We Pursue a Higher Standard
We are a U.S.-based, well-diversified, growing precious metals producer with seven wholly-owned operations: the New Afton gold-copper mine in British Columbia, Canada, the Rainy River gold-silver mine in Ontario, Canada, the Las Chispas silver-gold mine in Sonora, Mexico, the Palmarejo gold-silver mine in Chihuahua, Mexico, the Rochester silver-gold mine in Nevada, the Kensington gold mine in Alaska and the Wharf gold mine in South Dakota. In addition, the Company wholly-owns the Silvertip polymetallic critical minerals exploration project in British Columbia, Canada.
Coeur Wharf is an open-pit, heap-leach gold operation and the only gold mine operating in South Dakota. Located in the northern Black Hills, Wharf is the only known operating mine that shares a hillside with a ski resort, Terry Peak.
Coeur Wharf has been part of the local community since 1983, actively volunteering and supporting the arts, educational programs, beautification events and children’s and wellness programs.
Approximately 260 miners, geologists, engineers, environmentalists, operators and various business leaders are employed at the mine and call South Dakota home. Coeur Wharf prioritizes safety, teamwork, career development, and growth. If you want to grow your career in a progressive, team-oriented environment, apply today.
About the Job:
The Sr. Human Resources & Community Relations Generalist provides senior-level leadership across human resources, employee relations, community engagement, and government affairs to support safe, compliant, and socially responsible operations at Coeur Wharf. This role serves as a trusted advisor to site leadership, a visible community representative, and a key integrator between workforce strategy and external stakeholder relationships.
Operating with a high degree of autonomy and judgment, this position manages complex employee relations matters while also leading proactive community and government engagement efforts. The role plays a critical part in reinforcing Coeur’s culture, values, and reputation—internally with employees and externally with community members, partners, and government entities.
This is a strategic feeder role for future leadership in HR management, stakeholder relations, or site leadership, requiring strong influence skills, sound decision-making, and the ability to navigate sensitive internal and external issues.
Responsibilities:
HR Leadership & Business Partnership
- Provide senior-level HR leadership aligned with site operational priorities and workforce strategy to execute site-level human resources programs in support of operational goals including manpower planning, workforce forecasting, and succession planning initiatives.
- Serve as a strategic partner with site leaders to align HR initiatives with business priorities.
- Serve as a strategic partner to superintendents, managers, and department leaders on people-related decisions.
- Support HR Manager with workforce planning, succession planning, and organizational effectiveness initiatives.
- Provide day-to-day HR guidance and decision support across all departments.
- Translate business and community needs into actionable HR and engagement strategies.
Employee Relations & Performance Management
- Serve as a lead advisor to supervisors and superintendents on employee relations matters including coaching, performance management, corrective action, and conflict resolution ensuring consistency, fairness, and compliance.
- Independently lead and document complex employee investigations, complaints, and conflict resolution efforts ensuring consistent application of Company policy and employment law with professionalism, discretion, and sound judgment.
- Manage performance review processes, promotions, development plans, and disciplinary actions.
- Manage sensitive and high-risk ER issues with professionalism, discretion, and sound judgment.
- Counsel leaders on effective communication, engagement, and team development.
- Serve as a credible, trusted advisor to both leaders and employees.
Recruitment & Workforce Development
- Lead full-cycle recruiting for hourly, salaried, and professional non-manager roles.
- Collaborate with hiring managers to develop job descriptions, candidate selection, and interview strategy in partnership with HR Team.
- Oversee onboarding and orientation processes to support workforce readiness and retention.
- Maintain relationships with local workforce partners, schools, and community organizations.
- Support internship, summer student, and workforce partners, and community organizations to support talent development, internships, and workforce programs.
Community Relations & Stakeholder Engagement
- Serve as a visible, trusted representative of Coeur Wharf within the local community.
- Identify, build and maintain strong strategic partnerships with community organizations, educators, civic leaders, and local residents.
- Refine and manage systems to track community issues, complaints, concerns, and commitments.
- Refine and manage a comprehensive community contribution strategy and strategically manage the donations budget.
- Screen major donation requests, make recommendations, and coordinate communication to successful and unsuccessful applicants.
