Career Opportunities at Ellahi Consulting

The core purpose of this position is to accurately inspect vehicles and goods as required within the department.

To inspect and evaluate the mechanical and cosmetic condition of Commercial Vehicles to determine the cost of rectification.   

To make “magic” in this job, you will need to have a high level of attention to detail and customer service. You will require the ability to build good relationships with customers and suppliers, acting very professionally, always.
 

Essential:

• Matric/N3
• 5 years in maintenance and repairs of commercial
• Qualified Diesel Technician vehicles
• Unendorsed driver’s license Code14 with PRDP.

Knowledge: 

• Read and write and speak English
• Understand Traffic rules and regulations
• Fault identification and diagnosis on all Commercial Vehicle Brands and Products
• Operation and understanding of ‘smart devices’ i.e. ipad, tablets, PCs and phones.
• Inspect vehicles by the directive and instructions of Online Trucks and our clients
• Produce and maintain work of an acceptable standard.
• Observe all safety and company rules and requirements of Online Trucks and the customer at all times

Skills

• Must be able to operate and understand relevant measuring equipment.
• Must know/skills to identify defects in and on a vehicle and correctly note the fault that needs repair work.
• Must be able to apply correct interpretation of technical and cosmetic faults that fall outside of stipulated specifications of the Manufacturer.
• Observe all safety and company rules and requirements of Online Trucks and the customer at all times
• Good communication skills
• Safety/security conscious
• Adherence to time constraints and deadlines

Personal Attributes

• Professional appearance Dress appropriately be clean and tidy and wear protective gear where necessary
• Courteous and a friendly disposition. Conduct oneself responsibly and respectfully as a representative on both Online Trucks and our Clients
• Ability to build positive relationships and uphold a professional company image

Key deliverables and outputs

•  Do the necessary vehicle valuations required by our Corporate Clients and Transport Operators.
•  Submit timeously, all administration relating to the position.
•  Manage risk by ensuring company assets are properly taken care of.
•  The Evaluator is required to work to accommodate the requirements of the customer and is, therefore, obligated to work flexible hours as the job dictates.
•  Work in a service-oriented environment and provide exceptional service.
•  Build good supplier relationships; be able to manage yourself

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A leading Car Rental Group is seeking a Financial Manager. The Finance Manager will be responsible for the full financial accounting function and related activities for the company and other subsidiaries.

Employment Equity - as per employers EE policy - this position is designated for African applicants.

Minimum requirements:

• Grade 12 or equivalent qualification
• CA(SA)
• 3+ years as a Financial Manager 
• A minimum of 5 years post-qualification experience with specific exposure Automotive industry
• 3+ years of Corporate experience and  people management
• SAGE ERP systems knowledge advantageous

Duties & Responsibilities

• Management of the financial accounting function, including inventory, debtors, creditors, VAT, fixed assets, general ledger, company taxation, cash flow, forex and insurance
• Review and submission of Monthly flash results
• Review and submission of monthly management accounts
• Preparation on quarterly board packs
• Budgeting and forecasting
• Monitoring and interpreting cash flows and predicting future trends
• Producing Financial reports related to debtors, creditors
• Facilitating the half-year and year-end audit process
• Liaison with external and internal auditors
• Governance and Compliance including improving internal controls
• Performance management of Finance staff, including setting of KPI’s
• Manage finance related systems and internal controls
• Assist General Manager with ad hoc projects

Key Competencies:

• Excellent attention to detail
• Good verbal and written communication skills
• Excellent numerical and financial calculation skills
• Excellent analytical skills
• High level of Computer literacy, especially Excel and ERP systems
• Good people management skills (motivation, team building, discipline)
• Self-motivated and able to work without supervision.
• High levels of personal discipline
• Excellent planning and organising skills
• Trustworthy
• Deadline driven and results orientated
• Ability to work on own initiative, prioritize work and handle pressure

Disclaimer: 

• Disciplinary and attendance records  will be reviewed and considered
• BCR Employment Equity Plan, Targets and Strategy. People with disabilities may be given preference.

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Senior HC Manger - an all-round HC professional who can handle various responsibilities such as payroll, benefits, employee relations and labour laws in the different African countries we operate in.

The ideal candidate for this role should have a strong understanding of HC processes and must be a quick learner when it comes to the labour requirements in different African countries.

