Rewards Manager, HR​/Recruitment

Position: Total Rewards Manager
Join to apply for the  Total Rewards Manager  role at  B2

Gold Corp.

Position
Total Rewards Manager

Introduction
Reporting to the VP, Human Resources, this position is responsible for supporting the design, implementation, administration, and continuous improvement of the B2

Gold Corp. program (B2

Gold or the Company) total rewards program including cash and equity compensation, employee benefits, and recognition program, as well as assisting with regional internal pay equity initiatives at all B2

Gold’s operations. This role plays a key part in ensuring B2

Gold attracts, motivates, and retains top talent through market‑competitive and equitable total rewards practices, and that compensation practices are financially sound and adhere to approved standards, plans and policies as well as compliance requirements, as applicable.

Location
This is a full‑time position based at B2

Gold’s Corporate Office in Vancouver, Canada with a hybrid work arrangement (4 days on site + 1 day working from home).

Duties & Responsibilities

In collaboration with the VP, Human Resources, establish and maintain the Company’s total rewards philosophy and strategy, do research, develop cost models and budgets, and prepare policies and procedures;

Collaborate with the HR management team to design and maintain the Company’s total rewards program and assist with operationalizing approved plans and programs;

Design for approval the Company’s corporate compensation structure, salary bands, and job architecture framework, and implement, administer and maintain the same in partnership with HR management;

Support job evaluation and leveling across corporate roles, including office‑based, globally mobile and remote roles;

Partner with the corporate HR team to ensure alignment between job architecture, job descriptions, job evaluations, and employment terms;

Review compensation benchmarking, analysis, and recommendations during employee lifecycle reviews/discussions to ensure alignment with job architecture and salary structures;

Collaborate with HR management on performance and goals management to ensure alignment between the compensation philosophy and structure and business performance metrics;

Contribute to employee recognition programs and initiatives to enhance employee motivation, engagement and retention;

Collaborate with corporate HR management on benefits, paid time off, retirement, and wellness programs to ensure they are competitive, inclusive, and responsive to market benchmarks and diverse employee needs and life stages;

Support the participation in annual industry compensation surveys and conduct compensation benchmarking and market analysis for annual corporate compensation reviews and budget cycles;

Assist with the collection of annual compensation data from operations and prepare associated reports for review and approval;

Support or run regional internal pay equity reviews for the Company and all B2

Gold operations, do analysis, provide findings and prepare reports;

Prepare and file statutory pay transparency reports, as required;

Support reporting requirements related to corporate employee compensation and provide insights to support decision‑making by HR and senior management;

Responsible for the management and administration of long‑term security‑based executive and employee compensation;

Oversee grant cycles, vesting events and share transactions;

Support organizational compliance with all relevant compensation legislation;

Own and administer the equity compensation management platform;

Partner with the payroll department to ensure accurate with holdings on equity transactions;

Provide required equity compensation transactions and prepare reports to Finance, Treasury, Payroll, Legal and others, as necessary, ensuring accuracy and timeliness;

Contribute to the preparation and review of the annual Management Information Circular and other public disclosure documents related to executive compensation;

Provide data and analysis and prepare materials, as required, for Compensation Committee reporting requirements;

Partner with external compensation consultants and advisors, as necessary;

Prepare regular and ad‑hoc reports, tables and dashboards…