Tau Mining Vacancies

Engineering Manager

VACANCIES (NORTHERN CAPE)
TAU Mining Contractors (Pty) Ltd. currently have the following vacancy available at the Vedanta
Gamsberg project in the Northern Cape:

Nature of employment: Permanent
Payroll category: Monthly salaried staff
Reports to: General Manager

Job purpose: To manage all Engineering staff, Engineering activities and facilities within the
Earthmoving Equipment department on site. Ensure that all equipment is properly logged and
accounted for on the asset management system and that maintenance and repairs of Earthmoving
Equipment is well planned, timeously executed in accordance to set standards, applicable
procedures, best practices and within approved budget. Maximize equipment availability and
ultimately ensure that site production targets are met, whilst adhering to all Engineering and other
related Standard Operating Procedures and the provisions of the Mine Health and Safety Act.

Key performance areas

1. Asset management

• Ensure that the entire fleet of equipment is properly recorded/accounted for on the
  Asset Management System/Asset Register.
• Ensure that the Asset management register and maintenance systems are kept up to date
  with a high level of data integrity.
• Ensure that all services, maintenance and repairs are properly scheduled, timeously
  executed and accurately recorded.

2. Fleet reliability and performance

• Monitor equipment reliability trends per equipment type, to ensure that 85% fleet
  availability is maintained,
• Monitor equipment MTBF and MTTR tempos/ratios to ensure that these are within industry
  norms and at acceptable standards.
• Develop and implement strategies to address and/or optimize/improve equipment
  performance where required.
• Develop and implement equipment lifecycle.

3. Services & repairs:

• Ensure that all Engineering activities are pre-planned, scheduled, properly & timeously
  executed and conducted as per OEM guidelines and intervals for each machine type and
  model.
• Study and keep abreast of OEM manuals and specifications to ensure that all work is
  performed correctly.
• Advise Superintendents and Artisans on diagnostics and troubleshooting to identify
  problems and resolve engineering malfunctions on equipment.
• Monitor communication groups to ensure that Artisans attend to all breakdowns or
  equipment malfunctions/failures reported with urgency and continuously update
  Production Manager/s on repair progress and expected work completion timelines.
• Implement measures to ensure that Engineering Superintendents conduct frequent overinspections of work done by artisans and assistants to ensure that work is executed to high
  standards.
• Implement measures to ensure that no equipment leaves the workshop or repair area in a
  poor state and that lubricants are re-filled to appropriate levels before re-starting of
  equipment. (Implement a high level of control and caution to avoid “dry starts” at all times)

4. Stakeholder liaison & Legal duties and obligations:

• Perform applicable legal duties as Appointee in terms of Mine Health and Safety Act,
• Ensure that all subordinates are authorized to work in writing by the applicable Engineer.
• Ensure that all activities are conducted in a safe and responsible manner and promote a
  safe work culture.
• Ensure compliance with all client/company SOP’s, Policies, Provisions and stipulations of
  the MHSA.
• Represent Company during Investigations (internal or external)
• Implementation of Route cause analysis
• Attend scheduled meetings with Client representatives. Maintain good relations and a
  professional, positive image of the Company at all times.

5. Administration & housekeeping:

• Ensure that all designated areas of work are neat and well kept.
• Implement and ensure that tool and equipment issue/ control registers are properly administered
  to exercise proper control of all assets, including tools, equipment and LDV’s, allocated to each
  engineering section and overall project.
• Ensure that all Engineering Superintendents, artisans and employees within the section adhere
  to stores and procurement procedures when spares or other stock are required.
• Ensure that all work performed by subordinates is duly captured and accounted for on job cards,
  signed off and submitted to the maintenance administration department.

6. Budgeting, reporting and continuous improvement:

• Develop Engineering Department budget proposals and ensure that approved budgets are
  implemented and adhered to. Ensure that subordinates behave in a cost- conscious manner at
  all times.
• Investigate premature component failures in conjunction with the Engineering Superintendents
  and or external representatives. Conduct root cause analysis.
• Compile and present a monthly report for the Engineering Department.
• Develop, propose and implement cost saving initiatives.

