Superintendent - Mechanical Mining Construction

OceanaGold (Philippines) Inc.; Philippines; On-site; PHP 2,000,000 - 3,500,000; Full time

Job summary

OceanaGold (Philippines) Inc. is seeking a Senior Business Partner—Talent Acquisition on Luzon Island in the Philippines.

The role leads strategic initiatives to attract top talent, forecasting workforce needs and building pipelines to support current and future roles. You will partner with business leaders to drive recruitment best practices, candidate experience, and an inclusive employer brand on national and global scales.

Qualifications

• Lead development and execution of strategic talent acquisition initiatives.
• Partner with business leaders to forecast workforce needs and build pipelines.
• Ensure high-quality, diverse hires and strong candidate experience.

Responsibilities

• Forecast workforce needs with the business and build talent pipelines for current and future roles.
• Manage end-to-end recruitment processes from requisition to onboarding with HR best practices.
• Source proactively on platforms like LinkedIn Recruiter and ATS to attract candidates nationally and globally.
• Position the organization as an employer of choice and monitor branding effectiveness in recruitment and retention.
• Analyze recruitment data to identify trends, improve performance, and enable scalability.

Skills

Forecasting

Talent pipelining

End-to-end recruitment

Sourcing strategies

Employer branding

Job description

The Didipio mine is located on Luzon Island in the Philippines and is the Company’s only asset that produces both gold and copper.Didipio was built by OceanaGold in 2013 and operates fully as underground mine, with over 800 employees that support themine.

The Senior Business Partner—Talent Acquistion will lead the development and execution of strategic talent acquisition initiatives that ensure the organization attracts and hires top talent aligned with workforce plans and business strategy. This role partners closely with business leaders to drive forecasting, talent pipelining, recruitment best practices, and candidate experience while promoting diversity, efficiency, and astrong employer brand in anational and global scope. Youwill:

• Partner with the business and forecastworkforce needs and develop talent pipelines to ensure readiness for current and futureroles.
• Manage end-to-end recruitment processes, from requisition to onboarding, ensuring alignment with business goals and HR bestpractices.
• Be responsible for high-quality, diverse hires by implementing sourcing strategies to attract qualified candidates nationally andglobally.
• Conduct proactive sourcing on platforms such as LinkedIn Recruiter and theATS
• position the organization as an employer of choice and deliver an engaging, respectful candidate journey from application to onboarding including: monitor and report on the effectiveness of branding initiatives in recruitment and retention, increasevisibility and attractiveness as an employer, share approved branding materials regularly onLinkedIn
• Analyze recruitment data to identify trends, improve performance, and streamline recruitment processes for scalability and effectiveness
• Reduced time-to-fill and improved hiringaccuracy