Senior Generalist, Corporate HR

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Senior Generalist, Corporate HR & Total Rewards

Location: Vancouver, CA

The Company

B2Gold 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.

Position

Senior Generalist, Corporate HR & Total Rewards

Introduction

Reporting 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.

Location

This 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 managers on 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 annual compensation 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)