Top Positions at Zutari

Role Responsibility   

• Lead a team of modelers within a discipline. 
• Execute the 3D digital build with the required authoring software to accurately capture the design and all design related data. 
• Pay careful consideration to the context, relevant interfaces, and buildability of the model elements during the digital build. 
• Ensure that all required metadata not automatically generated is manually added to the digital build elements, demonstrating exceptional attention to detail and a real commitment to data accuracy. 
• Achieve completion of various aspects of the digital build as set out in the TIDP/Drawing register to maintain the agreed cadence of model federation and information sharing. 
• Achieve ongoing project adherence to the BEP/EIRs and communicate opportunities for efficiency enhancement to the BIM coordinator. 
• Pay close attention to quality of outputs.  
• The core focus will be drainage for projects in Middle East.

Minimum Requirements 

• Grade 12 (Matric) or equivalent and an industry recognised Modelling or Draughting qualification. 
• Minimum of 5 experience as a Mechanical Digital Modeller in REVIT. 
• Be familiar with delivering projects in the global commercial built environment.  As such, you will proactively bring solutions that pushes our accuracy, quality and data richness beyond current industry norms. 
• Have the ability to use initiative to resolve tasks or problems. 
• Familiarity with BIM360 and Autodesk Construction Cloud advantageous. 

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Role overview

• The Head of Organisational Design role is responsible for establishing, governing and delivering the enterprise-wide organisational design strategy; ensuring the operating model, structure, decision making frameworks, and workforce shape enable Zutari’s growth, profitability, and delivery excellence.
• The role requires extensive experience in organisational design and effectiveness outcomes for a professional services environment operating, with a strong understanding of engineering and consulting delivery models.
• The role provides functional leadership in OD, sets standards and governance, and partners with key stakeholders and leadership to design fit-for-purpose operating models, organisation structures, job architecture, and workforce plans that enable strategy execution, profitable growth, and sustainable capability.

Role responsibilities

Organisational design & operating model leadership

• Establish an OD governance forum and decision routes for enterprise and BU design changes (including design authority, escalation protocols, and control gates)
• Ensure OD policies align to business strategy, regulatory requirements (where relevant), and professional services delivery models.
• Architect and govern organisation structures aligned to utilisation and growth requirements.
• Design and embed organisational competency framework in collaboration with Talent management
• Drive role clarity and accountability through role design, decision rights, spans and layers, and governance forums

Strategy Enablement

• Define and deliver the OD strategy, vision, policy, and standards (e.g., design principles, governance, assurance, documentation requirements)
• Understanding the business strategy with the ability to translate it into a fit for purpose organisational structure with roles, capabilities and clear ways of working
• Establish and maintain standards for role design, decision rights (RACI matrices), spans and layers, and governance forums, in support of ideal leverage.
• Strategic advisor to Executive leadership on implications of organisational growth, change, market shifts or strategic direction.

Role architecture and governance

• Drafting of Job descriptions in partnership with the People Business Partner as key strategic input into the job evaluation process.
• Drive role clarity across engineering and consulting delivery models, including interfaces between advisory, design, and project delivery.
• Support the Head of Talent Management with the harmonisation of job families/career paths across the organisation.
• Lead complex restructures: spans/layers optimisation, centralisation vs decentralisation, shared services, capability hubs, and project-based resourcing models, within a matrix environment.
• Establish workforce “shape” targets (critical roles, skills mix, partner-to-staff leverage, billable vs non-billable mix).c
• Partner with Finance on cost-to-serve, productivity, and scenario modelling (capacity, utilisation, chargeability, project pipeline).

