Culture & Talent Management Specialist

When you join the team at Mesabi Metallics, you become part of a pioneering group advancing sustainable mining practices and driving innovation in the iron ore industry. Our commitment extends to providing a safe work environment, supporting environmental stewardship and generatingvaluefor all stakeholders. You will be joining us at a pivotal moment in Minnesota’s mining history:
Mesabi Metallics’ cutting-edge iron ore mining and pelletization project is currently under construction. Once completed, it will mark the first new mine and pellet plant in Minnesota in nearly 50 years. More importantly, you ll be immersed in a positive, supportive work environment that values your contributions and fosters your professional growth. Our culture is shaped by our core values which are sustainability, integrity, inclusivity, innovation, teamwork, determination and performance, and our employees are empowered to make a difference every day.

The Culture & Talent Management Specialist shapes how Mesabi Metallics grows, adapts and works together as one organization. As a greenfield iron ore mining and palletization operation transitioning from construction through commissioning to steady-state operations, with a workforce that brings together employees and leaders from many countries and cultural backgrounds, MMCL needs a strong foundation for organizational effectiveness, change, talent development and an inclusive culture where people of diverse backgrounds work as one team.

This position works closely with the HR leadership team, Talent Acquisition, Compensation & Benefits, department leaders and frontline supervisors to build an organization that is effective, resilient through growth and grounded in a strong safety culture.

• Advise leaders on department structures, reporting relationships, role clarity and ways of working as MMCL builds out its operating model.
• Lead change management for major organizational transitions, including the shift from construction to operations, ramp-up of new departments, and introduction of new systems or processes, through stakeholder analysis, communication plans and readiness assessments.
• Diagnose team and organizational effectiveness issues through interviews, focus groups and data analysis; recommend and deliver interventions that improve collaboration, communication and accountability.
• Facilitate team-launch, alignment and team-building sessions for new and restructured teams, particularly cross-functional teams during commissioning.
• Partner with HR leadership on workforce planning, analyzing capability gaps and recommending structural or development-based solutions.
• Support the development and maintenance of organization charts, role profiles and career frameworks aligned with MMCL's growth.

• Design and deliver cross-cultural awareness and integration programs that help employees and leaders from diverse countries and cultural backgrounds work together effectively.
• Facilitate intercultural workshops on communication styles, decision-making norms, feedback practices and working across cultures for multinational teams and their managers.
• Support international employees and their families in their cultural transition to the Iron Range community, coordinating with relevant internal teams and community resources.
• Help employees build effective working relationships with global colleagues, leadership teams and affiliated entities across locations and time zones.
• Develop and promote inclusion initiatives that foster respect, belonging and equal opportunity for all employees, consistent with MMCL's values and EEO obligations.
• Advise leaders on managing diverse, multinational teams fairly and effectively, and help resolve friction arising from cultural misunderstanding.
• Coordinate cultural observances, heritage events and community activities that celebrate the diversity of MMCL's workforce.

• Assess training and development needs across departments; recommend and coordinate leadership development, supervisory skills and technical upskilling programs, including partnerships with local colleges, trade programs and external providers.
• Lead succession planning and talent review processes for critical and hard-to-fill roles, identifying high-potential employees and leadership pipeline gaps and advising leaders on development plans.
• Design career pathing and internal…