7. Engineering HR Function:
   (To be performed in conjunction with the HR Dept)

• Act as mentor for Engineering Deparment on site. Identify and propose training interventions and
  programmes to the Project Manager to ensure that Superintendents, Artisans and Assistants are
  developed in terms of set IDP’s.
• Develop and implement a succession plan for Department.
• Manage discipline & initiate disciplinary action.
• Manage time & attendance, sick leave and leave rosters for Department. Ensure that overtime is
  planned, properly managed and pre-approved as per overtime procedure. Monitor time spent by
  subordinates on the mine and ensure compliance with legal attendance parameters.

Minimum Job requirements:

• Qualified Mechanical Engineer (N. Dip or Degree) with at least 8-10 years related postgraduation experience, of which 3-5 years must be experience gained in a managerial level position.
• Government Certificate of Competence (Mines & Works)
• Valid driver’s license and clean criminal record

Knowledge, Attitude, Skills & Abilities:

• Excellent knowledge of heavy earthmoving equipment fleet maintenance, repairs and diagnostics
  within an open cast mining environment.
• High level of energy and ability to work under pressure to meet deadlines.
• Job ownership and accountability.
• Ability to schedule and prioritize work, multi-tasking ability.
• Excellent people (Managerial) and administration skills (including computer skills; MS Office,
  Pragma/Asset management system).
• Excellent knowledge of MHSA & applicable Labour legislation (BCEA, LRA).
• Strong Financial/numerical acumen & presentation skills.
• Sober habits and professional.
• Willing to work extended hours.

NOTE: ALL APPLICANTS MUST ADHERE TO TERMS AND CONDITIONS AS SET OUT BELOW,
TO AVOID DISQUALIFICATION OF APPLICATIONS

1. The closing date for the advertised vacancies is 26 September 2024 Late submissions will not
   be accepted. Preference will be given to suitably qualified HDSA candidates from the Northern
   Cape.
2. All applicants must clearly indicate on their CV’s which specific position/s they apply for.
   Applications for positions not advertised above will not be considered.
3. TAU Mining will only respond to short-listed candidates: should applicants not hear from the
   Company within 21 days from the closing date of the advertisement, they may deem their
   applications as unsuccessful.

Suitably qualified candidates may also submit their CV’s by e-mail to: recruitment@taumining.co.za.

Chief Financial Officer

Nature of employment: Permanent position
Reports to: Chief Executive Officer
Location: Head Office, Woodmead, JHB.

Job purpose:
The Chief Financial Officer is a key member of the executive team, responsible for
overseeing the company’s financial operations, strategic financial planning, budgeting
and financial reporting. This role involves leading the finance department, ensuring the
accuracy and integrity of financial statements, and providing strategic insights to support
business growth and financial stability. The Chief Financial Officer will develop and
implement financial strategies, manage budgeting, planning and forecasting processes,
and ensure compliance with financial regulations and best practices.

The Chief Financial Officer will also collaborate closely with other senior managers to
align financial strategies with the company’s overall goals and objectives. Additionally,
they will drive initiatives to improve financial performance, streamline processes, and
enhance operational efficiencies across the organization.

Key Performance Areas:

1. Financial Strategy and Planning

• Collaborate with senior leadership to define the company’s long-term financial
  goals and objectives in alignment with the overall business strategy.
• Formulate a comprehensive financial strategy that supports business growth,
  operational efficiency, and profitability. This includes strategies for revenue
  generation, cost management, capital investment, and financial sustainability.
• Ensure that financial strategies are adaptable to market changes and business
  developments, providing a flexible framework for growth and risk management.
• Develop and monitor key performance indicators (KPIs) to assess the
  effectiveness of the financial strategy and its impact on business outcomes.
• Regularly review financial performance against strategic goals, adjusting
  strategies as necessary to ensure alignment with evolving business objectives.