Organisation Effectiveness & Decision Effectiveness

• Diagnose organisation health using quantitative and qualitative methods to enhance and enable ideal structures for delivery and performance (e.g., ONA, engagement and productivity signals, process bottlenecks, decision latency).
• Improve decision-making effectiveness by clarifying accountabilities, eliminating duplication, and simplifying governance, taking note of internal organisational governance structures and approval bodies

Change Leadership and Stakeholder Influence

• Act as advisor to the People team and Senior leaders in the business, facilitating high-stakes design decisions and trade-offs.
• Lead change approach for restructures (case for change, organisational communications, consultation processes, implementation planning, risk controls).
• Analyse the impact of organisational change initiatives to inform and shape effective organisational design decisions.
• Build change capability in the People team and amongst leaders, especially in matrixed engineering/project environments.

OD Capability Building and Practice Leadership

• Build and lead an internal OD “centre of excellence” (methods, tools, playbooks, templates).
• Coach the People Business Partnering team and senior leaders on design thinking, operating model principles, and organisation effectiveness.
• Manage external consultants where necessary; assure quality and knowledge transfer.

Minimum requirements

• 12-15 years’ Organisational Design/Organisation Effectiveness experience in a professional services / professional skills environment (engineering consulting and/or management consulting strongly preferred).
• Demonstrated delivery of OD programmes across multiple countries/regions, ideally including Africa and/or the Middle East.
• Postgraduate degree in HR, Industrial/Organisational Psychology, Business, Engineering, or related field.
• OD/Change certifications
• Strong understanding of engineering and consulting delivery models and the implications for structure, governance, and resourcing.
• Proven capability influencing Executive and Senior Leadership across cultures and geographies.

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• The Talent Partner is a senior- specialist role responsible for delivering and enhancing Talent Management, Succession Planning, Performance Management, and Culture initiatives across the Africa & Middle East region within Zutari.
• This role has accountabilities at group level, operating within the centres of excellence in the People Team. Working under the direction of the Head of Talent Management and Culture, this role provides expertise, facilitates core talent cycles, and partners with People Business Partners and leaders to embed high‑performance behaviours, strengthen organisational culture and retain talent critical to Zutari’s success.
• The Talent Partner applies advanced professional judgment and regional insights in capacitating People Business Partners and Business leaders to adapt group frameworks, ensuring scalable and consistent implementation across diverse geographies and business units.

Role Responsibilities:

Talent Management and Succession Planning:

• Enable delivery of the enterprise talent and succession strategy across business units and geographies.
• Lead the planning and facilitation of the annual talent review cycle with PBPs and leaders, ensuring strong insights and data quality.
• Embed enterprise talent frameworks, tools, and processes.
• Partner with PBPs and leaders to identify key and high‑potential talent, ensuring effective development plans are in place to enhance readiness.
• Work with PBPs and Learning to shape development solutions for emerging leaders and high‑potential talent.
• Guide leaders through key role and succession planning, ensuring consistent application of frameworks and documentation.
• Track talent movement, readiness, and succession risk, escalating issues where required.
• Conduct regular succession reviews (check-ins), identifying gaps, risks, and readiness levels.
• Provide clear talent insights to leadership on capability gaps, succession risk, and bench strength.

Performance Management Maturity:

• Own and administer the full performance management cycle.
• Ensure business alignment to the performance framework and standards Analyse performance trends and link insights to talent actions and development opportunities.
• Equip leaders and managers to lead effective performance conversations through tools, guidance, and coaching.
• Coach PBP on key processes and conversations related to poor work performance, probation and matters related to goal setting
• Enable calibration processes ensuring that application observed is fair, consistent, and aligned with organisational standards.
• Analyse performance data to identify trends, risks, and opportunities for improvement to ensure enhanced performance management maturity.

Culture and Employee Experience:

• Co create culture-building initiatives that strengthen employee experience.
• Lead and enable employee engagement programs, including surveys, action planning, and culture initiatives.
• Champion culture initiatives that drive employee belonging, collaboration, and performance.
• Proactively drive retention initiatives and identify early warning signals for disengagement.
• Partner with People business partners and leaders to embed diversity, equity, inclusion, and belonging principles across teams.
• Act as a culture ambassador, role‑modelling organisational codes in all interactions.
• Own the Employee Value Proposition (EVP), ensuring it is clearly defined, governed, and consistently experienced across the employee lifecycle.
• Translate the EVP into measurable talent practices with PBPs and senior leaders, holding the business accountable for delivery and impact.

