Job Description

Qualifications and experience required:
Qualification: A Civil Engineering or equivalent international undergraduate degree as a minimum (preferably a post-graduate degree) with speciality in water engineering and/or soil mechanics and/or mineral residue design and management.
Professional registration: Registered Professional Engineer (where jurisdictions include such legislated professional associations, such as Australia, Canada, South Africa, UK, the United States, etc.).
Years of experience: A minimum of 15 years with at least 8 years in the consulting field specifically related to mineral residue deposits.
Type of experience: Extensive experience in tailings dam breach analysis and inundation studies, soil mechanics and tailings engineering projects. A background including post-graduate studies in water engineering would be an advantage. A considered and thorough working knowledge and application of the Global Industry Standard on Tailings Management (GISTM), applicable international standards and codes, and the SANS 10286 is essential.
General requirements:
We are engaging Principal Engineers for our Environmental Geotechnical (Engeo) Business Unit. The successful candidate will be involved in:

• A variety of projects, mainly in Southern and Central Africa;
• A stimulating work environment where ongoing innovation and technological development is an essential requirement to meet changing environmental and residue material behaviours.

Reporting to the Business Unit Partner, you will primarily be responsible for leading dam breach and inundation and related studies for TSFs, and in addition, also typically be involved in:

• Geotechnical investigations to evaluate the engineering properties and in situ conditions of TSFs;
• Engineer of Record roles and responsibilities during the construction, operating, decommissioning and closure phases of a TSF;
• Ongoing attention to individual and team development and growth to remain at the forefront of residue management technology will be a key requirement and success factor.

Rewards:
We believe that people are our major asset. Our ability to attract and retain highly motivated employees is largely dependent on the opportunities that we provide for individuals to satisfy their personal goals within the framework of the organisation. In order to achieve these objectives, we aim to:

• Pay above-average packages for good performance and monitoring the remuneration structure in each relevant market so that we don't fall behind;
• Accommodate individual preferences for work assignments and schedules as far as possible;
• Support an open-door policy. Where employees feel they have difficulty in discussing concerns with their seniors, they have direct access to any Partner, Member of the Human Resources Committee or the Human Resources Manager and ultimately the Managing Director.

We believe that a high-quality organisation relies on high quality employees in all posts and at all levels.
Upon becoming a permanent member of staff, the Company will endeavour to pay an annual performance bonus to each permanent employee as a reward for individual / financial performance. The Company reserves the right to pay an interim bonus during the year, normally in December. This forms part of the annual bonus.
The Company is an employee-owned Company. In line with the Company policy, an offer of available shares is made each year and employees are encouraged to invest in their Company. Partners consider the views of shareholders on the admission of new employees as shareholders
Applicants not receiving a response within 14 days should deem their applications to have been unsuccessful.