expectations
  3. Operational requirements

Key Deliverables (First 6 Months):

• Workforce plan aligned to mine restart
• Recruitment and mobilisation of critical roles
• Implementation of HR policies and compliance framework
• Establishment of HR systems and reporting dashboards
• Industrial relations framework in place
• Training and induction programs operational
• Local employment strategy implemented

Key KPI's:

• Operational
  1. % of roles filled vs workforce plan
  2. Time to hire (critical roles)
  3. Mobilisation readiness (on-time deployment)
• People & Culture:
  1. Workforce turnover rate
  2. bsenteeism rate
  3. Employee engagement indicators
• Compliance:
  1. 100% compliance with PNG labour laws
  2. Zero major HR audit findings
  3. Training compliance rates (%)
• Cost:
  1. Labour cost vs budget
  2. Recruitment cost efficiency

Experience & Qualifications:

• 10+ years HR experience, ideally in Mining, oil & gas, or remote operations.
• Strong experience in Workforce mobilisation, Industrial relations, Developing HR functions from scratch.
• Experience in PNG or similar jurisdictions highly desirable.
• Tertiary qualification in HR, Business, or related field.

Key Competencies:

• Strong leadership and decision-making
• bility to operate in high-pressure, remote project environments
• Commercial mindset with focus on cost and delivery
• Cultural awareness and stakeholder sensitivity
• Highly structured and process-driven