Dear Rod / Wally,

Re: Search for Operations Manager

Please find enclosed a proposal which highlights the strategy we would take to manage this important appointment and the commercials that we would work to.

About Us Harding & Drougas is built around what recruitment should be about – People. Our core beliefs are fundamental to our approach to market and we put the emphasis on providing high touch, quality service to our clients and candidates.

At Harding & Drougas you are welcomed by a company of trusted, experienced specialists who will know you and your business intimately and be able to ensure your name, be it your surname or your brand name are represented to the highest values without question or compromise.

The two Founding Directors are highly experienced search specialists with over 40 years’ experience between them in market and dedicate themselves to serving their close network of contacts better than anyone because they know what quality service is and spend their careers constantly perfecting this.

Our Understanding of the role Operations Manager With revenue exceeding $3 billion and being listed on the ASX, Boral are considered a major Heavy Industry player in the Australian market.

Proposal

PRESENTED TO:

Johanna Birgersson

Executive Manager – People, Safety & Culture

Tawake Rakai

EGM Infrastructure Asset Management

Search

Group Head of Pipeline Development

11th March 2026

2 CONFIDENTIAL

Dear Johanna & Tawake,

Re: Search for Group Head of Pipeline Development

Please find enclosed a proposal which highlights the strategy we would take to manage this important appointment and the commercials that we would work to.

About Us Harding & Drougas is built around what recruitment should be about – People. Our core beliefs are fundamental to our approach to market and we put the emphasis on providing high touch, quality service to our clients and candidates.

At Harding & Drougas you are welcomed by a company of trusted, experienced specialists who will know you and your business intimately and be able to ensure your name, be it your surname or your brand name are represented to the highest values without question or compromise.

The two Founding Directors are highly experienced search specialists with over 45 years’ experience between them in market and dedicate themselves to serving their close network of contacts better than anyone because they know what quality service is and spend their careers constantly perfecting this.

Harding & Drougas are different as you will only ever deal with 1 of the 2 founding Directors. That Director will 100% own every aspect of the Search and at no point will defer the back-end work to more junior team members.

Harding & Drougas’s placement success rate from initial Shortlist in 2024, was 94%. What this means is that it is unlikely AGIG would need to accommodate further time in the recruiting schedule due to the initial Shortlist being unsuccessful.

3 CONFIDENTIAL

Understanding of the role AGIG is at an important point in its evolution. While the business continues to benefit from the strength, stability and predictability of its regulated asset base, there is a clear strategic imperative to accelerate growth through non regulated opportunities that will strengthen future earnings and help offset the natural decline in returns from the regulated portfolio over time.

Against that backdrop, the Group Head of Pipeline Development role has been created as a critical strategic appointment within the business. Reporting directly to Tawake Rakai and sitting at a senior group level alongside other elevated leadership positions, this role is intended to strengthen AGIG’s ability to identify, assess, shape and progress complex pipeline development opportunities that support the broader growth agenda. It is a role that sits at the intersection of technical engineering capability, strategic growth, commercial judgement and executive influence.

From our understanding, this is not simply a replacement hire, nor is it a purely technical pipeline engineering position. Rather, it is a deliberate elevation of capability within the function. The existing team has strong technical depth and long-standing expertise, however there is a recognised need to reduce bottlenecks, create greater senior support across the pipeline development portfolio, and introduce additional leadership capacity that can help AGIG move with greater confidence and pace in pursuing growth opportunities.

The role will play a key part in helping AGIG expand its non-regulated footprint, particularly across opportunities connected to gas infrastructure, pipeline expansion, storage, connection assets and broader upstream and midstream development. These opportunities are often more complex, less predictable and carry a different risk profile to AGIG’s traditional regulated business. As such, this individual will need to help the business navigate technical, commercial and strategic considerations in a way that gives confidence to ELT, supports investment decisions and ultimately helps convert opportunity into commercially viable projects.

A central part of the remit will be partnering closely with the New Business Development function and broader leadership team to provide the technical and strategic support required to move projects through the early stage development lifecycle. In that sense, this is a highly influential role that will underpin AGIG’s ability to secure financial investment approval for future growth projects.

Importantly, the successful candidate will need to bring a balance of hands-on technical credibility and broader leadership maturity. AGIG requires someone with genuine pipeline engineering depth who can operate confidently in a technically demanding environment, while also bringing the strategic lens, commercial acumen and communication capability to operate effectively at a senior leadership level. This person must be able to work across technical teams, support commercial stakeholders, contribute to executive level conversations, and help shape the long-term direction of the function.

It is also clear that this role carries a succession and capability building element. Beyond immediate project support, AGIG is seeking to future proof an important part of the business by introducing a senior leader with runway, executive potential and the capacity to grow over time. The appointment will therefore not only strengthen current delivery and development capability but also help build longer term bench strength within a function that is central to AGIG’s future.

