Training and Development Superintendent

We are seeking a Training and Development Superintendent to join our Human Resources Department and lead the strategic development and management of our Training Center.

The successful candidate will design and implement effective training programs, strengthen internal capabilities, build external partnerships, and develop “Grow & Retain” talent pathways for both local and expatriate employees.

This role is key to fostering a culture of continuous learning and supporting the mine’s long-term operational success.

Your key responsibilities will include:

• Training Center Strategic Planning & Governance

Act as the "Training Mastermind" to design the mid-to-long-term blueprint for the Mine's Training Center, aligning training strategic goals with production targets and safety standards. Formulate and manage the annual training budget, oversee the training center's physical/digital infrastructure (including simulators and workshops), and establish a robust ROI (Return on Investment) evaluation framework to measure the impact of training on field safety and productivity.

• Internal Resource Integration & Knowledge Management

Systematically conduct training needs analyses (TNA) across all operational departments (Mining, Processing, Maintenance, HSE, and HR). Map out internal talent capabilities and lead "Train-the-Trainer" (TTT) programs to identify, certify, and motivate internal subject-matter experts, building a powerful internal trainer network. Standardize key operational procedures and technical manuals into a centralized "Knowledge Library" to ensure sustainable knowledge transfer.

• External Resource Expansion & Collaboration

Actively source, evaluate, and establish strategic partnerships with local and international vocational schools, mining universities, and government labor bureaus to build a strong pipeline of qualified technical talent. Collaborate with external training vendors, consultants, and equipment manufacturers to introduce advanced mining technologies and professional certifications. Leverage community relations and government programs to maximize training resources.

• Grow & Retain" Talent Strategy

Design and implement multi-career development ladders (paired with customized individual development plans (IDPs) to give employees a clear long-term career outlook. Restructure the onboarding and mentorship (Apprenticeship) programs to accelerate the integration of new hires and reduce turnover. Connect Training Center certification milestones with internal promotions, salary adjustments, and performance appraisal systems (PAP).

• HR Leadership & General Operations

Drive employee relations, roster management, and performance appraisal system updates for senior, Chinese, and expatriate personnel. Coordinate remote work strategies, administrative accommodations, and cross-cultural communication initiatives during heavy hiring phases. Align Training Center outputs with broader HR initiatives to support workforce planning, structural optimization, and overall employee engagement. Including communication and work with HQ group from Zijin Headquarter.