We are looking for a candidate who is able to handle various tasks efficiently, independently and effectively, and whilst showing care and dedication to employees.

Core purpose of the role: 

To effectively manage Human Capital (HC) functions in Africa and ensure the successful implementation of HC strategy and policies at the country level. Required to have a blend of global best practices and localised approaches. By fostering collaboration, adapting to cultural nuances and prioritising employee well-being, to effectively contribute to a thriving workforce across African countries.

Academic Qualifications

• Relevant HC tertiary qualification (diploma or degree)- Essential
• • Labour Law (advantage)
  • Financial studies (advantage)

Work Experience

• 8 – 10 years’ HC generalist experience – Essential
• Labour Relations (advantage)

Knowledge

Essential:

• Well-developed and up-to-date knowledge of
• Labour Legislation, HC legislation and best practice
• Understanding of the company’s business processes, policies and procedures
• Knowledge of Payroll processes
• Knowledge of benefits (GLA, provident fund, disability, medical aid etc.)
• Knowledge of current recruitment best practice
• Developed knowledge of talent management
• Knowledge of workforce planning

Skills

Essential:

• Highly developed communication skills to influence and present to others
• Highly developed listening skills
• Highly developed internal resilience (EQ)
• Computer, system and technology skills (Intermediate MS Office)
• Broad negotiation skills within limits of authority
• Solutioning and problem solving skills
• Conflict resolution and mediation skills
• Multi-tasking skills
• Ability to work independently and as part of a team
• Ability to remain professional, objective and maintain confidentiality

Personal Attributes

Essential:

• Commitment to behaving correctly and ethically
• Remain resilient with stress and pressure
• Concern for communicating clearly
• Orientation towards growing and nurturing relationships
• Focus on getting things done
• Focus on initiating action
• Preference for team working
• Preference for planning and organizing
• Concern for working within parameters
• Concern for leading others and our culture

Important:

• Commitment to maintaining business awareness
• Concern for caring for others
• Preference for thinking practically
• Focus on analysing and solving problems
• Appreciation for challenging other with respect
• Concern for valuing and appreciating others

Competencies

Essential:

• Upholding standards
• Understanding people
• Examining information
• Meeting timescales
• Team working
• Taking action
• Providing insights

Important:

• Following procedures
• Managing tasks
• Establishing rapport
• Resolving conflict
• Adopting practical approaches
• Challenging ideas
• Empowering individuals
• Producing output

Key deliverables and outputs

Strategic/Financial

HC Advice and Consulting

• Visible, regular and continuous engagement with Line Managers and Employees to assess business needs
• Support Line Managers to define/identify people priorities in areas of responsibility
• Support Line Managers by providing people-related advice, best practice and solutions relevant to the need

Operational

HC Governance and Risk Management

• Ensure HC processes and procedures are governed and consistently adhered to
• Ensure compliance with policy and legal requirements
• Proactively identify and mitigate people-related risks

Workforce Planning and Talent Acquisition

• Review workforce planning, in conjunction with GM/senior leaders to support effective resource optimisation in line with talent requirements and templates
• Review organisational structures with Line Manager to determine fit-for-purpose structure in line with strategy
• Contribute to the sourcing strategy for area of responsibility to support workforce requirements (Talent Pool) with focus on internal transfers and promotions where possible
• Utilise approved recruitment service providers for critical and scarce skills in the market where necessary
• Manage and monitor the recruitment process in line with agreed SLA with the talent acquisition team (time to fill vacancy)
• Ensure that Line Managers are continuously informed on progress

On-boarding & Learning and Development

• Coordinate and / or facilitate the implementation of on-boarding programme for all new employees
• Ensure competency assessments are conducted on request
• Identify and monitor learning and development gaps/needs in area of responsibility
• Ensure that all employees have a skills matrix and ensure that it is actioned accordingly

Performance Management

• Guide Line Managers in cultivating a performance driven culture, in line with Organisational Development direction

Reward & Recognition

• Ensure people are paid equitably in line with the Remuneration and Benefits policy
• Identify pay anomalies and recommend remedial actions in consultation with GM / Departmental Head
• Ensure implementation of remedial actions (if approved) and communicate to affected employees
• Analyse increase and incentives data

Succession Management

• Assist OD in facilitation of the Intellectual Capital Review (ICR) process (including career management) and ensure that feedback is given by Line Managers to individuals discussed
• Assist OD in facilitate HIPO identification process and monitor development, plan progress and movement
• Facilitate succession management process and in conjunction with OD, ensure that succession pools are in place for key positions.