Young Talent & Early Career Support:

• Coordinate graduate and internship programme execution within the region.
• Partner with Talent Acquisition and external institutions to support attraction campaigns.
• Monitor and track young talent performance, development, and retention.
• Support programme evaluation and improvements based on feedback.

Analytics & Reporting:

• Prepare dashboards and reports for the region, ensuring accuracy and timely delivery.
• Monitor core talent and performance KPIs including succession depth, bench strength, readiness, turnover and engagement indicators.
• Provide insights and recommendations to PBPs and the Head of Talent to support decision‐making.

Stakeholder Engagement and Business Partnering:

• Work closely with People Business Partners to embed talent, performance and culture processes across business units.
• Coach managers on cores practices, tools, and conversations.
• Partner with Centres of Expertise (L&D, TA, Reward) to enable integrated talent solutions.
• Support change‑management activities for talent, performance and culture related programmes.

Minimum requirements:

• Bachelor’s degree in human resources, Industrial Psychology, Business Administration or related field - Essential
• Honours Degree in Human Resources, Industrial Psychology, Business Administration or related field - Advantageous
• SABPP registration - Advantageous
• Minimum 8-10 years’ experience in Talent Management, Organisational Development, or HR Business Partnering.
• Experience supporting talent, succession, performance, or engagement cycles.
• Experience in crafting, rolling out and enabling culture journeys and EVP
• Exposure to multi-country, engineering, consulting or project-based environments is advantageous.
• Strong experience using talent analytics, assessments, or workforce insights.

Skills, and Competencies:  

• Ms Office Proficiency: (Word, Excel, PowerPoint and Outlook) at Advanced level
• Communication skills: Ability to engage effectively with management and employees at all levels.
• Advanced Facilitation skills: Designs and leads inclusive, outcome‑focused discussions with senior stakeholders, effectively managing group dynamics to drive alignment, decisions, and actionable outcomes on complex people matters.
• Analytical Skills: Applies strong analytical capability to interpret complex data, identify patterns and risks, and translate insights into clear, evidence‑based recommendations that inform decision‑making.
• Collaboration: Builds strong, trust‑based partnerships across functions and regions, effectively navigating diverse stakeholder agendas to drive shared ownership and integrated talent solutions.
• Project Management: Plans, prioritises and delivers multiple concurrent talent cycles and strategic initiatives, applying disciplined project management practices to meet timelines, manage risks, and ensure quality outcomes.
• Cultural Intelligence: Demonstrates high cultural awareness and adaptability, operating with credibility and sensitivity across Africa and the Middle East to deliver talent solutions that respect local context while aligning to enterprise standards.
• Confidentiality & Judgement: Exercises sound judgement and discretion in handling sensitive talent, performance, and organisational information, maintaining confidentiality while balancing transparency, fairness, and business needs.
• Influence and persuade: Shapes stakeholder thinking and builds commitment by framing compelling, evidence‑based narratives, adapting style to diverse audiences, and leveraging credibility, relationships, and organisational context to secure alignment and decisive action without formal authority.

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Role responsibilities

Education:

• Bachelor’s degree in Industrial Engineering (or related field such as Engineering, Built Environment, or Commerce with a quantitative focus)

Technical Skills:

• Foundational understanding of project delivery principles, including exposure to planning, cost tracking, and project performance monitoring.
• Basic proficiency (or willingness to learn) in scheduling and cost management tools (e.g. Primavera, MS Project, Excel).
• Strong analytical and numerical skills, with the ability to interpret data and support decision-making.

Experience:

• 0–3 years of experience, with exposure to project environments, internships, or practical training in project delivery, controls, or operations.

Certifications:

• Not required, but an interest in pursuing professional registration or project controls-related certifications would be advantageous.

