HCM Analyst

Who We Are

Founded in 1993, Kinross is a Canadian-based senior gold mining company with operations and projects in the United States, Brazil, Mauritania, Chile and Canada. Our focus on delivering value is based on our four core values of Putting People First, Outstanding Corporate Citizenship, High Performance Culture, and Rigorous Financial Discipline.
 

Mining responsibly is a priority for Kinross, and we foster a culture that makes responsible mining and operational success inseparable. Our values-based approach ensures that sustainability and our environmental, social and governance commitments are a core part of our strategy and plans for future growth. In line with our values, we also aim to build meaningful partnerships with all of our stakeholders, including communities, shareholders, employees, governments and suppliers.

Kinross maintains listings on the Toronto Stock Exchange (symbol: K) and the New York Stock Exchange (symbol: KGC). 

Job Description

The HCM Analyst – Talent Management is a senior individual contributor responsible for the configuration, support, and continuous improvement of SAP SuccessFactors Talent Management modules in a global environment. The role partners closely with Talent COEs, HR analysts, IT, and external vendors to ensure talent processes are effectively enabled through technology and supported by reliable data and insights.

This role focuses on the practical execution of talent-related system solutions, including recruiting & onboarding, performance, succession, learning, and compensation, while ensuring strong integration with Employee Central. The HCM Analyst plays a key role in translating business requirements into scalable system configurations and meaningful reporting that supports workforce and talent decision-making.

Job Responsibilities

1. SuccessFactors Talent Module Configuration & Support

• Provide hands-on configuration and ongoing support for SAP SuccessFactors Talent Management modules, including:
• Recruiting & Onboarding
• Performance & Goals
• Succession & Development
• Compensation
• Learning Management
• Support the end-to-end administration of talent processes within SuccessFactors, ensuring data accuracy, system stability, and alignment with defined HR practices.
• Maintain strong integration and data flows between Talent modules and Employee Central, escalating complex design issues as required.
• Participate in evaluating new SuccessFactors functionality and release features relevant to Talent Management.

2. Talent Reporting & People Analytics

• Develop and maintain talent-related reports and dashboards using SuccessFactors Story Reports (People Analytics) and Power BI.
• Support standard and ad hoc reporting requests related to performance outcomes, succession readiness, learning uptake, and compensation cycles.
• Assist in validating data integrity across talent modules and resolving reporting or data quality issues.
• Partner with HR stakeholders to ensure reporting outputs are clearly understood and actionable.

3. Talent Process Enablement & Improvement

• Work with Talent, Total Rewards, and HR partners to document, support, and improve talent processes enabled by SuccessFactors.
• Contribute to process reviews and system enhancements aimed at improving usability, consistency, and scalability across regions and sites.
• Assist with impact analysis for proposed system or process changes, identifying risks, dependencies, and configuration considerations.
• Support the translation of business requirements—particularly from operational or site-based environments—into system solutions.

4. Testing, Releases & Vendor Coordination

• Support system testing activities, including unit testing, regression testing, and User Acceptance Testing (UAT) for talent modules.
• Assist with the coordination of semi-annual SuccessFactors releases, validating relevant changes and supporting business readiness.
• Work with external vendors and internal IT partners to implement enhancements and resolve defects, following established change controls.

5. Enablement & Knowledge Management

• Contribute to the development and maintenance of system documentation, job aids, and training materials related to Talent Management.
• Provide day-to-day support and guidance to HR users, escalating complex issues as appropriate.
• Build strong working relationships with HR and business stakeholders, supporting adoption and effective use of talent system capabilities.

Education and Experience

• 3–5+ years of experience in an HRIS / HCM Analyst role, with hands-on exposure to SAP SuccessFactors Talent Management modules.
• Practical configuration and support experience in one or more of the following:
• Recruiting & Onboarding
• Performance & Goals
• Succession & Development
• Compensation
• Learning Management
• Experience creating and maintaining reports using SuccessFactors Story Reports (People Analytics); Power BI experience is an asset.
• Strong analytical skills with the ability to translate business needs into system requirements.
• Experience supporting a global or geographically distributed workforce, including operational or site-based employee populations.
• Ability to manage multiple priorities and work effectively within a collaborative HR technology environment.
• SuccessFactors certification(s) in Talent modules are preferred.

Compensation & Total Rewards

The base salary range for this role is $75,000 to $95,000 CAD plus a target bonus of 15% and group benefit coverage and 4 weeks vacation

The hiring range reflects our targeted compensation framework for the role. The actual offer will be determined through a comprehensive evaluation of each candidate’s experience, capabilities, and potential impact, along with consideration of internal equity, team structure, and benchmark market data for similar positions.

In addition to base salary, Kinross offers a comprehensive total rewards package designed to support employee well-being, performance, and long-term development.

Use of AI in Our Hiring Process

We use AI-enabled tools to help sort and review applications based on job-related criteria. All hiring decisions, including who moves forward in the process, are made by a human.

Existing Vacancy

This job posting is for an existing vacancy.