Senior Generalist, Corporate Hr & Total Rewards

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Senior Generalist, Corporate HR & Total RewardsLocation: Vancouver, CA
The CompanyB2Gold is a responsible international senior gold producer headquartered in Vancouver, Canada. Founded in 2007, today, B2Gold has operating gold mines in Canada, Mali, Namibia and the Philippines, and numerous development and exploration projects in various countries.
PositionSenior Generalist, Corporate HR & Total Rewards
IntroductionReporting to the Manager, Corporate HR and Manager, Total Rewards, the Senior Generalist provides operational, analytical and administrative support for a wide range of HR and Total Rewards programs, including full employee lifecycle support for our corporate office, and compensation and reporting that includes global activities. This role includes supporting assigned projects and workstreams from planning through implementation, including project plans, change management, stakeholder coordination and engagement, documentation, testing, training, and post-implementation follow-up. The incumbent also provides cross-functional coverage and acts as the primary operational support and designated second-in-command to their managers for assigned matters, coordinating day-to-day priorities and escalating significant risks, exceptions, and sensitive matters as appropriate. This function includes reviewing the work of junior HR team members for accuracy, quality, and consistency, and providing day-to-day guidance, coaching, and mentoring, in support of the development of their technical knowledge, judgement, and understanding of HR processes and practices. The ideal candidate is a positive, highly motivated self-starter with sound judgement and a strong attention to detail, who effectively manages competing priorities independently while collaborating effectively within a team environment.
LocationThis is a full-time position based at B2Gold’s Corporate Office in Vancouver, Canada. The role follows our hybrid work model of four days in-office and one day remote each week.
Duties & Responsibilities:HR Operations, Workforce Planning and Employee Lifecycle (Corporate office)
Partner with HR management and business leaders to support annual and ongoing workforce planning, including headcount analysis, vacancy planning, succession considerations, organizational changes, and emerging capability requirements;
Lead full-cycle recruitment for complex, specialized or senior corporate and/or expatriate roles, and support and provide guidance to HR Generalists on assigned recruitment activities, where appropriate;
Oversee the consistent delivery of onboarding, employee change, leave, transfer, and offboarding processes and provide guidance on non-standard cases;
Partner with the designated immigration and mobility resource on complex or cross-functional matters and support the integration of immigration and mobility requirements with recruitment, onboarding, employee changes, payroll, benefits, assignments and secondments, and offboarding.
Manager Advisory & Employee Relations (Corporate office)
Provide day-to-day HR advisory support to managers on employee relations, attendance, performance, workplace conduct, accommodations, and the consistent application of HR policies and practices;
Manage employee relations matters of moderate complexity, including gathering relevant information, documenting issues, preparing correspondence, and recommending next steps, with escalation of higher-risk matters to the Manager, Corporate HR;
Coach managerson effective performance expectations, feedback, documentation, and development planning;
Support workplace investigations, disciplinary processes, disability management, return-to-work planning, and other sensitive employee matters, as assigned.
Job Design, Salary Structuring and Pay-for-Performance (Corporate office)
Conduct job evaluations ensuring alignment with job architecture, job descriptions and salary structures, and prepare compensation recommendations for recruitment, progression and promotions, including internal equity & external benchmarking;
Support annualcompensation survey submissions, market data questionnaire reviews and consolidated analysis of survey results for annual compensation reviews and budget cycles, and assist in compensation market data benchmarking and analysis;
Assist HR management with the annual performance and goals management process;
Support the annual salary review and short-term incentive bonus payout processes, including data validation, system updates, and generation and distribution of compensation-related communications and support materials.
Share-based Compensation (Corporate and global activities)
Support annual long-term incentive and other equity compensation grant cycles, vesting events and share transactions;
Prepare equitycompensation activity reports and generate filings to Finance/Treasury/Payroll/Legal, as necessary, ensuring accuracy and meeting tight timelines;
Partner with the Payroll team to ensure accurate withholdings on equity transactions.
