Current Opportunities at Enaex Africa

ABOUT THE ROLE / PURPOSE OF THE JOB

• Ensuring that final product is managed responsible within the requirements of the Chief Inspector of Explosives by adhering to Chapter 8 of the explosives act. Managing the magazine personnel in the movement of products in and out of explosives magazines to fulfil customer requirements. Coordinating and managing magazine compliance.

FUNCTIONAL OUTPUTS

• Correctness of Magazine registers to physical stock, use correct colour pens for booking in and out.
• Magazine licences available and not exceeded.
• Availability of stocks, internal and external
• Maintain minimum stock levels.
• Production Planning
• No Loading Errors
• Balance Physical vs SAP
• Old Product – regular rework and management of old product
• Three-way check of delivery notes, delivery note vs freight summary vs customer order vs available stock done by three individuals.
• General appearance of delivery notes
• Full Order On Time
• Manage work attendance.
• Manage overtime to not exceed prescribed hours.
• Performance Management of subordinates
• Make sure safety takes priority in all day-to-day activities.
• Manage the security of magazines.
• Ensure subordinates always wear applicable PPE.
• Ensure SOX compliance reports are completed.
• Real-time stock movement on SAP.
• Vegetation Control in the magazine area.

Requirements

Minimum Requirements and Experience:

• Grade 12 (Must)
• Magazine Master Certificate CIE (Must)
• Driver’s License (Must)
• Minimum 3+ years of Magazine experience (Must)
• Warehousing experience (Advantage)
• SAP Experience (Advantage)

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ABOUT THE ROLE / PURPOSE OF THE JOB

• Execute the Enaex Explosives customer service strategy ensuring the delivery of customer orders, at the right time, the right place and safely. Ensuring that final product is managed responsible within the requirements of the Chief Inspector of Explosives by adhering to Chapter 6 of the explosives act.

FUNCTIONAL OUTPUTS

• Timeous Delivery Execution
• Safe execution of the deliveries
• Assist customers in offloading the vehicle
• Execute the offloading coordination.
• Vehicle Compliance.
• Complete full vehicle inspection sheet before departing from Magazines (Daily)
• Execute Proof of Delivery.
•  Ensure proof of delivery is returned to the Administration office for customer invoicing
• Production Planning
• No Loading Errors
• Three-way check of delivery notes, delivery note vs freight summary vs customer order vs available stock done by three individuals.
• General appearance of delivery notes
• Full Order On Time
• Manage work attendance.
• Manage overtime to not exceed prescribed hours.
• Make sure safety takes priority in all day-to-day activities.
• Vegetation Control in the magazine area.

Requirements

Minimum Requirements and Experience:

• Grade 12 (Must)
• Driver’s License CODE EC (Must)
• Professional driving permit code “D” (Must)
• Minimum 2+ years of Driving explosives vehicle (Must)
• Magazine Master Certificate CIE (Advantage)
• Warehousing experience (Advantage)

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ABOUT THE ROLE / PURPOSE OF THE JOB

• To provide support to the Regional Manager: Sales in managing the customer sales accounts to maximize short- and medium-term profitability of the company.

Duties and Responsibilities:

• To act as a direct link with the customer.
• Building and sustaining sound business relationships
• Managing team performance
• Continuously monitor and provide feedback to the relevant line manager on market intelligence (what’s trending on the market), which form the base of identifying key strategic issues facing customer portfolios.
• Differentiate the company’s’ service and products by identifying and implementing value adding activities beneficial to all customers.
• Set and implement Key Account Management Plans to ensure achievement of the market and sales objectives.
• Establish long term relationships with key decision makers and influencers on individual mines.
• Provide excellent service on all aspects of explosive and accessory products and their uses, including auditing of product application and performance and giving recommendations to correct deficiencies.
• Technical report writing and presentations on blast design, optimisations and recommendations/Blasting Technical support.
• Coordinate various internal departments (Finance, Supply chain, Technical and Operations/Mining services) aspects to ensure customer requirements are met timeously.
• Complaints from customers to be handled swiftly and competently to their satisfaction.
• Determine and prepare the product sales budget, and in conjunction with the KAM to decide the appropriate product mix to achieve maximum trading product, market share and other business parameters. Achievement to be measured by means of the balance scoreboard and market share

Requirements

JOB REQUIREMENTS

Qualifications:

• B SC / B Tech Degree in Mining Engineering / Explosives Management (Required)
• Opencast / Surface Blasting or Rock Breaker Certificate / Blasting Engineering Certificate (Required)
• Drivers licence (Required)

 EXPERIENCE:

• 5 Years’ minimum experience in mining open cast coal environment.

KEY COMPETENCIES REQUIRED

People Leadership: 

• Authentically and inclusively engages all stakeholders in developing business relevant solutions. 
• A talent magnet. Proven ability to identify talent and further invest in talent.

Partnership Leadership:

• Ability to collaborate and influence stakeholders. 
• Establish and build relationships and partnerships for win-win outcomes.
• Build and establish core capabilities through partners and peers.

Business Leadership:

• Demonstrates business acumen.
• A global mindset and exercises sound judgment.
• Achieves results through others and holds them accountable.
• Outside-in approach when developing learning solutions.

Strategic Leadership

• Leads the Core and Critical skills portfolio within Enaex Africa in an innovative and sustainable manner.
• Strong internal and external networks
• Ability to benchmark and spot best tap into relevant best practices.

Self-Mastery

• Continuously develop self. 

