Regional General Manager

Regional General Manager Eazi Access Johannesburg, South Africa R 150 000 - R 200 000 /year Until 2026/08/11 Job description Role Purpose The Regional General Manager leads and owns end-to-end performance of a regional business unit — commercial, operational, financial, people, and safety. The role translates Group strategy into a regional operating plan and delivers it through a network of branches, a regional sales and operations team, and shared-service partners. This is a general-management role, not a functional one: the successful incumbent thinks like an owner, balances short-term delivery against long-term asset and customer value, and builds institutional capability beyond their own tenure. Organisational Positioning Key Interfaces: Chief Operating Officer (line manager); CEO, CFO, CHRO, CIO (functional partners); fellow General and Group Managers (peers); Regional leadership team; Branch workforce; Key and strategic account customers at executive level; OEMs and supplier partners; Industry bodies and regulators (DMRE, DoEL). Key Responsibilities Translate Group strategy into a regional operating plan with clear targets, initiatives, and owners; contribute regional market intelligence into Group strategy formulation. Own the regional P&L — revenue, gross margin, EBITDA, ROIC — and deliver monthly forecasts the Group can rely on, with precise variance explanation and corrective action. Drive commercial performance: own the regional sales pipeline, pricing execution, CRM discipline, and personal accountability for retention of top accounts. Ensure operational excellence: on-time-in-full deliveries and collections, fleet availability, service response, workshop productivity, and sustained ISO 9001 accreditation. Discharge OHS Act s.16(2) accountability for the region; build a culture of stop-work authority, near-miss reporting, and timely close-out of SHEQ audit findings. Build and lead the regional leadership team; develop a succession pipeline for every critical role; actively grow internal talent and embed Group values. Manage capex proposals and working capital (debtors, stock, WIP) within Group policy; drive debtor collections to target DSO. Ensure regional delivery on Employment Equity, B-BBEE, and all applicable legal and policy compliance obligations. Functional Competencies Commercial and financial acumen: fluent P&L and balance sheet reading; makes disciplined trade-offs between growth and return; diagnoses variance from first principles. Operational grip: understands how branches and workshops actually run; uses data and site visits — not only dashboards — to know what is going on. Leadership at scale: builds teams that perform without constant intervention; develops successors; gives hard feedback well; navigates union, customer, and peer relationships with the same steady register.

Formation / Diplômes

Judgement under pressure: good decisions with incomplete information; prioritises safety and integrity without hesitation; holds Group policy even when commercially inconvenient. Executive presence and candour hold the room with customers and ExCo alike; tells the truth early; shifts on the strength of a better argument, not volume or rank. Bias to action with discipline moves fast where speed compounds; slows down where reversibility matters; runs the region in person, not from behind a desk. Resilience and creativity absorb setbacks without losing the plot; finds white-space growth and commercial constructs competitors are not running.

Financial management systems and P&L analytics (ERP — SAP, Microsoft Dynamics, or equivalent) [Required] CRM system fluency (Dynamics 365 or equivalent) for pipeline oversight and commercial governance [Required] Microsoft Office Suite at advanced level (Excel modelling, PowerPoint for ExCo reporting) [Required] Deep working knowledge of MEWP / capital-equipment rental commercial models (utilisation, rate yield, residual value, life-cycle economics) [Required]

Fluency with OHS Act requirements, ISO 9001 frameworks, and B-BBEE / EE scorecard mechanics [Required] Valid Code B driver’s licence [Required] OHS Act s.16(2) designation (formalised on appointment) [Required] Key Performance Indicators (KPIs) Revenue to budget (%) and YoY regional revenue growth (%); fleet utilisation (%). EBITDA margin (%), ROIC (%), DSO (days), and capex yield versus Group target. On-Time-In-Full (OTIF) (%), fleet availability (%), Mean Time To Repair (MTTR) (hours), ISO 9001 audit outcomes. LTIFR and TRIR trend; s.16(2) registers current; SHEQ audit findings closed within cycle time. NPS / CSI trending up; SLA adherence (%); complaint resolution cycle time; strategic account plan execution status. Employee engagement score; voluntary attrition (%); succession cover ratio; internal promotion rat

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