2. Financial Reporting and Analysis

• Oversee the preparation and presentation of accurate and timely financial
  reports, including balance sheets, income statements, and cash flow
  statements.
• Analyze financial performance, trends, and variances, providing actionable
  insights and recommendations to senior management and the board of
  directors.
• Analyze budget versus actual performance, identifying and explaining
  variances to ensure that financial goals are met.
• Generate detailed financial reports and analyses to support strategic decisionmaking, including insights into revenue trends, expense management, and
  profitability.

3. Financial Management

• Manage the company’s financial operations, including accounting, treasury, tax,
  and financial planning activities.
• Ensure effective management of cash flow, working capital, and investment
  strategies to support the company’s financial health and operational needs.
• Develop and maintain financial forecasting models to project future financial
  performance based on various scenarios, including market conditions,
  economic trends, and business developments.
• Provide regular updates and financial forecasts to senior management,
  highlighting potential variances and recommending actions to address them.
• Track payments due from Clients and ensure timeous action is taken where
  delays are experienced or anticipated.
• High level negotiations with Client Representatives on payments and/ or
  payment terms.
• Asset management; develop and implement value depreciation models and
  strategies.
• Manage payroll execution and conduct checks and audits to ensure accuracy.

4. Compliance and Risk Management

• Ensure compliance with all financial regulations and legislation, accounting
  standards, and internal policies.
• Develop and implement policies and procedures related to financial
  management and accounting.
• Oversee internal controls and audit processes to safeguard the company’s
  assets and maintain financial integrity.
• Conduct thorough analyses to identify potential financial risks, including market
  volatility, credit risk, liquidity risk, and operational risk.
• Evaluate the impact of these risks on the company’s financial health and
  develop strategies to mitigate them, such as implementing hedging strategies,
  diversifying investments, or enhancing internal controls.

5. Strategic Projects and Initiatives

• Support and lead strategic projects, including mergers and acquisitions, capital
  investments, and operational improvements.
• Ensure that all strategic transactions are executed within provisions of
  applicable legislation.
• Collaborate with other departments to drive financial performance and achieve
  organisational goals.
• Identify and assess opportunities for financial growth and improvement,
  including investment opportunities, cost-saving initiatives, and revenue
  enhancement strategies.
• Provide recommendations for capital allocation, business investments, and
  strategic initiatives that can drive long-term financial performance and value
  creation

6. Managerial (HR) Responsibilities
   (To be performed in conjunction with the HR Dept)

• Ensure that Department is adequately staffed as per approved complement, at
  all times. Liaise with HR Department to have all vacancies timeously filled.
• Set, communicate and ensure that subordinates have monthly KPI’s as
  applicable and that set KPI’s are achieved. Implement remedial action where
  necessary.
• Act as mentor and advisor to subordinates, identify and motivate relevant
  training and development initiatives, perform succession planning.
• Manage time & attendance, sick leave and leave rosters for Department.
  Ensure that overtime is planned, properly managed and pre-approved as per
  overtime procedure.
• Monitor time spent by subordinates at work and ensure compliance with legal
  attendance parameters.
• Manage discipline and initiate disciplinary action in line with applicable
  disciplinary procedures, where required.

Minimum requirements: Qualifications & Experience

• Grade 12 certificate.
• A Bachelor’s degree in Financial Management or Accounting completed,
  preferably with Honours degree. (MBA or a Master’s degree in Finance or a
  related discipline would be advantageous)
• Must have Chartered Accountant Certification.
• Minimum of 10 years of accounting experience, with at least 5 years in a senior
  financial management role, preferably within the mining industry or related
  sector.
• Proven track record in financial planning, budgeting, and analysis.
• Experience with financial reporting, compliance, and strategic financial
  planning.
• Valid code EB drivers’ licence
• Clean criminal record

