The Company

Modular Mining Systems is the global leader in mine management technology and a wholly owned subsidiary of Komatsu Ltd. Our innovative technology powers mine operations in every corner of the globe. The products we cultivate, the solutions we engineer, and the service we deliver set us apart in the Mining Technology industry. We’re more than a company, we’re a community of passionate, creative professionals striving toward a shared vision: to revolutionize the way the mining industry operates. With a presence stretching from Johannesburg to Vancouver, Sydney to Lima, you are part of a global brand that supports creativity, fosters innovation, and encourages you to think big, share ideas, and be yourself.

Job Purpose

The Human Resources Business Partner (HRBP) at Komatsu Mining Technology (MTS) serves as a strategic and trusted advisor to assigned business leaders and translates business priorities into integrated people strategies. The role uses workforce insights, organizational expertise, and sound judgment to strengthen organization effectiveness, leadership capability, talent outcomes, employee engagement, and business performance. The HRBP leads workforce planning and talent processes, advises on complex employee relations matters, enables organizational change, and partners with HR centers of expertise and operations teams to deliver practical, consistent, and scalable solutions.

In this role, you'll partner closely with leaders and cross-functional stakeholders to drive meaningful business outcomes through thoughtful collaboration, relationship building, clear communication, and strong execution. You'll work with an HR team that is willing to support each other and is highly collaborative with weekly team meetings, semi-annual (or more) onsite team meetings, and frequent communication via Teams chats. You’ll also have the opportunity to interaction with members of our business in other countries, such as Canada, Australia, Chile, Peru, Brazil, and South Africa.

Travel Requirements

• Up to 10%

Job Duties and Responsibilities

Strategic Business Partnership and Client Leadership

• Build trusted relationships with assigned leaders and develop a deep understanding of their business strategy, operating environment, priorities, workforce, and organizational risks.
• Translate business objectives into prioritized people strategies, action plans, and measurable outcomes that support the Komatsu Mining Technology Solutions strategic growth plan.
• Provide proactive counsel to leaders on organization, talent, workforce, culture, leadership, and employee matters; constructively challenge assumptions and recommend practical solutions.
• Coordinate with HR centers of expertise and HR operations to deliver an integrated employee and leader experience and ensure consistent execution of HR programs and practices.

Organization Design and Effectiveness

• Assess organization structures, spans and layers, roles, decision rights, capabilities, and ways of working to identify opportunities to improve effectiveness, accountability, collaboration, and speed.
• Partner with leaders to design and implement organization changes that align structure, work, talent, and resources with current and future business needs.
• Identify capability gaps and partner with leaders and HR specialists to develop solutions through talent, development, process, or necessary interventions.

Workforce Strategy and Planning

• Lead workforce planning for assigned client groups, connecting business plans with current and future capability, capacity, location, cost, and talent requirements.
• Analyze workforce supply, demand, skills, demographics, and organizational risk to develop short- and long-term workforce strategies.
• Partner with Finance, Talent Acquisition, and business leaders on headcount planning, critical-role identification, and recruitment strategies. Consult with client groups to refine job descriptions and optimize their recruiting, interviewing and selection processes. Partner closely with HR Solutions team members to oversee the recruitment progress for requisitions in your assigned groups.

Full-Cycle Talent Management

• Lead and continuously improve performance-management activities for assigned client groups, including goal setting, continual feedback methods, mid-year reviews, and end of year evaluations.
• Facilitate talent reviews and succession-planning discussions; assess talent, identify critical roles and successors, evaluate readiness and risk, and ensure meaningful development actions are completed.
• Partner with leaders to strengthen internal mobility, leadership pipelines, career development, and retention of critical and high-performing talent.
• Use engagement, turnover, talent, and employee-listening data to diagnose retention risks and develop targeted retention strategies.

People Insights and Quarterly Business Reviews

• Lead quarterly people and workforce reviews with client leaders, connecting workforce trends and talent outcomes to business performance, priorities, and risk.
• Synthesize people data into clear insights and recommendations, including trends in headcount, turnover, retention, vacancies, workforce cost, performance, succession, engagement, and organizational health.

Required Skills

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and relevant experience.
• Five or more years of progressive human resources experience, including substantial experience as an HR Business Partner or in a comparable role supporting leaders and complex client groups.
• Strong analytical capability and experience translating people and workforce data into business insights, recommendations, and measurable actions.
• Strong consulting, facilitation, written and verbal communication, influence, and relationship-management skills, with the ability to navigate ambiguity and competing priorities in a matrixed environment.

Desired Skills

• Experience in a multi-site, global, technology, engineering, manufacturing, or mining-related organization.
• Experience participating in HR transformation, operating-model, HR technology, or enterprise cross-functional initiatives.
• HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent.