Mine Manager

Who Are We?

SSR Mining Inc. is an intermediate gold company with four producing assets located in the USA, Canada, and Argentina, combined with a global pipeline of high-quality development and exploration assets in the USA, Turkey, and Canada.

SSR’s commitment to safety, collaboration, and excellence allows us to continue building upon our already strong foundation. With an industry‑leading pipeline of projects, strong financial positioning, and talented employees, we look forward to our bright future!

Job Description

As a Mine Manager at SSR Mining, you are responsible for providing strong safety and strategic leadership to foster a culture of health, safety, and operational excellence within the Mining Department. This position drives the achievement of mining and production targets through best‑practice implementation, ensures full compliance with statutory requirements and company policies, and leads the effective application of the Company’s Safety, Health, and Environmental Management System (SHEMS). The objective is to deliver sustainable performance while maintaining the highest standards of safety, compliance, and operational effectiveness.

The Day-to-Day

• Create a strong safety culture through engagement and empowering others.
• Develop and implement a Life of Mine Plan strategy to ensure long‑term sustainable production.
• Optimally engage business partners to achieve and maintain safety, production, and financial targets consistent with corporate objectives.
• Generate, guide, and manage capital and operating budgets by diligent spending and efficiency increases.
• Identify business opportunities that justify capital and operating expenditures.
• Create professional short and long‑range strategic planning strategies and provide execution guidance to total mining process.
• Engage and interact with business partners and management peers across the organization to identify and implement improvement and operational excellence opportunities.
• Using operational excellence resources and methodologies, maintain a high standard of quality in all work.
• Create and manage operating reports on performance, and devise strategies and take any necessary actions to rectify deficiencies.
• Strategically lead and develop subordinates in order to have a suitably skilled, qualified and continuously improving workforce.
• Lead all matters relating to personnel recruitment, development and discipline.

Is This You?

• A degree from a recognized university in mining engineering;
• Minimum 15‑years overall underground experience including a minimum of 5 years of management experience;
• Extensive knowledge of underground mining;
• Functional knowledge of mining and processing operations;
• Excellent business and business analysis skills;
• Excellent interpersonal/relationship skills; able to communicate with individuals and groups at all levels of the organization, written and oral.
• The successful candidate must demonstrate good communication skills and have a positive and proactive attitude towards safety.

SSR Mining Inc. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Employment Equity

At SSR Mining – Seabee Gold Operation, we are dedicated to developing a talented and diverse workforce that reflects the communities where we operate. We actively promote employment equity and invite applicants to voluntarily indicate if they belong to a designated group during the hiring process. Employment equity is not about quotas or hiring individuals who are not qualified. Rather, it aims to broaden the pool of qualified candidates — including women, Indigenous peoples, visible minorities, and individuals with disabilities — and to eliminate barriers that may hinder their full participation in the workforce.

Women

This describes a person who self identifies a woman. The definition recognizes that gender is a self-identification that does not necessarily match the sex of an individual.

Aboriginal People

As per the definition contained in the Canadian Employment Equity Act, Aboriginal Peoples, refers to persons who are Indian, Inuit or Métis.

Persons With Disabilities

Examples include, but are not limited to:

• Blindness or visual impairment (unable to see or having difficulty seeing, glaucoma; however, this does not include persons who can see well with glasses or contact lenses)
• Co‑ordination or dexterity impairment (difficulty using hands or arms, for example, grasping or handling tools or using a keyboard)
• Deafness or hearing impairment (unable to hear or having difficulty hearing)
• Mobility impairment (difficulty moving around, walking long distances or difficulty moving using stairs)
• Speech impairment (unable to speak or difficulty speaking and being understood)
• Other disabilities (e.g., learning disabilities, developmental disabilities and all other types of disabilities)

Members Of Visible Minorities

Examples include, but are not limited to:

• Non‑white Latin American (including Indigenous people from Central and South America)
• Black
• East Asian (e.g., Chinese, Japanese, Korean)
• South Asian/East Indian (e.g., Indian, Pakistani, Bangladeshi, or East Indian from Guyana, Trinidad or East Africa)
• Southeast Asian (e.g., Burmese, Cambodian, Filipino, Laotian, Thai, Vietnamese)
• Non‑white West Asian, North African or Arab (e.g., Iranian, Lebanese, Egyptian, Libyan)
• People of mixed origin (e.g. with one parent member of a visible minority group)

The information you are asked to provide is essential for Seabee Gold Operation to comply with the requirements of the Federal Contractors Legislation, and in helping Seabee Gold Operation identify and address workplace barriers by developing employment equity programs and policies. Although participation in completing this survey is voluntary, it is important for us to obtain the most accurate representation of our current workforce.

The information you provide will be kept CONFIDENTIAL and will be used to compile an overview of Seabee Gold Operation’s workforce for government compliance purposes. In addition, the summarized results will be used to determine the distribution of designated group members in our workforce, analyze the current results, and track future progress in achieving a representative workforce. This information will not be placed in your employee files.