Kamoto Copper Company Société Anonyme, KCC SA in acronym, is a Congolese company operating in Kolwezi, capital of the province of Lualaba, in the Democratic Republic of Congo.

KCC SA exploits copper and cobalt ores on a large scale. It includes an underground mine, open-pit mines and integrated metallurgical facilities. The operation has one of the largest copper reserves in the world, with a current life of over 25 years.

As an industrial mining company, we provide safe workplaces and support the sustainable development of the local economy. We maintain a constructive and open dialogue with the communities that host us, as well as with the provincial and national government.

Job Description

Under the direct supervision of the Chief People Officer, the Compensation and Benefits Manager is responsible for managing and optimizing compensation and benefits policies. This role is essential in ensuring the fairness and competitiveness of the company’s compensation packages, while ensuring compliance with applicable regulations and the company’s strategic objectives.

He/She will have, among other things, the following responsibilities (non-exhaustive list):

• Acts as a primary point of contact for management regarding compensation and benefits issues, providing timely guidance and support.
• Participates in salary and labor market surveys to determine prevailing pay rates and benefits.

• Analyzes salary data and market trends to evaluate and adjust company compensation policies.
• Advises management on compensation and benefits issues, proposing solutions adapted to the needs of the company and its employees.
• Develops and maintains competitive pay and benefit schemes to attract and retain top level employees.

• Ensures compliance with compensation and benefits regulations, ensuring that company practices comply with applicable labor laws.
• Conducts regular pay equity audit.
• Works with the Recruitment department to ensure that all job descriptions are up to date.

• Evaluates new and existing positions to determine appropriate classification and salary levels.
• Ensures the company’s job classification remains relevant over time.
• Stays informed of relevant laws, regulations, and industry trends related to compensation and benefits.

• Lead labor cost governance processes including workforce cost monitoring, budget versus actual analysis, and cost forecasting.
• Partner with HR, Finance, and Operations to align workforce structures and compensation practices with productivity and operational targets.
• Develop and maintain compensation dashboards and KPIs to support workforce cost visibility and decision-making.

• Ensure strong linkage between job architecture, organizational structure, grading, and labor cost management.
• Support workforce planning initiatives through compensation analytics and workforce cost modelling.
• Monitor compensation trends, salary movements, and labor cost risks to support proactive decision-making.

• Provide regular reporting on labor cost performance, headcount evolution, and compensation effectiveness.

Job Requirements

Qualifications and experience

• Bachelor 's degree in Human Resources, Finance, Social Sciences, Business Management/Administration or a related discipline.
• Excellent knowledge of employment laws and regulations
• At least seven (07) years of experience in compensation & benefits roles or similar field, preferably within HR

• Experience in mining industry would be an advantage.

Technical skills

• Strong analytical and financial acumen with experience in labor cost analysis and workforce budgeting.
• Experience with job architecture, workforce planning, and compensation governance frameworks would be an advantage.

• Advanced Excel and HR analytics capabilities preferred.
• Proficiency in data analysis techniques.
• In-depth knowledge of compensation and benefits laws and regulations.

• Financial management skills to develop and monitor compensation and benefits budgets.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Ability to interpret salary data and identify market trends to strategically adjust compensation policies.

• Good communication, presentation and public speaking skills.
• Proficiency in French and English.
• Strong business and financial acumen with the ability to link workforce structure to labor cost and operational performance

Attitude and Behavior

• Results-oriented with disciplined execution and governance mindset
• High level of integrity and confidentiality in handling sensitive compensation information

• Ability to influence and challenge stakeholders at different levels of the organization
• Strong problem-solving and decision-making capability
• Excellent communication and presentation skills with the ability to simplify complex compensation data

• Ability to operate effectively in a complex, multicultural, and operational environment
• Continuous improvement mindset with focus on efficiency, compliance, and sustainability
• Role-modeling company values, ethics, and accountability

KCC SA does not accept applications submitted by people under the age of eighteen (18). In accordance with article 1 of the Labor Code of the Democratic Republic of Congo, KCC SA receives all applications without distinction or discrimination. However, as part of its Equal Opportunity, Diversity, Equity and Inclusion program, applications from women are strongly encouraged.

In accordance with our Compliance Policy and Code of Conduct, KCC, its representatives and its workers do not receive any compensation or benefits of any kind at any stage of the recruitment process (application submission, application processing, tests and interviews for employment, medical examinations for employment, or induction, etc.).

Any act or attempted act of corruption must be reported through our web portal : https://glencore.raisingconcerns.org/ or by phone at: +243 970 174 000 and will be severely punished.

Furthermore, KCC SA pursues the objective of a transparent, fair and equitable recruitment process and, therefore, does not tolerate any interference or intervention in any way whatsoever in its recruitment process. Any failure on this point will result in the immediate disqualification of the candidate concerned.

Compensation & Benefit Manager