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Description

Duties include, but are not limited to: 

Recruitment and on-boarding of employees 

• Takes an active part in the selection process, in collaboration with the HRBP and line management. 
• Manages the employment contracting, enrolment and on-boarding process. 
• Analyses trends and proposes alternative recruitment sources. 
• Effective and efficient management of the recruitment and on-boarding processes. 

Talent Management 

• Implements talent management processes by educating line managers and employees on the processes.  
• Manages the talent management processes and monitors adherence. 
• Analyses all talent management related data and recommends changes where necessary to facilitate process improvement. 
• Talent management processes implemented and used effectively. 
• Deadlines adhered to and processes completed on time. 
• Talent management data integrity.  

Employee Relations

• Assists in providing a first line labour relations consulting service. 
• Promotes dispute prevention. 
• Evaluates merits of the case and advises on process and preparation required. 
• Attends hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness. 
• Facilitates timeous resolution of grievances. 
• Understands Labour Legislation, related policies and procedures and communicates applicability to line management and employees. 
• Clearly knows and understands employee relations policies and processes. 
• Understands and communicates the impact of decisions and actions on wider employee relations, precedent setting, morale, and reputational risk. 
• Advises and educates line managers and employees on documented employee relations processes, legislation, and policy application.  
• Ensures relevant hearings and grievance meetings are set up. 
• Reviews the work of subordinates in terms of their drafting of relevant documentation. 
• Enables the transformation of the ER culture, especially within line management. 
• Implements partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department. 
• Compliance with procedural and substantive fairness requirements. 
• Accurate, relevant, and complete documentation and system management. 

Remuneration and Employee Benefits 

• Understands all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers. 
• Does calculations and formulae related to remuneration and benefits. 
• Does salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness. 
• Does audits and highlights inequalities in remuneration and benefits. 
• Compensation and benefits understood by employees. 
• Accurate calculation of remuneration, rewards, and benefits. 

Staff movement and separation of employees 

• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation). 
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity). 
• Efficient and effective implementation of staff movement and separation processes and procedures. 

Process efficiency  

In-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.  

• Leads the implementation and execution of solutions.  
• Knows and understands HR policies, processes and systems and communicates these effectively to all relevant stakeholders. 
• Advises and educates on the correct application and intent of HR policies, processes, and systems. 
• Regularly reviews work against compliance and required objectives and standards. 
• Monitors line management’s application and implementation of HR processes.  
• Directs employees and line management with the correct route to take with more complex HR issues. 
• Ensures the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR. 
• Increased HR process efficiencies in business. 
• Effective implementation of relevant HR solutions. 
• Clear single point of contact for HR related issues. 
• Enhanced service to employees and line managers. 

Change Agent

• Implements clearly defined change management processes and facilitates the successful implementation of change projects. 
• Utilises necessary material to support line management and employees in adhering to change expectations. 
• Coaches and educates line management and employees in respect of the practical application of the change processes. 
• Change management projects and processes implemented.  

Leadership and Growth Results 

• Supports and articulates vision and values and goals aligned to business direction. 
• Continuously seeks to improve personal mastery, professional and business growth (ensuring technical / professional development in specialist area). 
• Shares expertise freely and often. 
• Demonstrates the Enaex values 
• Personal development plan executed 
• Best practices adopted 

Customer and Relationship Results 

• HR marketing and communication  
• Understands the people needs of the Business and can communicate and market the relevant HR service offerings. 
• Knows service offerings of internal and external service providers and can effectively utilise such offerings to satisfy people related needs of the business. 
• Investigates and recommends alternative or new service providers. 

Customer relations 

• Correctly identifies customer needs and challenges. 
• Proactively educates customers of changes to HR policies, processes, systems and product offerings. 
• Pro-actively engages with customers through participation at employee forums, management meetings and one-on-one interactions. 
• Builds effective relationships with own team and network. 
• Educates, coaches and supports line management on developing values-based partnerships within the Business Unit. 

Employee engagement 

• Pro-actively engages with employees through informal and formal interaction, information sharing and providing general advice. 
• Translates employee issues into potential business risks and advises relevant stakeholders accordingly. 
• Takes the necessary action where risks are identified. 
• Challenges and reframes employee thinking in a positive framework. 
• Positively advocates engagement. 
• Explains rationale of and provides perspective on company projects, procedures and policies. 
• Implements initiatives to enhance employee motivation, engagement and empowerment. 
• Business Unit aware of HR processes and makes use of HR services. 
• Effective identification and utilisation of internal and external service providers with relevant products and services to meet Business needs. 
• Full understanding of customer needs. 
• Projects a positive image of HR and the company. 
• Increased performance through effective working relationships. 
• Positive employee relations. 
• Trusting environment. 
• Reduced risks. 

HR Analytics 

• Uses HR technology and systems to analyse and interpret relevant HR data. 
• Compiles and presents meaningful HR reports through interpretation, comparisons, and trend analyses.  
• Oversees the process of ensuring data integrity of HR system. 
• Interprets relevant research on best practice as it relates to HR analytics. 
• Accurate and reliable calculations and reports. 
• Relevant analytics facilitating effective decision making based on empirical information and accurate data. 
• Sound governance and people risk management

Requirements

• B. Degree / B Tech in HR or Behavioural Sciences or equivalent  
• 6-8 years generalist HR experience  
• Proficient level of Talent Management skill 
• Basic understanding of Organisational design 
• Proficient understanding of Change Management 
• Proficient understanding of the HR value chain 
• Basic understanding of the Management Consulting Principles 
• Advanced understanding of HR Information Management 
• Advanced understanding of HR legislation and company policy 
• Proficient level of business understanding and skills