Why Zinc International?

At VZI, we offer employees an environment that is safe, rewarding, and supportive. We endeavor to empower employees by providing an engaging workplace that enables them to realize their full potential.
We aim to attract, develop and retain high-quality, talented individuals that can operate within a high-growth and entrepreneurial environment.
Our recruitment philosophy is based on attracting the right person for the right job. Potential candidates must show:
  1. An eagerness to learn
  2. Specialist experience
  3. A passion for the mining industry and their respective field
  4. An affinity for our company culture and values

As VZI, we will:

  1. Offer you a career, not a job: You will work alongside some of the industry's leading professionals in an environment dedicated to entrepreneurship, growth, excellence, and trust.
  2. Provide training and development: We provide opportunities to learn and grow within the company, your chosen field, and the industry. We offer a range of training and development programs for employees, helping strengthen both them and the organization.
  3. Take care of our people: You are a key member of the VZI family and your safety and wellbeing are critical to us.

Vedanta

Strongest Asset
As a group, Vedanta believes that “human capital” is the strongest asset and identifying internal talent and elevating them to enhanced leadership roles has been the source of advantage for the group. In order to keep the talent pipeline updated with the right knowledge, skills and attitude, Vedanta focuses on competency development of the employees to meet the current and future needs of the business through robust talent development initiatives ensuring several interventions for retaining our talent. The key focus has been to help the organization adapt to a “New way of working” by optimizing processes, reducing costs, consolidating and enhancing roles across levels and building internal capabilities. At VZI, we offer employees an environment that is safe, rewarding, and supportive. We endeavor to empower employees by providing an engaging workplace that enables them to realize their full potential.
Growing at Vedanta
Vedanta follows a multi-dimensional approach for leadership development & capability building to address its short, medium- and long-term plans. Inputs for organization-wide change initiatives are championed by the leadership and are identified from the long-term business strategies and business needs. In order to gauge the appropriate level of potential of the current talent pool, Vedanta has designed and deployed a comprehensive Talent Management framework in close partnership with the Senior Leadership Team (Executive Committee and CEOs). The talent management framework has resulted in building a talent focused organization that assures that capable incumbents are manning critical roles and ensure risk mitigation. To build the future capability, internal expertise is developed to handle future business requirements. Vedanta operates on 70:20:10 learning principle where 70% of the learning happens through tools like Action Learning Projects, cross-functional exposure, secondment, 20% through mentoring, reading engagement/desktop study and 10% through training.

Vedanta's Strong Points

WOMEN IN MINING
VZI is particularly focused on the inclusion and advancement of women in its workforce. The (albeit slowly) changing face of mining presents a growing number of opportunities for women. The company always seeks to hire a woman in a new or vacant position, and failure to find a suitable female candidate must be accompanied by a written explanation from the recruitment lead. We also look at internal promotions, prioritizing women with potential, often putting those women into deputy Exco positions and providing a strong support and mentoring network, which gives them the opportunity to grow into those positions. Currently, 15% of the BMC workforce are women, a number that is steadily growing. This is slightly above the South African industry average, which is currently at 12%. While this may seem a small percentage, its significance cannot be underestimated. In a region that is highly patriarchal and where employment prospects for women are limited, BMC offers significant hope and career advancement opportunities for women.
VEDANTA’S REWARD PHILOSOPHY
Vedanta has a uniform reward practices to enable seamless experience for an employee during internal business movements. Vedanta follows triple bottom line of ‘People, Planet and Prosperity’ to create a sustainable future in a “zero-harm, zero waste and zero discharge” environment for the communities. Any loss to life is linked to variation in incentives and bonuses. The annual bonus is the short-term incentive plan focusing on achievement of annual targets of the individual, financial as well as operational targets of every business and organization. The annual bonus scheme is a mother scheme in which the business targets and thresholds are adjusted to suit business requirements. The annual bonus is based against a balanced scorecard of financial, operational, sustainability and strategic metrics. Vedanta’s reward philosophy is mainly focused on 3 factors:
  1. Market Competitive Salary and Benefits
  2. Business Performance Linkage
  3. Best Benchmark in the industry

What are we looking for?

What are we looking for?

We aim to attract, develop and retain high-quality, talented individuals that can operate within a high-growth and entrepreneurial environment. Our recruitment philosophy is based on attracting the right person for the right job. Potential candidates must show:

  1. An eagerness to learn
  2. Specialist experience
  3. A passion for the mining industry and their respective field
  4. An affinity for our company culture and values