Job Vacancies at BURN

About the role

• BURN is seeking a Procurement Admin Intern to support the Procurement and Logistics team with administrative and records management tasks. The intern will assist in organizing, reviewing, and updating procurement documentation to ensure records are complete, accurate, and centrally stored for easy access and future review.

Duties and Responsibilities

• Work on organising and cleaning up the records that is kept by the procurement and Logistics team
• Re-review the existing records, ensuring all the documents are available and up to date
• Working with relevant team members, update the records where an update is required and submit for approvals
• Organise all the reviewed information at a centralised location for re-reviews on an agreed cadence.

Skills and Experience

• Diploma level education.
• Be able to work with a laptop and with MS Suite software.
• Be able to communicate clearly and effectively (E) Working knowledge of an ERP system.
• Being able to organize and provide filtered information to stakeholders.

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About the role
Own and drive BURN’s employee experience agenda—turning employee feedback into measurable improvements in engagement, onboarding, recognition, wellbeing, and culture. Ensure EX initiatives are not “events”, but a consistent operating rhythm that improves retention, performance, and trust.

Duties and Responsibilities
Listening & insights (EX diagnostics)

• Run the annual Employee Satisfaction Survey (ESS) and quarterly/monthly pulse surveys (design, comms, rollout, analysis, reporting).
• Lead focus groups/listening sessions and translate themes into root causes and actions.
• Build and maintain a simple EX insights dashboard (engagement, onboarding, recognition, key themes, action closure).

Action planning & governance

• Facilitate post-survey action planning with leaders (priorities, owners, timelines, success measures).
• Track delivery via an “EX Action Log” and drive closure discipline (with evidence of completion).
• Identify hotspots/risks (attrition signals, morale drops) and propose interventions to CTHO/ELT.

Culture & recognition systems

• Own recognition strategy: Employee of the Month, values awards, peer-to-peer recognition, service awards.
• Ensure fairness, transparency, and consistency of recognition across sites and departments.
• Build and manage a culture champions network (site/department reps) to amplify initiatives and feedback loops.

Training programme planning & prioritisation: 

• Partner with CTHO to plan annual training priorities (onboarding effectiveness, leadership behaviours, culture, wellbeing), aligning training activities to engagement and retention goals.

Training impact & continuous improvement: 

• Review training feedback and participation trends, identify gaps or improvement areas, and recommend enhancements to training approaches, formats, and rollout strategies across locations.

Onboarding & buddy programme

• Design and continuously improve onboarding (pre-boarding → Day 1 → 30/60/90-day check-ins).
• Own the buddy programme and hiring manager onboarding toolkit; ensure compliance and quality.

Wellbeing & psychosocial safety

• Manage counselling/EAP provider (if applicable): SLA, utilisation trends, access and awareness, confidentiality messaging.
• Coordinate well-being calendar and critical incident support protocol (in partnership with HR/HSSE).

Engagement moments & events (strategic oversight)

• Own annual EX calendar and budget; oversee delivery of: Annual Gala Dinner, Sports Day, team building rhythm, recognition moments.
• Set event standards, ROI measures and post-event improvement actions.

Internal communications & change support

• Partner with People/Comms to deliver clear employee communications (EX newsletter, FAQs, policy awareness campaigns, change comms support).

Key deliverables

• Annual EX calendar (with owners, budgets, success metrics)
• ESS + pulse survey reports (exec summary + site/function insights)
• EX action log with ≥ agreed closure rate
• Recognition framework and quarterly recognition reports
• Onboarding programme with measurable onboarding NPS and 30/60/90-day check-in completion

Skills and Experience

• 6–10+ years in Employee Experience, HR, OD, engagement, internal comms, or culture roles (multi-site/manufacturing is a plus).
• Demonstrated experience running surveys, focus groups, and action planning with leaders.
• Strong data storytelling (Excel/Sheets; dashboarding is a plus).
• Vendor and budget management experience.
• High trust and discretion (confidentiality is non-negotiable)
• Influence without authority; facilitation and stakeholder management
• Structured programme management; strong follow-through
• Clear, human communication—especially during change