Job Vacancies at Macsteel

Job Advert Summary    

• Macsteel Fluid Control (Gauteng) is seeking a skilled and experienced Internal Sales professional to join their dynamic team. This role is central to the management of piping systems projects and contracts, requiring a candidate who can operate effectively at both a technical and commercial level. The successful incumbent will be responsible for the full sales cycle — from costing and estimation through to order fulfilment and customer relationship management — while ensuring alignment with company policies, targets, and compliance standards.

Minimum Requirements    
Qualifications

• NQF Level 4–5 / Grade 12 (tertiary qualification advantageous).
• Ability to read and interpret technical drawings and bills of material.

Experience

• Minimum 5 years' sales and estimating experience within a contracts and projects environment.
• Minimum 7 years' experience in the steel industry.
• Strong knowledge of Fluid Control products.
• Ability to engage technically and commercially at all levels.

Technical Skills

• Proficient in SAP, MS Word, Excel, and Outlook (intermediate level).
• Code B driver's licence required.

Personal Competencies

• Strong communication and interpersonal skills.
• High attention to detail and excellent organisational skills.
• Proven ability to work under pressure in a results-driven environment.
• Team player with strong problem-solving, planning, and decision-making abilities.
• Customer-service oriented with effective change management skills.

Duties and Responsibilities    
Sales Administration

• Accurately cost and estimate Piping Systems RFQs and tenders.
• Prepare, submit, and negotiate proposals in accordance with company policies and procedures.
• Execute projects cost-effectively and in line with mutually agreed technical and commercial terms.
• Administer contract sales orders per contract requirements.
• Coordinate effectively with Purchasing, QA/QC, Operations, Credit Control, and Logistics.
• Identify and negotiate with service providers within company guidelines.
• Accurately calculate and capture all relevant sales orders and quotations.
• Communicate product requirements to the purchasing department.
• Communicate new leads to external sales representatives and sales management.
• Liaise with distribution to ensure on-time delivery.
• Keep customers well informed on order status and implement corrective action when required.
• Issue credit and debit notes per procedure in a timely manner.
• Attend to customer needs promptly and communicate service failures to management.
• Identify possible new clients.

Sales Management

• Meet or exceed branch sales targets as set by the Business Unit.
• Provide timely feedback on quotations, orders, stock availability, and service delivery.

People Development

• Complete Individual Development Plans and actively participate in learning and development initiatives.

Stakeholder Relations

• Build and maintain strong internal and external relationships to support team objectives and a stable working environment.

Governance, Compliance & Risk Management

• Adhere to all statutory regulations, organisational policies, and procedures.
• Contribute to continuous improvement of standards and monitor compliance within area of responsibility.
• Report non-compliance and implement corrective actions promptly.

Reporting

• Obtain, verify, and accurately capture data; file documents per procedure.
• Collate and submit reports; run data exception reports and implement corrective action as required.

Deadline:26th May,2026

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Job Advert Summary    

• This position is responsible for managing all inventory control related activities. Executing inventory control measures to ensure the company minimizes stock holding and maximizes stock system and paperwork accuracy.

Minimum Requirements    
Required Qualifications / Experience

• Grade 12 / National Senior Certificate – Essential
• Diploma or Degree in Supply Chain Management – Recommended
• 3 – 5 years’ experience a similar role

Duties and Responsibilities    
Job Specification

Stock & Inventory Management

• Manage and maintain material and stocked product inventory, including stock profiles and locations
• Conduct ABC perpetual inventory counts and accuracy checks
• Plan and report on annual and bi-annual stock takes
• Minimise overstock and remove obsolete/redundant raw materials to free up working capital

Inbound & Outbound Coordination

• Receipt and manage incoming materials and import shipments per company procedure
• Liaise with plant stakeholders on dispatching status
• Expedite late or missing materials that are holding up production