HR Projects, Programs & Continuous Improvements (Corporate office)
Contribute to employee wellness, EDI and other initiatives and engagements, as assigned;
Contribute to pay transparency and pay equity initiatives, analysis and reporting;
Collaborate with HR management on benefits, paid time off, retirement, and wellness programs to ensure they are competitive, inclusive, and responsive to market benchmarks;
Assist in translating HR priorities into practical processes, tools, templates, and communications that can be applied consistently;
Support the development and maintenance of organizational structures, job descriptions, position documentation, and workforce planning tools;
Assist in translating HR priorities into practical processes, tools, templates, and communications that can be applied consistently;
Support the development and maintenance of organizational structures, job descriptions, position documentation, and workforce planning tools;
Assist in translating HR priorities into practical processes, tools, templates, and communications that can be applied consistently;
Support the development and maintenance of organizational structures, job descriptions, position documentation, and workforce planning tools;
Assist in translating HR priorities into practical processes, tools, templates, and communications that can be applied consistently;
Support the development and maintenance of organizational structures, job descriptions, position documentation, and workforce planning tools;
Assist in translating HR priorities into practical processes, tools, templates, and communications that can be applied consistently;
Support the development and maintenance of organizational structures, job descriptions, position documentation, and workforce planning tools.
Analytics, Reporting, Systems & Governance (Corporate activities)
Prepare analysis, options and recommendations, as needed, to support HR and Total Rewards program and policy planning and decision-making;
Research, draft, review, and update HR policies, guidelines, procedures, templates and supporting tools in consultation with HR management and subject-matter experts;
Gather and / or generate and reconcile regular and ad-hoc HR, workforce, compensation and other data, analytics and reports for management presentations and reporting, corporate disclosures, and other internal or external reporting requirements, including but not limited to the annual Responsible Mining Report and Management Information Circular;
Support HR process and system improvements, including requirements gathering, testing, implementation, documentation, and user support;
Support consistent policy interpretation and application and identify areas requiring clarification, education, or revision;
Assist in identifying and investigating discrepancies across HR, payroll, benefits, and compensation systems and monitoring data-quality controls;
Review sensitive or non-standard employment documentation and ensure appropriate approvals, supporting records, and process controls are followed.
Perform other duties as required in support of corporate and site objectives.
Requirements:
Bachelor’s degree in Human Resources, Business Administration, Commerce or a related field from an accredited university or post-secondary program;
Minimum eight years of progressive human resources experience. Including at least three years in a senior generalist, HR business partner, or comparable compensation-focused HR advisory role in a publicly listed company, preferably in the mining industry;
Demonstrated advisory experience independently managing employee relations matters of moderate complexity and leading HR projects or programs, coordinating deliverables across multiple stakeholders;
Substantive experience in a global, multi-jurisdictional or similarly complex organization with accountability in at least one of the following areas: compensation, workforce planning, HR analytics and reporting, or HR policy and governance;
Advanced proficiency in Microsoft Office (Excel, PowerPoint, Word);
Excellent written and verbal communication, presentation skills, and the ability to present complex information clearly;
Ability to communicate professionally with internal and external stakeholders with a customer service focus;
Strong analytical and data management skills;
Strong attention to detail, accuracy, and confidentiality;
Sound judgmentand problem-solving capability, knowing when to ask for support;
Highly organized with the ability to manage competing priorities and deadlines;
Proactive and motivated to learn with a passion for delivering high-quality service;
Able to work independently under minimum supervision.
Additional Desired Qualifications:
CPHR designation or working towards one;
Prior experience in mining industry;
Hands-on experience with SAP SuccessFactors (Employee Central and/or Recruiting modules);
Practical experience working with Shareworks, equity compensation, Management Information Circular and/or Board Documents is an advantage;
Exposure to time-off balances, leave management, and HR policy assignments in ADP Workforce Now or similar system;
Knowledge of payroll, withholdings, and/or cross-border tax implications is considered an asset;
Experience supporting immigration or mobility programs;
French or Spanish language skills.
Job Demands/Physical Requirements:
This position is based at B2Gold’s corporate office in Vancouver, Canada, with a hybrid work arrangement of four days on site and one day working from home;
CompensationB2Gold prioritizes local employment, supports empowerment initiatives and continuously works towards a people profile that matches the demographics of the respective national settings in which we operate, while appreciating our inclusive culture that attracts talent from around the world. As an equal-opportunity employer, B2Gold values diversity and we encourage all qualified candidates to apply.
B2Gold offers a competitive compensation package, including base salary commensurate with the candidate’s experience, knowledge and skill set, and a comprehensive benefit package for employees and their eligible dependents. The base salary range for this position is CAD $120,000 - $145,000 per annum, which is the anticipated pay at the time of hire but does not reflect similar future job opportunities. Details of the total compensation package will be shared during the interview process.
We thank all applicants for their interest in B2Gold Corp., however, only those candidates selected for an interview will be contacted.
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