Principal Tailings Dam Breach Engineer

SUMMARY:
Principal Tailings Dam Breach Engineer (Johannesburg)

 A vacancy for a Principal Tailings Dam Breach Engineer has become available in our Johannesburg office.  Applications are invited from suitably qualified candidates to fill the vacancy.

POSITION INFO:

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.

• 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.

• 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.