SAP System & Reporting

• Maintain integrity and accuracy of the SAP stock management system
• Perform daily SAP housekeeping across production, purchasing, sales, and distribution
• Produce daily reports to monitor critical stock areas and resolve discrepancies

Stock Adjustments & Returns

• Own all stock and cost adjustments, ensuring correct processes are followed
• Manage the customer returns process, including credit notes, physical stock movement, storage, and disposal

Process Documentation & Compliance

• Write and maintain accurate procedures for all inventory control functions
• Coordinate stock reconciliation, variance reports, and count processes
• Investigate and resolve all audit findings in collaboration with stakeholders
• Ensure OHSA housekeeping and stacking standards are adhered to

Quality & Stakeholder Support

• Support the inventory team in identifying and actioning stock defects
• Maintain quality standards in line with customer specifications and regulatory requirements
• Assist with import duties understanding and communication to stakeholders and the shipping manager

Deadline:26th May,2026

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Job Advert Summary    

• This role is responsible for improving consistency, accountability and execution across branch HC functions, while also driving key strategic Human Capital objectives. This role must ensure that HC Managers are supported, guided and held accountable in delivering effective HC services to the business, while also ensuring that Human Capital initiatives are aligned to business needs, operational priorities and long-term workforce planning.

Minimum Requirements    
Required Qualifications / Experience

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology or any related field – advantageous
• Minimum 3 - 5 years generalist HR experience
• Experience managing or guiding HR teams (operational and strategic)
• Strong understanding of HR governance, policy application, disciplinary processes and workforce planning.
• Exposure to a unionized working environment, including engagement with unions, shop stewards and organized labor processes - advantageous
• Understanding the distinction between scheduled and non-scheduled employees and the different employment conditions that apply.

Duties and Responsibilities    
Job Specification

HR Leadership and Business partnering

• Partner with HR Managers and Senior operational leaders to develop and execute people strategies aligned with business goals and production targets and act as the primary Human Capital contact point between the HC Executive and allocated HR Managers.
• Provide leadership, coaching and guidance to HR Managers in the execution of their HR responsibilities
• Ensure consistent interpretation and application of HR Policies, processes and procedures across branches.
• Support HR in dealing with complex people related matters, including employee relations, performance management, workforce planning and organizational change.
• Ensure that HR issues are escalated appropriately to the HC Executive where required.
• Promote a culture of accountability, fairness, consistency and proactive HR support.

Talent Acquisition & Workforce Planning

• Support HR In workforce planning and collaborate with recruitment teams and line managers to attract, assess and onboard top talent at all levels
• Develop workforce plans alongside talent team to address skills gaps, succession planning for critical and scarce roles, and better recruitment practices
• Oversee onboarding programmes to ensure rapid integration, retention of new employees and contributing to our overall EVP.
• Ensure vacancies are properly reviewed, motivated and aligned with approved structures and business needs.

Learning, Development & Performance

• Drive a performance management culture through effective goal-setting, coaching, and review processes.
• Work with Talent Development Manager and talent team to identify training needs and coordinate learning interventions aligned to technical, safety, and leadership development.
• Support succession planning and talent review processes for critical roles on the plant floor and in management.

Compensation & Benefits

• Provide guidance on grading, benchmarking, and remuneration structures in line with market data and internal equity.
• Manage the annual salary review process and support benefits administration for the site/s together with the HR Executive and HR Managers.

HR Operations & Reporting

• Maintain accurate HR data and generate regular reports on key metrics (headcount, turnover, absenteeism, training compliance, etc.).
• Continuously improve HR processes, policies, and systems to increase efficiency and employee experience.

Employee Relations and IR Support. 

• Ensure that disciplinary and employee relations matters are not handled outside approved IR processes or in a way that creates unnecessary risk for the company.
• Promote consistency in how disciplinary matters, grievances, incapacity matters, poor performance and workplace conduct issues are handled across the organization
• Work closely with IR department to identify employee relations risk areas, analyze IR trends and feedback to identify root causes and practical corrective actions.
• Assist in translating IR feedback into practical coaching, training and corrective actions for HR Managers, line managers and operational leaders.