Knowledge, Attitude, Skills and Abilities

• Excellent knowledge of financial management, financial systems and related
  Software programs (SAGE, etc.)
• Comprehensive knowledge of applicable Tax, Corporate and Labour legislation,
  including BBBEE Codes and verification, COIDA, BCEA, etc.
• High level of professionalism and confidentiality.
• Must be assertive with excellent reporting and presentation skills.
• Ability to conduct high level negotiations with Clients and Suppliers as part of
  the Senior Management team.
• High level of accuracy, attention to detail and deadline driven.
• Excellent Leadership skills; ability to motivate and manage a team of
  subordinates to ensure task completion and that deadlines are met.
• High level of energy and willing to work long hours.
• Willingness to travel to projects when required, to support site teams.
• Ability to establish meaningful, professional interpersonal relationships.
• Excellent communication skills and problem solving via oral and written
  communication.
• Demonstrated ability to follow up on multiple priorities simultaneously to
  accomplish all tasks without sacrificing quality

Applicants who meet the minimum requirements may submit their CV.s by e-mail to:
vacancies@taumining.co.za

NOTE: ALL APPLICANTS MUST ADHERE TO TERMS AND CONDITIONS AS SET OUT BELOW, TO AVOID
DISQUALIFICATION OF APPLICATIONS

1. The closing date for the advertised vacancy is 23 September 2024. Late submissions will not be accepted.
2. All applicants must clearly indicate on their CV’s in in the e-mail subject line which specific position/s they apply
   for. Applications for positions not advertised above will not be considered.
3. Applicants must attach certified copies relevant qualifications, as applicable to the position, to their CV’s.
4. TAU Mining will only respond to short-listed candidates: should applicants not hear from the Company within 21
   days from the closing date of the advertisement, they may deem their applications as unsuccessful.
5. TAU Mining may in its absolute discretion waive, or reduce, some of the listed minimum requirements for any
   position if warranted due to operational reasons, timeframes to fill vacancies and/ or the lack of suitably qualified
   applicants.
   Should any requirements be waived or reduced:
   5.1 It will not be reduced or waived to the extent that could potentially cause poor performance in the role or a safety/
   operational related risk.
   5.2 TAU Mining reserves the right to re-introduce original listed requirements at any later stage.

HR MANAGER

Nature of employment: Permanent
Payroll category: Monthly salaried staff
Reports to: General Manager/Snr HR Mana

Job purpose: Head of Department responsible for delivery of the full HR function on site, including but
not limited to HR Governance, Recruitment & Selection, Training & Development, Employee & Community
Relations, HRIS & Reporting as well as Time & Attendance/Payroll input and Benefit Administration. Act
as HR Advisor and work closely with HOD’s to ensure that all HR related matters are timeously addressed
in accordance with HR best practices, CO Policies & Procedures as well as applicable Labour Legislation.
Manage and mentor HR team subordinates.

Key Performance Areas
Manage HR team to ensure professional delivery of the following:

1.HR Governance, Administration & Audits

• Ensure that all approved HR policies, procedures, memorandums and rules are properly
  communicated to Line Managers and Employees to ensure awareness. Monitor compliance by
  conducting frequent internal audits. Report and address deviations or non-compliance in
  conjunction with applicable Line Manager.
• Act as Advisor to Line management/HOD’s in respect of all people management processes and
  applicable Labour Legislation.
• Ensure that copies of Relevant Labour Legislation are displayed on site, as required by law.
• Implement and maintain a logical, well organized HR filing & Administration system and ensure that
  employee files are kept up to date and securely stored and that all key processes can be tracked.
• Act as Co HR Representative during audits. Prepare and present files and reports for internal as
  well as external HR audits by Client Representatives, Dept of Labour, DMR.
• Communicate audit findings to Co management team and implement remedial actions/corrective
  measures within stipulated deadlines.

2.Project staffing: Recruitment and Onboarding

• Ensure that the approved project Organogram is maintained/frequently updated in conjunction with
  respective HOD’s.
• Drive recruitment to ensure that all vacancies are timeously filled whilst adhering to applicable
  recruitment procedures and EE objectives.
• Ensure labour availability on site within set project timelines to meet contractual production targets.
• Maintain recruitment and onboarding management reports to track recruitment processes and
  ensure that all new employees are scheduled for and attend applicable interventions.
• Identify scarce skills/hard to fill job categories and develop/implement measures, in conjunction with
  management team, to attract and retain such skills.
• Monitor onboarding turnaround times and implement measures to address delays. Immediately
  address or escalate (if necessary) challenges that cause delays in onboarding.
• Develop and implement a meaningful internal new employee orientation/ induction program.