Employee Relations

• Conduct stakeholder analysis and develop an engagement plan to ensure that all stakeholders are appropriately engaged/consulted/communicated
• Support and guide Line Managers on all consultation and legal processes including attendance lists and minutes
• Facilitate conflict resolution between Employees
• Support and guide Line Managers on the grievance procedure and keep record of attendance registers
• Manage grievance in line with the grievance procedure
• Support and guide Line Managers on the disciplinary investigations
• Ensure substantive and procedural fairness is maintained in Corrective Conduct Reviews (CCRs) in line with employee relations training and Employment Code
• Prepare and represent the company with support of National HC Manager at CCMA conciliations
• Assist National HC Manager in preparation and representation of evidence for CCMA arbitrations
• Backup all correspondence (including e-mails) and send all records, formal company responses and documentation for all grievances, investigations, CCR's and CCMA matters for filing
• Observe and alert the National HC Manager of all potential risks, changes to conditions of service, including job content) where there is a potential people impact.
• Support and guide Line Managers on the people impact assessment
• Conduct ER analysis to identify trends on disciplinary cases, grievances, wellness-related issues and recommend remedial plans to Line Managers
• Initiate wellness days to promote employee well-being in line with identified remedial plans and ER wellness calendar
• Monitor and track implementation of the approved remedial plans
• Promote and advise employees to make use of ICAS services for any wellness related issues

Transformation & Diversity

• Constitute and ensure that an EE/SD Forum representative of the workforce is functional and in line with legislative requirements
• In line with business requirements and workforce planning, ensure adherence to the EE and Diversity plan (to be approved by the EE/SD Committee and General Manager) for area of responsibility and monitor adherence thereof
• Track and monitor staff movements and ensure appointments, promotions and transfers are aligned to EE, SD, Diversity and AIC targets
• In conjunction with OD, ensure the talent pipeline and succession plan is in line with EE, SD, Diversity and AIC targets
• Ensure summary of legislation (BCEA, LRA , SDA and OSHA), EE/SD plan, minutes of ESD Forum, EEA2 report and acknowledgement letter of EE Report from the DoL are displayed on all the notice board of all the departments

Employee Engagement

• Drive employee participation in the employee engagement survey
• Facilitate completion of employee engagement survey action plans with line managers and OD
• Assist OD in monitoring communication of employee engagement survey results and action plans
• Submit report to management team on employee engagement action plan progress

Exit Management

• Conduct exit interviews, analyse exit trends and recommended remedial actions in area of responsibility (region/department) and submit for consolidation to the OD team
• Ensure that employees are aware of the last payment date
• Maintain a list of employees to maintain contact with for potential re-employment in the future and submit quarterly list to the Talent Acquisition Team to maintain a centralised data-base

HR Projects and Change Management

• Assist employees to transition from current to new ways of doing business by ensuring proper consultation, communication and feedback to create awareness and understanding of business decisions and impact in line with adopted change management approach and roll-out plan
• Assist with equipping and providing employees with the required tools and skills to embrace the change

Stakeholders (internal & external customers, suppliers, shareholders, communities)

• Build and maintain strong, professional working relationships with line managers and employees in area of responsibility as well as other HC functions (Training and OD)
• Attend regional/departmental team meetings and huddles

Internal and External Stakeholders

• The role requires close engagement and collaboration with key internal and external stakeholders.

Internal Stakeholders

• Executive: HC; senior and line managers/supervisors and employees in area of responsibility, Payroll Team, Training Team, OD team

External Stakeholders

• Recruitment agents

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Job Purpose: To manage resources for the Polypro department. To Ensure plant is used to maximum output and achieve set targets at reduced costs in a 24/7 Operation. Monitor Staff performance. Maintain 90% of plant utilization. Adhere to all Health, Safety, Environmental, Quality and Energy SOP’s and Work Instructions and maintain 5s score of 75%. Reports to: Operations Manager.

Requirements: 

EDUCATION AND EXPERIENCE

• Completed Matric 
• Min N. Dip/ Degree in Mechanical Engineering.
• Exposure to Lean Six Sigma and 5S Principles.

