Sandvik Business Area Mining, within the Sandvik Group, is a global leading supplier of equipment and tools, parts, services, and technical solutions for the mining and construction industries. The Sandvik Group has approximately 41,000 employees and operate in more than 170 countries.
Our commitment to sustainability is unwavering, and we conduct business responsibly and ethically. Our core values prioritize safety above all else, and we always operate with consideration for the environment and the communities in which we work. Our commitment to integrity and building relationships based on honesty, respect, and trust is paramount.
At Sandvik, we recognize that we are strengthened by our diversity. We are committed to providing a work environment in which everyone is included, treated fairly and with respect. We are an Equal Opportunity Employer, and we encourage applications from women and people of all backgrounds.
We are seeking a Technical Competence Development Specialist for the Simandou project who will be responsible for leading the strategic planning, development, and implementation of competencybased training and development initiatives across the Sales Area or designated sites. This role ensures that both theoretical knowledge and practical skills required for operational excellence are effectively developed, measured, and sustained through structured learning paths, coaching, and continuous improvement.
Key Responsibilities Include
Identify knowledge (theoretical) and skills (practical/application) gaps across the workforce.
Develop and maintain competency frameworks aligned with business needs and workforce requirements.
Create and maintain a training and coaching schedule to address identified gaps.
Schedule required knowledgebased training for employees at the respective sites.
Conduct, train, and assess technical skills coaching activities on site.
Implement and sustain a continuous coaching philosophy, ensuring consistent application of the process.
Ensure the quality and accuracy of all coaching and competencerelated records.
Update and communicate regular progress reports, including the competence matrix and coaching activity database.
Collaborate with site management to set technical skill level targets for the respective location.
Transfer all activities and knowledge to the local counterpart through effective shadowing.
Evaluate training effectiveness and continuously enhance development programs based on feedback, performance data, and observed outcomes.
Qualifications and Competencies