Core Attributes:

• Curiosity and a willingness to learn in a fast-paced project environment
• Strong attention to detail and structured thinking
• Good communication skills and ability to work within multidisciplinary teams
• Proactive mindset with a desire to contribute to successful project outcomes
• Commercial awareness and an interest in understanding how projects deliver value

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• We’re looking for a Technical Director in our Social Sustainability team, to contribute to the leadership and growth of this business within our broader Sustainability Business Unit across Africa and the Middle East. The ideal candidate is a senior, experienced Resettlement Specialist - a self-starter and team player who can work under pressure while maintaining exceptional quality standards. The role reports to the Discipline Lead: Social Sustainability and will have two or more direct reports.
• In this role, the candidate will assist clients in managing social risks associated with land acquisition and resettlement by providing advisory services, preparing and implementing Resettlement Action Plans (RAPs) and Livelihood Restoration Plans (LRPs), and coordinating stakeholder engagement and participatory processes.
• To effectively manage this portfolio of resettlement-related projects, the Technical Director: Social Sustainability must demonstrate advanced skills in the areas of technical delivery, project management, business development, client relationships management, people leadership and commercial management.

Role Responsibilities

• Provide technical leadership and eminence in resettlement and other social assurance services. Active mentorship of junior staff.
• Lead the preparation of Resettlement Action Plans (RAPs), Livelihood Restoration Plans (LRPs), and other social management plans, ensuring alignment with international standards (e.g., IFC Performance Standards, World Bank Guidelines).
• Oversee a portfolio of resettlement-related projects, including project management, financial management, resource allocation, quality assurance, and the management of technical and commercial risks.
• Take full responsibility for the compliance of company policies and procedures, legislative requirements and act as a role model for Zutari values and culture.
• Contribute to the leadership and growth of Zutari’s Social Sustainability practice, including building and fostering relationships with key clients across Africa and internationally.
• Drive business development initiatives locally and internationally in collaboration with client teams.
• Source and secure new business opportunities, preparing competitive proposals for resettlement studies, livelihood restoration plans, socio-economic baseline studies, monitoring and evaluation frameworks, etc.
• Coordinate and manage multidisciplinary teams, including Zutari staff, specialists and consultants, to deliver high-quality outputs that meet client requirements.

Minimum requirements

• Minimum of 15 years’ experience is essential, with at least 5 years in a senior project management role.
• Post-graduate qualification (preferably a master’s degree) in social sciences, development studies, anthropology, or related fields is required.
• Proven commercial and managerial experience.
• In-depth understanding of international standards for resettlement and social safeguards, including IFC Performance Standards, Equator Principles, and World Bank Guidelines.
• Planning and implementing resettlement projects across Africa, with a demonstrated understanding of diverse cultural and regulatory contexts.
• Excellent communication and report-writing skills with fluency in English (reading, writing, and speaking). Proficiency in additional languages is an advantage.
• A valid driver’s licence and willingness to travel.

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• Lead the development and growth of a Strategic Sustainability Advisory Discipline focused on private-sector clients across infrastructure, energy, industrial, and corporate sectors.
• The role will combine thought leadership, client advisory, and commercial leadership to position the firm as a trusted advisor on sustainability strategy, ESG integration, climate transition, and value-creation through sustainability.
• The successful candidate will build a high-value advisory offering that complements Zutari’s engineering, infrastructure, and environmental capabilities, enabling Zutari to engage earlier in client decision-making and capture upstream advisory opportunities.

Role Responsibilities

Business Development

• Lead commercial growth of the Strategic Sustainability Discipline.
• Identify and develop new sustainability advisory opportunities within private sector.
• Build relationships with corporate executives, sustainability leaders, and investment decision-makers.
• Originate, develop and commercialise sustainability advisory services spanning strategy development, ESG integration, climate transition, risk and opportunity assessment, and sustainability performance improvement.”
• Originate and lead major consulting engagements.
• Support cross-selling with infrastructure, environmental, and engineering services.

