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 incumbent will be responsible for driving organisational effectiveness, leadership capability, workforce productivity, and workforce sustainability at KCC.
The role will lead the Organisation Development and Effectiveness (OD&E) agenda, ensuring that organisational structures, governance frameworks, decision-making authorities, headcount management, leadership capability, talent pipelines, and workforce plans are aligned with KCC’s operational strategy, productivity objectives, safety priorities, and localisation commitments.
The incumbent will design and implement measurable OD interventions across organisation design, organisational governance, performance management systems, change management, leadership development, talent and succession management, workforce planning, culture, employee engagement, and people analytics, directly supporting KCC’s HR transformation roadmap and overall operational performance.

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

1. Organization Design & Effectiveness:

• Diagnose organizational structures, spans and layers, role clarity, and decision rights.
• Lead and embed Requisite Organization / Levels of Work principles.
• Support job analysis, job evaluation, and organisational governance clarity.

• Drive data-driven organisational design initiatives to improve workforce productivity, efficiency, and accountability.
• Ensure alignment between organisational structure, workforce cost, operational output, and decision-making effectiveness.
• Monitor spans, layers, headcount governance, and organisational efficiency indicators.

2. Change Management & Transformation:

• Lead and support enterprise change initiatives (restructures, system rollouts, process simplification).
• Apply recognised change methodologies (Prosci / ADKAR).
• Drive adoption, sustainability, and benefits realisation.

3. Leadership Capability Development:

• Design and embed a Leadership Competency Framework aligned to Glencore Values.
• Deliver leadership and safety leadership development interventions (70–20–10).
• Coach senior leaders and managers to strengthen leadership effectiveness.

4. Talent, Succession & Localisation :

• Lead talent reviews and succession planning for critical roles.
• Build bench strength and increase internal fill rates.
• Drive localisation pipelines in line with KCC and Group commitments.

5. Workforce planning :

• Establish rolling 18–24 month workforce plans with HR, Finance, and Operations.
• Align recruitment plans to production ramps and operational needs.
• Reduce time-to-fill and mitigate critical vacancy risks.

• Integrate workforce planning with productivity targets, labour cost optimisation, and operational ramp-up plans.
• Partner with Finance and Operations to ensure workforce structures remain sustainable and cost-effective.

6. Culture, Engagement & Ways of Working :

• Translate engagement survey insights into concrete action plans.
• Facilitate team effectiveness and cross-functional collaboration.
• Support cultural maturity and performance-based behaviours.

7. Safety Leadership & ESG Enablement :

• Partner with HSE to embed safety leadership and critical control behaviours.
• Support environmental awareness, digitalisation, and sustainability behaviours.
• Reinforce safety, ethics, and environmental accountability through leadership.

8. People Analytics, Governance & Vendor Management:

• Build and maintain OD dashboards including structure health, workforce productivity, headcount evolution, succession depth, labour efficiency, and learning ROI.
• Use organisational analytics and workforce data to support ExCo decision-making and organisational governance.
• Monitor organisational KPIs including spans & layers, vacancy rates, workforce productivity, succession coverage, and organisational efficiency metrics.

Job requirements

Qualifications and expérience

• Hold a university degree in Human Resources, Organizational Psychology, Business or related field.
• Have a minimum of 8 to 12 years of experience in Organizational Development (OD), Organizational Effectiveness (OE), HR Business Partnering (HRBP), or within an HR Center of Expertise (HR CoE), including more than 5 years in leadership roles driving multi-site programs, preferably in the mining or heavy industry sector.
• Demonstrate proven experience in organization design and complex change initiatives.

• Develop leadership capabilities and deliver measurable results in succession planning and talent localization.

• Hold change management certifications (PROSCI or ADKAR), a coaching accreditation, proficiency in psychometric assessment tools (e.g., Hogan / SHL), job evaluation methodologies (Mercer IPE / Korn Ferry Hay), as well as CIPD / SHRM-SCP certifications.
• Have a strong command of French and English. Swahili is an advantage.

Technical skills.

• Organizational Design & Performance: Diagnosis and design of organizational structures, roles, levels of work (Requisite Organization), governance, and productivity optimization.
• Change Management & Transformation: Leadership of large-scale, complex change initiatives (Prosci / ADKAR), ensuring adoption, sustainability, and measurable benefits.
• Leadership, Talent & Capability Development: Leadership development (including safety leadership), talent management, succession planning, coaching, and localization of critical talent.

• Workforce Planning, HR Analytics & Governance: Medium-term workforce planning, alignment of recruitment with operational needs, data-driven decision-making (HR analytics, dashboards), and HR/HSE governance.

Attitude and behavior

• Strong influencing and facilitation skills with senior leaders
• Systems thinking and analytical capability
• Results-oriented with disciplined execution

• Credible change agent with resilience in complex environments
• High integrity, role-modeling Glencore Values and safety leadership
• Ability to operate effectively in remote, multicultural settings

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.

Organizational Development Manager