- Manage volunteer participation related & represent Coeur Wharf at sponsorships, career fairs, community events, and outreach activities.
- Ensure all Coeur Wharf activities demonstrate active partnership, mutual respect, and long‑term commitment without creating dependency.
- Coordinate site tours and represent the operation at community events and outreach activities.
- Oversee event logistics, collaboration with community partners, and communication with internal teams to ensure smooth and successful events.
Government & Legislative Affairs
- Build and maintain effective relationships with local, county, and state government officials, including city councils, county commissions, state legislators, and agency representatives.
- Coordinate closely with lobbyists or government affairs consultants to ensure company alignment on legislative priorities.
- Monitor legislative sessions, regulatory proposals, and emerging policy issues affecting mining, land use, environment, workforce, and taxation.
- Communicate potential legislative or regulatory impacts to internal leadership, facilitating timely discussions and recommendations.
- Represent Coeur Wharf at government hearings, public meetings, and legislative events as appropriate.
- Prepare briefing materials, talking points, and presentations for leadership when interacting with government agencies or policymakers.
- Support development of company positions on proposed bills or regulatory changes.
Communications & Culture
- Develop and manage internal and external communication materials including presentations, talking points, community updates, and social media content.
- Ensure all communications are aligned with company standards, strategic objectives, and legal requirements.
- Coordinate the review and approval process for all public materials, including obtaining required approval from the legal department prior to release.
- Serve as the primary point of contact for public communication requests, inquiries, and media coordination.
- Ensure communication aligns with company events, milestones, and required timeframes.
- Support employee engagement and awareness of company initiatives.
- Champion Coeur’s culture, values, and the 4 Keys across the workforce.
- Coordinate and facilitate HR-related training programs including onboarding, supervisor development, and compliance training.
- Lead or support employee and community engagement initiatives, recognition programs, and site events.
Compliance, Risk & Continuous Improvement
- Ensure compliance with all federal, state, local, and Company employment laws and standards.
- Oversee FMLA, ADA interactive processes, STD/LTD, and other leaves of absence.
- Manage maintenance of accurate and confidential employee records and documentation.
- Support audits, reporting requirements, and internal or external reviews.
- Analyze HR data and trends to identify risks, opportunities, and improvement initiatives and provide insights to leadership.
- Manage and deliver HR metrics and reports related to recruiting, manpower, and leave utilization.
- Drive continuous improvement in HR processes, effectiveness, and service delivery.
- Mentor and provide guidance to HR Coordinators or Clerks as needed.
Required Qualifications & Skills:
Required
- Must have valid drivers license
- Bachelor’s degree in Human Resources, Communications, Public Affairs, Business, or a related field; equivalent experience considered
- 5–8 years of progressive experience:
- Human Resources / Employee Relations and
- Community relations, government affairs, or stakeholder engagement
- Professional HR certification (PHR or SHRM-CP).
- Demonstrated experience leading employee investigations and managing complex ER matters independently.
- Strong working knowledge of employment law, employee relations, recruiting, HR compliance, and best practices.
- Proven ability to influence and coach leaders at the supervisor and superintendent level, manage sensitive issues, and drive consistent HR practices.
- Experience working with local or state government entities, regulatory bodies, or community organizations.
- Strong verbal and written communication skills for both employee and public audiences.
- Comfortable navigating conflict, political sensitivity, and high-visibility issues.
- High integrity, discretion, and professionalism.
- Strong organizational skills with the ability to manage competing priorities.
- Self-directed, proactive, and capable of operating independently in a dynamic environment.
- Proficiency with Microsoft Office and HR systems (HRIS, timekeeping, reporting tools).
Preferred
- Experience in & strong understanding of mining, manufacturing, or heavy industrial operations.
- Experience supporting workforce planning, succession planning, or organizational change initiatives.
It is the policy of Coeur Mining, Inc. and its direct and indirect United States subsidiaries (the “Company”) to provide equal opportunity employment to all Employees and applicants for employment. No person working at the Company's facilities in the United States is to be discriminated against in employment because of race, religion, color, sex, age, national origin, disability, or veteran status.