3.Training & Development

• Assist to develop and deliver the site-based training strategy, training programs and Workplace
  Skills Plans in line with Organizational & EE objectives.
• Incorporate meaningful development and training programs as part of the training strategy to
  specifically benefit members of local communities/ local labour sending areas.
• Ensure that a Training Matrix is developed, implemented and maintained by Training Dept; all
  training interventions to be communicated to HOD’s and employees in advance and attended as
  scheduled.
• Monitor training intervention scheduling, communication and attendance to ensure that all
  employees annual medical fitness certificates, machines licences, etc. are renewed before expiry.
• Co-ordinate succession management, performance management and talent development
  interventions timeously and accurately as per project requirements. Ensure effective individual
  development plans are a by-product of the performance and succession management activities.
• Develop/ source and schedule Employee Relations training programs for Line managers and
  Supervisors to ensure that they are fully equipment and skilled to deal with disciplinary matters in
  the workplace.

4. Employment Equity, Employee & Community Relations

• Establish Employment Equity & Skills development committee. Ensure that members attend
  applicable training courses, that quarterly meetings are held and that committee function properly
  and effectively. Facilitate meaningful consultation between management and employee
  representatives.
• Establish site ER Committee, schedule and facilitate monthly meetings. Ensure that all agenda items
  are addressed and feedback provided to workforce timeously.
• Attend meetings with organized Labour/Union Officials, if required. Handle all matters related to the
  LRA.
• Ensure that HR Dept representative attends all grievance & disciplinary matters and hearings;
  disciplinary processes to be duly followed prior to taking disciplinary action against employees.
• Represent Co at all CCMA or Bargaining Council dispute resolution procedures (Conciliation &
  Arbitration level)
• Prepare reports and attend all meetings with Local Government or Local Shareholder forums as part
  of Co management Representative team.
• Establish and maintain meaningful professional relationships with all stakeholders to promote a
  positive Co image and ensure a peaceful labour and social environment.

5.Labour Budgeting & Payroll Administration

• Ensure that approved labour budgets are adhered to, in conjunction with respective HOD’s and the site
  General Manager.
• Ensure that all appointments are made at packages or pay rates as approved for the position.
• Monitor monthly payroll cost in conjunction with Finance Dept and General Manager to ensure that
  allowable is not exceeded; pay specific attention to overtime hours and frequency of overtime worked
  (monitor trends per Dept and per individual).
• Generate T&A reports to ensure that all employees are clocking at commencement and end of shifts.
• Ensure that all hours paid are duly accounted for and that T&A Policy & Procedure is adhered to.
• Ensure that all attendance hours are signed off by employees and respective line managers.
• Conduct frequent checks to ensure that payroll data is correct/accurate.
• Site based processing and Administration must be completed and uploaded by weekly and monthly
  cut-off times.
• Ensure that payslips are timeously distributed to employees.
• Implement and administer system to log and track employee queries and ensure that all pay queries
  are timeously attended to and resolved/closed out.

6.HRIS & HR Reporting

• All applicable HRI (including electronic time and attendance) systems to be properly administered with
  accurate, up to date data. Effective systems integration & data to correlate between systems.
• Ensure that HRI systems are optimized and utilized to full capacity.
• Arrange training for HRI systems end users and ensure that user rights are correctly allocated.
• Address all systems related issues or malfunctions with urgency, escalate issues for assistance where
  needed to ensure prompt resolution.
• Prepare and present accurate, up to date, ad hoc/weekly/monthly (as applicable/requested) HR reports
  to internal and external customers on all people related matters such as site employee complement,
  attendance/”man hours”, absenteeism, overtime, sick leave trends, staff turnover,
  vacancies/recruitment & onboarding, workforce analysis, Employment Equity statistics and Training
  interventions.
• Monitor report trends (especially leave/sick leave and overtime), identify HR related business risks and
  develop/implement remedial measures and action plans in conjunction with Management team to
  mitigate risks/ improve performance. Ensure that all Dept’s have leave plans in place for their
  subordinates and that leave balances are actively reduced, without compromising Dept or overall site
  performance.

