Superintendent, Training and Development

Description

**Improve the processes of today**
**Define the best practices of tomorrow**

At Côté Gold, we focus on what we contribute, not just what we extract. We believe that in order for prosperity to be sustained, it must be shared, it must support the well-being of our employees and our communities, and it must be achieved with mínimal impact to the environment.

Côté Gold is being developed in partnership with the Mattagami First Nation, Flying Post First Nation and Métis Nation of Ontario, Region 3.

The open-pit gold mine is a joint venture between IAMGOLD and Sumitomo Metal Mining Co. Ltd. and is operated by IAMGOLD. We are located near Gogama, Ontario, with access to stable infrastructure and strong connections with our local communities.

** Accessing Opportunities at Côté Gold**

** SUPERINTENDENT, TRAINING AND DEVELOPMENT**

This role will lead a **comprehensive, skills-based development strategy** across all workforce segments—operators, maintainers, technical professionals, and staff functions. The Superintendent ensures learning programs advance **safety, compliance, operational excellence, digital readiness, and long-term workforce capability**, fostering a culture of learning and performance.

This role will lead a **comprehensive, skills-based development strategy** across all workforce segments—operators, maintainers, technical professionals, and staff functions. The Superintendent ensures learning programs advance **safety, compliance, operational excellence, digital readiness, and long-term workforce capability**, fostering a culture of learning and performance.

** Key Responsibilities**

Area 1:
Learning Strategy and Program Portfolio
- Set a site-wide learning and capability strategy aligned to business goals, safety and environmental standards, and regulatory requirements.
- Design and deploy a balanced curriculum: technical, safety, regulatory, leadership, and professional skills—covering operations, maintainers, technical professionals and support functions.
- Establish a competency framework for all job families enabling skills‑based learning paths, internal mobility, and succession pipelines.
- Create a competency framework for all job families enabling skills-based learning paths, internal mobility, and succession pipelines.
- Create and maintain job readiness and peer training programs aimed at workforce development.
- Integrate learning systems and data with other departments as required and ensure fit-for-purpose Learning Management System and skills analytics.
- Align the learning portfolio to strategic shifts, including autonomy, analytics, electrification, and ESG expectations.
- Introduce innovative methods of learning where risk is highest to improve readiness and retention of critical procedures.
- Partner with Original Equipment Manufacturers (OEM's), colleges, and industry bodies for co-developed programs.
- Own learning budgets, vendor strategy, and resource allocation to assure cost-effective, high-impact delivery.

Area 2:
Compliance, evaluation and continuous improvement.
- Formalize governance with clear accountability and KPIs.
- Ensure all training programs meet internal standards and external regulatory requirements.
- Conduct training needs analyses and gap assessments; implement corrective actions.
- Monitor training effectiveness through audits, feedback, and performance metrics.
- Collaborate with operational leaders to adapt training to evolving site needs and technologies.
- Maintain accurate training records and ensure audit readiness.
- Lead continuous improvement initiatives using feedback, incident learnings, and operational data.

Area 3:
Leadership and Team Development
- Set performance targets, monitor effectiveness, and provide coaching and feedback.
- Promote an inclusive and high-performance culture that supports continuous learning and development.
- Facilitate professional development opportunities for trainers and operational staff.
- Act as a liaison between training teams and operational leadership to ensure alignment of priorities.

Qualifications

**Minimum Requirements and Nice To Haves**

minimum qualifications, formal education, certifications or equivalents
- Post-secondary diploma or degree in Education, Human Resources, Mining Engineering, or a related field.
- Train-the-Trainer, Instructional Design, or equivalent adult education credentials is preferred.

Work experience - Nature & Length
- Minimum 5-8 years in a training role within mining or industrial operations, with at least 3 years in a leadership capacity.
- Proven experience in developing and delivering technical and safety training programs.

Additional qualifications - Competency requirements
- Strong leadership and communication skills.
- Knowledge of regulatory frameworks (OHSA, environmental standards).
- Proficiency in training systems and LMS platforms.
- Ability to collaborate across departments and influence without direct authority.

** What We Offer**

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