CRITICAL OBJECTIVES

• PRODUCTION: Understand the Plant’s Operations.
• PLANNING: To develop and maintain an integral planning system in the poly-prop shifts, so that desired results are achieved.
• ORGANISING: To arrange and relate the activities in the poly-prop department so that it is performed effectively at reasonable cost and with maximum satisfaction of the people doing it.
• LEADING: To develop, motivate and guide people in the poly-prop department, in order to maintain a stable, loyal employee group that can act effectively.
• CONTROLLING: To assess and regulate the work in the poly-prop department so that approved plans are accomplished, and deviations are corrected promptly.
• FINANCIAL CONTROL: To take all necessary actions to manage production cost so that profitability of the company will improve.
• QUALITY CONTROL: To ensure compliance with ISO standards and requirements so that a high level of service and quality are delivered.
• HEALTH, SAFETY AND ENVIRONMENT: To maintain organised and healthy working environment that is safe and without risk to the health of the employees in accordance with group and company policies and procedures and relevant statutory regulations.
• OTHER: Extrovert, Good people skills, good communication skills, written and verbal. High level of integrity. The ability to supervise a team of operators to attain production targets.

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Job Purpose:

To effectively manage and coordinate the work activities and resources of the refinery and casting department so that set production targets are met at the budgeted cost. To produce lead alloys in the form of ingots to satisfy the identified needs of the sales department operating from the manufacturing plant

Requirements: 

EDUCATION AND EXPERIENCE

• Completed Matric 
• National Diploma: Extraction Metallurgy/ Chemical Engineering
• 3 – 5 years’ experience in a non-ferrous metals manufacturing environment
• 2+ experience years in a management position.

DUTIES:              

• Effectively manage – Effective resource management and correct utilization of consumables as per the SOP’s and WI so that departmental costs will not exceed or will be maintained within the budget.
• Profit - Supervise resources e.g. human, equipment, and production within the refinery and casting department as per the SOP’s so that the departmental costs will be within budget.
• Satisfy identified needs - Produce lead alloys according to specification and the weekly/daily schedule to satisfy identified needs of the sales department.
• Compliance with the Health, Safety, Environment and Quality policies of the Company
• Ensure target Zero/ Zero harm in the department, Safe for Life, 5S and Lean Management campaign is the way of life
• Well-developed people interpersonal skills.
• High degree of ethics and honesty.
• Ability to work as a team, as well as independently, with minimal supervision.
• Ability to communicate clearly and effectively in both verbally and in a written format.
• Must be thorough, pro-active, result orientated and must work well with all levels of employees.

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Job Purpose: 

To manage the resources safely and professionally in the Battery Breaker plant so that it will contribute to the profitability of the company.  To break batteries in order to satisfy the identified needs of the smelter department.

Reports to Operations Manager

Requirements: 

QUALIFICATIONS AND EXPERIENCE:

• Grade 12 or N3 equivalent
• BSC/B-Tech/Dip in Metallurgy or Chemical Engineering
• Minimum 5 years Production/Process experience
• Experience with crushers, screens, filter presses

DUTIES AND RESPONSIBILITIES:

KEY STANDARDS

• Professionally manage – Plan and coordinate the work activities and resources necessary for Breaking Batteries in accordance with SHREQ, cost, and quantity specifications.
• Profitability – Ensure costs are kept within budget and the tonnage budget achieved monthly by utilizing all resources effectively.
• Guarantee satisfaction and value for the identified needs of the Smelter department by meeting weekly production targets in terms of volumes of clean Metallics as well as clean and dry Paste.
• Maintain a safe work environment for all employees by ensuring compliance to the OSHA safety requirement and by promoting Safe for Life and 5S programs to achieve and maintain our Zero Harm goal
• DUTIES
• PLANNING: To develop and maintain an integral planning system in the Battery Breaker department so that desired results are achieved economically and effectively.
• ORGANISING: To arrange and relate the activities in the Battery Breaker Department so that it is performed effectively at reasonable cost and with maximum satisfaction of the people doing it.
• LEADING: To develop, motivate and guide people in the Battery Breaker department to maintain a stable, loyal employee group that can act effectively.
• CONTROLLING: To assess and regulate the work in the Battery Breaker department and Battery Breaker plant, so that approved plans are accomplished and deviations are corrected promptly.
• FINANCIAL CONTROL: To take all necessary actions to manage production cost so that profitability of the company will improve.