Job Title: Head of People & Culture (Expat role)

Location: Papua New Guinea

Reports To

Chief Executive Officer / Managing Director

Direct Reports

• HR Manager

• HR Business Partners

• Recruitment & Mobilisation Coordinator

• Payroll & HR Administrator

• Training & Development Coordinator

• Workforce Planning Coordinator

• Site HR Team

• Camp Administration (functional oversight)

Position Purpose

The Head of People & Culture is responsible for leading the end-to-end Human Resources function across the company.

The role will develop and implement HR strategies, systems, policies and processes that support a rapidly expanding mining, construction and manufacturing business.

The position will provide strategic leadership while remaining actively involved in operational HR activities across PNG, including remote project sites.

Key Responsibilities

Executive Leadership

• Develop and implement the People Strategy.

• Advise Executive Management on HR matters.

• Develop workforce planning strategies.

• Lead organisational design.

• Build succession planning.

• Develop leadership capability.

Workforce Planning

Develop workforce plans for:

• Mine

• Quarry

• Cement Plant

• Lime Plant

• Wharf

• Camp

• Construction

• Corporate Office

Forecast labour requirements.

Manage manpower budgets.

Develop organisational structures.

Recruitment & Talent Acquisition

Lead recruitment of:

• Executive Management

• Senior Leadership

• Expatriates

• PNG Nationals

• Labour Hire

• Graduate Programmes

Develop recruitment partnerships.

Manage recruitment agencies.

Develop talent pipelines.

Mobilisation

Manage all mobilisation activities including:

• Visa coordination

• Work permits

• Medicals

• Police clearances

• Flights

• Accommodation

• Camp allocation

• Inductions

• Mobilisation schedules

HR Operations

Manage:

• Employment contracts

• Position descriptions

• Probation

• Confirmations

• Transfers

• Promotions

• Performance reviews

• Exit processes

Industrial & Employee Relations

Manage:

• Employment Act compliance

• Industrial Awards

• Grievances

• Investigations

• Disciplinary matters

• Union consultation (where applicable)

• Workforce disputes

Policies & Compliance

Develop and maintain:

• HR Policies

• Procedures

• Employee Handbook

• Code of Conduct

• Ethics

• Equal Employment Opportunity

• Diversity & Inclusion

• Harassment

• Drug & Alcohol

• Leave

• Performance Management

Ensure compliance with:

• PNG Employment Act

• Immigration legislation

• Work Permit requirements

• Workplace Health & Safety

• ISO Standards

Performance Management

Develop:

• KPI framework

• Annual Performance Reviews

• Leadership Reviews

• Career Development Plans

Coach leaders.

Manage underperformance.

Learning & Development

Develop:

• Training Matrix

• Competency Framework

• Apprenticeships

• Graduate Programme

• Leadership Development

Manage mandatory training.

Payroll Oversight

Work with Finance to ensure:

• Payroll accuracy

• Roster compliance

• Leave management

• Superannuation

• Tax compliance

HR Systems

Lead implementation and management of:

• HRIS

• Recruitment software

• Learning Management System

• Performance Management System

• Digital personnel files

• Electronic onboarding

Employee Wellbeing

Develop initiatives covering:

• Employee Assistance Programme (EAP)

• Wellness

• Mental Health

• Diversity & Inclusion

• Staff engagement

• Recognition programmes

Culture

Lead initiatives that create:

• High performance

• Accountability

• Collaboration

• Safety culture

• Leadership development

Key Deliverables

• Workforce Plans

• Recruitment Strategy

• HR Policies

• Organisation Charts

• Position Descriptions

• Performance Framework

• Competency Framework

• Training Matrix

• Succession Plans

• Monthly HR Dashboard

• Executive HR Reports

Skills & Experience

Essential

• Degree in Human Resources, Business, Psychology or related field.

• 15+ years' HR leadership experience.

• Experience in mining, construction, manufacturing or oil & gas.

• Experience managing 500+ employees.

• Extensive industrial relations experience.

• Strong PNG employment law knowledge.

• Experience with expatriate mobilisation.

• HRIS implementation experience.

• Experience supporting executive teams.

Preferred

• MBA

• Chartered HR Professional (CAHRI, AHRI, CIPD or equivalent)

• Project mobilisation experience.

• Multi-site operations experience.

Technical Skills

• Workforce Planning

• Organisational Design

• Recruitment

• Industrial Relations

• Performance Management

• Succession Planning

• Talent Management

• HR Analytics

• Change Management

• Payroll Oversight

• Coaching

• Leadership Development

Leadership Competencies

• Executive presence

• Strategic thinking

• Emotional intelligence

• Negotiation

• Conflict resolution

• Decision making

• Stakeholder management

• Coaching

• Commercial acumen

Key Performance Indicators (KPIs)

• Time to fill vacancies

• Employee retention

• Staff turnover

• Performance review completion

• Training compliance

• Mobilisation lead time

• Employee engagement

• Lost Time Injury (HR-related metrics)

• Workforce productivity

• Recruitment cost per hire

• HR audit compliance

• Visa and work permit compliance

• Payroll accuracy

• Policy compliance

Note:

Rather than hiring a conventional HR Manager, this role is designed to build and lead a best-practice People & Culture function for a rapidly growing organisation. It will oversee the entire employment lifecycle across the company, supporting a workforce that could exceed 500–1,000 employees during peak construction and transition into long-term operations.

This position is intended to become one of the executive leadership roles within the organisation, ensuring the business has scalable HR systems, strong governance, effective workforce planning, and a high-performing culture to support both construction and future operational phases.