Client Advisory and Delivery

• Serve as a senior trusted advisor to executives on sustainability and climate strategy.
• Lead strategic sustainability engagements.
• Advise clients on ESG strategy and integration into business models.
• Serve as SME to companies responding to climate risk, transition pressures, and evolving regulation.
• Translate sustainability strategy into practical operational and infrastructure implications for business unit or client?
• Lead multidisciplinary consulting teams

Service Line Development

• Build a differentiated sustainability advisory offering
• Define and develop core advisory services inclusive of methodologies and frameworks
• Integrate sustainability advisory with engineering capabilities, recruit and mentor sustainability consultants.

Thought Leadership and Market Positioning

• Publish insights on sustainability strategy and climate transition.
• Represent the firm at industry forums and conferences.
• Develop and steward strategic partnerships with industry bodies, sustainability networks, investors, and development finance institutions to advance organisational objectives

Minimum requirements

• 15–20 years of professional experience in sustainability, strategy consulting, or ESG advisory.
• Experience advising private sector clients in infrastructure-related sectors such as:
• Demonstrated success in winning and leading consulting engagements.
• Experience working in multidisciplinary consulting environments.
• Experience operating at executive or board advisory level.
• Master’s degree in sustainability, environmental management, climate science, economics, or related field. Essential
• Degrees in business, engineering, economics, or environmental sciences are advantageous.
• Professional sustainability or climate certifications/ accreditations are beneficial.

Skills, and characteristics 

• Strategic Sustainability Advisory: Ability to advise private‑sector clients on sustainability strategy, ESG integration and climate transition in a way that supports long‑term business value.
• Commercial Leadership: Ability to build, grow and monetise a high‑value advisory offering, identifying opportunities to engage clients early and generate upstream work.
• Thought Leadership: Ability to shape and articulate informed, credible perspectives on sustainability and ESG that position the firm as a trusted advisor.
• Client Relationship & Advisory Skills: Ability to build trusted relationships with senior client decision‑makers and influence strategic choices through insight‑led advice
• Integrated Capability Building: Ability to design advisory services that complement and integrate with engineering, infrastructure and environmental capabilities across the firm

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Role responsibilities

• Manage full design aspects for Mechanical (HVAC) Services across a range of building services projects.  
• Analysing project requirements in the context of various codes and standard and develop conceptual designs through to a set of construction information. 
• Directing a team to ensure compliant designs are delivered to agreed programmes. 
• Manage and coordinate interdisciplinary interfaces. 
• Develop scripts and add-ins to automate repetitive design aspects and/or to check various design compliance aspects (using e.g., Dynamo, Python). 
• Representation at client and professional meetings and being able to present work and engage in technical conversations. 
• Maintaining accountability for resourcing, timeliness, quality, risk management, project financial performance, scope management and keeping the client informed on project progress. 
• Establish new client relationships and maintain existing client relationships. 
• Planning and managing deliveries while developing the skills of the engineering and BIM team.

Minimum requirements

• BSc/BEng, or MSc/MEng in Mechanical Engineering. 
• Minimum requirements: Active professional registration with a certified engineering body 
• Minimum of 7 to 10 years’ experience as a Mechanical (HVAC) Engineer within the Built Environment. (International experience will be highly advantageous). 
• Minimum of 3 years’ experience managing multiple teams over multiple deliveries.   
• Minimum of 1-2 years’ experience mentored and developed junior engineers.  
• Strong understanding of local, international codes and standards, preferably including those applicable to South Africa and the Middle East.  
• Strong technical and view of building services, focussing mainly on Mechanical (HVAC). 
• Strong proficiency in Revit would be an advantage working on your projects. 
• Strong proficiency in mechanical simulation software is highly advantageous. [HAP/IES]
• Being confident, a team player, approachable.   
• Minimum of 1 to 2 years’ experience developing shop drawings.