Support to the HC Executive

• Create capacity for the HC Executive by managing day-to-day HR escalations within the allocated HR portfolio.
• Consolidate feedback from HR Managers and provide structured updates to the HC Executives.
• Identify recurring HR risks, gaps or trends across branches and recommend corrective actions.
• Assist with the implementation of Human Capital projects, policies and business improvement initiatives.
• Ensure that HR Managers understand and execute decisions, instructions and strategic priorities from the HC Executive.
• Monitor progress on agreed HR deliverables and follow up with HR Managers where deadlines or standards are not met.

Deadline:27th May,2026

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Job Advert Summary    

• The Talent Development Manager is responsible for driving Macsteel’s corporate talent management and learning strategy. The role provides central coordination and governance over succession planning, skills gap analysis, talent pools, workforce capability development, strategic recruitment support, onboarding, induction, probation support, and learning initiatives.
• The position supports HR, operational leaders, and line management in ensuring the organisation has the right people, skills, and capability to meet current and future business needs. The role also oversees the Training Department to ensure all learning and development initiatives are practical, business-focused, and aligned to succession planning, skills gaps, workforce planning, compliance, and employee development priorities.

Minimum Requirements    
Required Qualifications / Experience

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology or any related field (preferred)
• Minimum 5 - 7 years experience with strong focus on both recruitment and skills development
• Experience in a manufacturing, industrial, or FMCG environment is
• Solid understanding of South African skills development legislation, SETA processes, WSP/ATR submissions, and BBBEE scorecard requirements.
• Proven track record of managing learnerships, internship programmes and
• Registered Skills Development Facilitator (SDF) is highly advantageous

Duties and Responsibilities    
Job Specification

Talent Acquisition & Recruitment

• Partner with the Senior HR Managers and HR Managers to manage the consistency with the full recruitment lifecycle for all agreed roles across the business.
• Act as a central point when sourcing for scarce skills within the organization.
• Partner with hiring managers, senior HR Manages and HR Managers to define role requirements, develop job profiles, and implement effective sourcing strategies
• Build and maintain a strong talent pipeline through proactive headhunting, talent pools, and agency relationships who can support our organizations strategy
• Track and report on recruitment metrics including time-to-fill, cost-per-hire, source of hire, and offer acceptance rates
• Identify High turnover positions, perform investigations and propose suggested support in findings to be actioned by HC Executive and Senior HR Managers

Onboarding & New Hire Integration

• Work with Senior HR Managers and HR Managers to design and continuously improve a structured onboarding programme that accelerates new hire productivity and engagement
• Work with Senior HR Managers and HR Managers to ensure new hires are effectively inducted into the business, team and their role
• Assist Senior HR Managers and HR Managers with regular check-ins with new hires during their probationary period and address early retention risks

Skills Development & Training

• Oversee and manage the full Skills Development function including conducting Training Needs Analysis in collaboration with Senior HR Managers and HR Managers
• Oversee the full WSP/ATR process as well as submission to SETA
• Manage the skills development budget and maximise SETA grant claims and levy returns.
• Build relationships with third party training providers who can deliver and support on the long-term skill development of the company

Performance & Career Development

• Support the performance management process by facilitating goal-setting, mid-year reviews, and year-end sessions.
• Identify high-potential employees and partner with HR leadership to design tailored development plans and succession pipelines.
• Champion internal mobility by matching employee career aspirations with business opportunities.

Reporting & Compliance

• Maintain accurate records of all training activity, certifications, and development interventions in the HRIS.
• Provide regular reporting on recruitment progress, training completion, skills spend, and BBBEE scorecard contributions (Skills Development pillar).
• Ensure all recruitment and development practices comply with relevant legislation, including the Employment Equity Act, Skills Development Act, and Labour Relations Act.