Electrical Technician at Diageo Plc

About The Job
Context/Scope:

• GGBL operates from two sites in four drinks categories: Stout, Lager, RTD and Malt as well as the distribution of Spirits. 
• The business is the largest of the brewing businesses in Ghana holding circa 75% market share.
• Growth in the Ghana economy is expected to continue at mid to high single digit in a competitive environment.
• Consumers and customers in this region expect products of the highest quality. There is also growing middle classes who are likely to experiment with new products.
• GGBL is undertaking significant change process, principally in the areas of accountability, quality maintenance practices, supply planning, cost reduction and efficiency. 
• In line with its objectives GGBL will develop its people and build an environment that attracts and retains the best people.
• As the Supply function we will produce quality products in a safe environment at driven costs, on time and in full of no errors.

Role Purpose:

• The Electrical/Automation Technician is ideally an individual with strong electrical and analytical engineering experience.
• He is responsible for maintaining plant and machinery on shift to carry out electrical activities in order to meet the growing volume and quality demands in a reliable and efficient manner. 
• He participates in continuous improvement initiatives such as PIPs in the department. He should own the planning and execution of his training and development

Accountabilities:

• At all times adhere to Diageo health and safety, environmental and food safety standards, and work to all applicable legislative procedures. Responsible for Safe Systems of work.
• Maintain a safe and organised workplace environment through adherence to the Safety and 5S MMS practices
• Provide Asset Care Technician resource (electrical and mechanical) to the Operations team
• Accountable to ensure all assigned Planned Preventative Maintenance (PPM) schedules are carried out at the defined frequency and completed to the required standard.
• Coach operators to perform autonomous maintenance tasks, machine set ups optimisation and support growth in equipment capability as required.
• Support capital work, including installation, commissioning and testing within area as required. Responsible for feeding into early equipment management.
• Make full use of SAP - SAP reporting & recording completion.
• Review RCM activity on a weekly basis
• Understands and uses MMS principles tools and techniques, contributing positively to MMS ITFs
• Manage personal data in Workday e.g. P4G and personal details (specific responsibilities to be clarified)
• Attend and contribute to SIC process. Complete short interval control documentation on activities.
• Raise 5 why’s as defined by agreed trigger points.
• Work with Operators and team leaders to play a proactive role in situational problem solving on shift.
• Fixing problems and finding solutions via RCPS
• Participate in line improvement projects, a skills & experience allow
• Engage in start of shift meetings and performance-based team meetings to raise and address persistent performance issues.
• Participates in weekly asset care review meetings
• Anticipate issues and be more proactive in approach
• Support TLS & Operators to build asset care and RCPS capability
• Attend all Tier 1 meetings, contribute to the agenda and complete actions as required

Qualifications And Experience Required:

• BSC/HND in appropriate Engineering subject area with proven experience/competence in Operations, Maintenance, Process Control and Performance Measurement in a brewery or drinks or food manufacturing environment.
• Demonstrate detailed understanding of Permit to Work system and GGBL HSE policies, statutory requirements and responsibilities.
• Demonstrate understanding of teamwork principles, continuous improvement, preventative maintenance and problem solving.

Barriers to Success in Role:

• Lack of personal flexibility to function in a tightly overseen manufacturing environment with volatile production and sales demand.
• Poor inclination to pursue training and development on an individual and team basis or to share and apply new skills acquired.
• Inability to connect and build positive relationships.
• Lack of understanding of the commercial and Demand agenda within the business.