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Role Responsibilities  

• Manage full design aspects for Electrical and Electronic Services mainly across our Middle East portfolio.  
• Analysing project requirements in the context of various codes and standard and develop conceptual designs through to a set of construction information. 
• Directing a small team to ensure compliant designs are delivered to agreed programmes. 
• Manage and coordinate interdisciplinary interfaces. 
• Develop scripts and add-ins to automate repetitive design aspects and/or to check various design compliance aspects (using e.g., Dynamo, Python). 
• Strong understanding of local, international codes and standards, including those applicable to South Africa, Middle East. 
• Representation at client and professional meetings and being able to present work and engage in technical conversations. 
• Maintaining accountability for resourcing, timeliness, quality, risk management, project financial performance, scope management and keeping the client informed on project progress.
• Planning and managing deliveries while developing the skills of the engineering and BIM team.

Minimum Requirements  

• BSc/BEng, or MSc/MEng in Electrical Engineering. 
• Active professional registration with a certified engineering body. 
• Minimum of 7 to 10 years’ experience as an Electrical Engineer within the Data Centre and/or Built Environment. (International experience will be highly advantageous). 
• Strong technical and view of building services, focussing mainly on Electrical and Electronics. 
• Uptime Institute certification would be an advantage.
• Strong proficiency in Revit would be an advantage working on your projects. 
• Strong proficiency in EOM and electrical simulation software is highly advantageous. 
• Being confident, a team player, approachable. 
• Minimum of 1 to 2 years’ experience developing shop drawings.

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Role overview 

• Zutari's Digital Advisory team is expanding its data practice, delivering innovative solutions across energy, transport, water, and buildings. Working at the intersection of engineering and technology, the team partners with BIM and IoT specialists to connect static 3D and asset data with real-time information, bringing digital twins to life.

Role responsibilities

• Collaborate across cross-functional teams to deliver multiple concurrent data and analytics projects.
• Ingest and consolidate raw data from diverse sources, including Building Information Modelling (BIM), IoT sensors, and ERP systems.
• Design, build, and maintain scalable data architectures and end-to-end data pipelines.
• Perform data analysis and develop BI dashboards to surface actionable insights for stakeholders.
• Research, prototype, and validate machine learning and AI proof-of-concepts to address business challenges.

Minimum requirements

• A "can-do" attitude and genuine passion for applying data in engineering and infrastructure domains
• Bachelor's degree in Engineering, Computer Science, or a related field
• At least 4 years' experience in data engineering and/or data science
• Fluent in Python, including object-oriented design, unit testing, and Git version control
• Hands-on experience with SQL databases, data warehousing, and data pipeline design
• Experience with Docker for containerisation and deployment of data applications
• Experience working with time-series data and IoT data streams
• Ability to communicate complex technical findings clearly to non-technical engineering stakeholders - both in writing and in presentations
• Comfortable leading technical decisions on a workstream and collaborating across multidisciplinary teams (BIM, IoT, engineering)

Advantageous

• Master's or higher qualification
• Experience in infrastructure sectors (energy, water, transport, or buildings)
• Understanding of asset lifecycle data and digital twin concepts, including semantic data modelling or ontologies
• Experience with BIM data formats (IFC) or integration with BIM platforms
• Data engineering certification
• Software development and software engineering best practices
• Docker / containerisation
• Leveraging Claude Code (or similar) to increase output
• Proven experience building and deploying ML/AI solutions beyond proof-of-concept
• Cloud and data platform experience: Snowflake, Microsoft Fabric, Databricks, BigQuery, or similar
• Streaming and real-time pipeline experience (Kafka, Spark Streaming, or similar)
• MQTT / SCADA / industrial IoT protocols (e.g. Sparkplug B, OPC-UA, Modbus)
• Familiarity with geospatial data and tools (e.g. GeoPandas, PostGIS, or similar)
• Time-series database experience (InfluxDB, TimescaleDB, or similar)