7.Housing/Accommodation and travelling

• Compile and administer schedule to manage all Co rental/ client provided properties. Liaise with
  finance Dept to ensure that rent is timeously paid or discontinued at the end of rental agreements.
• Manage occupancy to ensure that employees do not overstay agreed periods of being provided with
  accommodation.
• Manage benefits to ensure that employees do not receive housing allowances whilst being provided
  with housing.
• Conduct rental property entry, monthly and exit inspections and address findings, faults or complaints.
• Liaise with Estate agents and/or Property owners around lease agreements and any matter pertaining
  to property. Ensure that lease agreements are timeously terminated or extended, subject to instructions
  from G.M./Snr. HR Manager.
• Generate and implement “house” rules related to Co accommodation. Ensure that occupants are
  familiar with rules and initiate disciplinary action where rules are transgressed.
• Handle temporary booking and travelling arrangements for visitors to site (H.O. support personnel/
  Suppliers)

8.Responsibilities as HR site HOD

• Attend all scheduled meetings (internal/external) as Co Representative; site Head of HR.
• Manage HR team on site and ensure that:
• Competent employees are appointed as HR Team members, that can deliver a prompt and
  professional HR service, as per set objectives.
• All HR Dept employees have clear job and role descriptions and understand what outputs are
  expected from them. Conduct frequent Dept meetings to ensure alignment and good
  communication.
• Dept. has leave rosters and excessive overtime is not worked. All overtime to be duly approved.
• Team members have development plans and attend scheduled, approved training interventions
  to continuously improve skills levels and competencies. Act as mentor to team.

Minimum Job requirements:

• Grade 12 certificate.
• Formal qualification (B. Degree or N. Dip, preferably with B. Tech) completed in HR Management.
• A minimum of 8 years’ HR management experience of which at least 3-5 years must be in a similar
  level role, overseeing the full HR function as HR Manager for a project with +/- 600 employees.
• Comprehensive HR Generalist experience with excellent knowledge of applicable Labour Laws
  (BCEA, LRA, EE Act, Skills Development Act, COIDA, etc.)
• Comprehensive experience related to project recruitment in an opencast mining environment.
• Valid code EB drivers’ license
• Clean criminal record

Knowledge, Attitude, Skills & Abilities:

• Excellent IR/ER skills with proven ability ad track record to deal with Unions and represent Co
  during labour disputes at CCMA (Conciliation and Arbitration level).
• Strong leadership skills with numerical aptitude.
• Demonstrated experience working in a multi-discipline team.
• Advanced level of proficiency with Microsoft Office (MS-Word, MS Excel, MS PowerPoint, MS
  Outlook).
• Must be able to generate and present professional reports.
• Excellent knowledge of and ability to generate professional job advertisements, job
  specifications and job descriptions.
• Deadline driven and the ability to work under pressure.
• High level of attention to detail.
• Excellent Interpersonal relationship skills.
• Assertive & Performance driven.
• Excellent communication skills, oral and written

NOTE: ALL APPLICANTS MUST ADHERE TO TERMS AND CONDITIONS AS SET OUT BELOW, TO
AVOID DISQUALIFICATION OF APPLICATIONS

1. The closing date for the advertised vacancies is 26 September 2024 Late submissions will not be accepted.
   Preference will be given to suitably qualified HDSA candidates from the Northern Cape.
2. All applicants must clearly indicate on their CV’s which specific position/s they apply for. Applications for
   positions not advertised above will not be considered.
3. TAU Mining will only respond to short-listed candidates: should applicants not hear from the Company
   within 21 days from the closing date of the advertisement, they may deem their applications as unsuccessful.
   Suitably qualified candidates may also submit their CV.s by e-mail to: recruitment@taumining.co.za

All the best with your applications.