From a market perspective, we understand the most relevant talent is likely to come from pipeline, gas transmission, upstream and midstream infrastructure environments, whether from operators, owners or selected engineering consulting groups. While direct pipeline development experience will be highly valued, the broader objective will be to identify leaders who can combine technical excellence with strategic growth capability, and who are equipped to operate in a lean, high impact environment where influence, judgement and delivery matter.

Ultimately, success in this role will be defined by the individual’s ability to help AGIG progress and land meaningful growth projects, strengthen confidence in the pipeline development function, support more effective internal decision making, and build the technical and strategic capability needed to support the next phase of the organisation’s growth.

The role is based in Perth. Remuneration is expected to be circa $350,000 inclusive of superannuation, plus up to 30 per cent STI. There will also be a relocation budget for this should it be needed.

4 CONFIDENTIAL

Search Strategy Based on the information you conveyed to us, we recommend that a detailed Regional Search is the best methodology to recruit a Group Head of Pipeline Development.

Search, be it local, national, regional or international is a comprehensive, end-to-end process of targeted advertising, networking with current contacts, market mapping and headhunting. The advertising captures “passive” or newly active candidates whereas the headhunting/networking draws on our history in this strategy. By combining candidates from these two potential arenas, we are confident we will be able to compile a very strong short list that matches your needs exactly.

The Selection methodology will include the following steps:

» Advertising and Collating Response – We will handle the strategic placement of an appropriately worded and targeted digital advertising campaign for all positions not of a confidential nature. This can be ‘co-branded’ with your business brand to assist in candidate attraction and employer branding or ‘blind branded’ if the preference is anonymity. We then take response from all media and ensure all interested and qualified candidates are screened post application.

» Networking and Intuitive Technology – We will focus on our current networks in this and related

industries and on our CRM of strong candidates. Harding & Drougas have invested as early adopters in a new-to-market CRM that enables us to more accurately identify potential candidates and incorporates intuitive technology.

» Market Mapping Headhunting – Search is where we expect to get a large portion of candidates

and this part of the process is the most resource intensive. We will utilise our current networks as well as an extensive market mapping process to ensure we are across all the relevant competitors, aligned companies and key players within those companies. Our 40 years’ experience enable us to approach, assess, critique, attract and align a strong long and short list which we can discuss with you at key milestones throughout.

» Long List and Short List – Our extensive selection process will lead us to a ‘long list’ of candidates

from which we will then select a ‘short list’. This process can be done in consultation with yourself depending on your availability or alternatively a finalised short list can be delivered.

» Arrange Client Interviews and Debriefs – We will arrange the interviews between you and the

selected candidates at your convenience and follow up each candidate after the interview for a debrief. We will spend considerable time assessing the candidates’ interest, alignment and commitment to the process and to your company to ensure the following stages run smoothly.

» Psychological Assessment – Psychological, aptitude and personality assessments can be

organized for an additional fee. Prior to having any of the shortlisted candidates tested, we liaise with our organisational psychologists regarding any areas of concern. The information gleaned is used to formulate more accurate decisions regarding candidate, job and organisational fit.

» Reference Checking and the Offer – Appropriate reference checking will be undertaken early in

the recruitment process providing you with further intel. on selected candidates. We will also undertake the negotiation of an offer to the successful candidate, including resignation advice.

» Follow-Up – Follow-up calls with both client and candidate at the one, two, three- and six-month

marks. This is critical as any concerns can be raised and addressed before becoming an issue.

5 CONFIDENTIAL

The Harding & Drougas Team This Group Head of Pipeline Development assignment would be led by Ben Drougas; Director

Ben Drougas Director Harding & Drougas t +61 439 968 031 ben@hardingdrougas.com.au

Ben has been in recruitment since 2003 specialising in Leadership and Executive appointments across a wide variety of industries.

Ben has dealt with a large number of companies across most industries in Australia and has built strong, long-lasting relationships with senior leaders across these businesses.

Ben prides himself on his consultative style and ability to understand the exact requirements of his clients which enables him to provide a superb solution to their needs. He has an extremely strong network of candidates and contacts enabling him to successfully find the right person, every time!

After spending his career in large corporations (most recently Talent2) and in order to continue to offer the highest possible level of service, in 2017 Ben has co-founded a boutique search firm, Harding & Drougas long term friend and business partner Adam Harding. Their moto of “Do Good by Good People” is at the centre of everything they do, and enables their brand to be one of the most recognised in the Australian business landscape.

Adam Harding Director Harding & Drougas t +61 421 590 240 adam@hardingdrougas.com.au

Adam has been in Recruitment since 1997, working in London Brisbane, Melbourne and Sydney. During his expansive career, Adam has worked within several industry sectors including Finance, Technology, Retail, FMCG, Consumer, Not For Profit and Industrial Services / Manufacturing. One of Adams most notable employers was Talent2 where he was employed in various positions, his final one being General Manager NSW. Adam left Talent2 in 2017 after the business was sold.

Adam co-founded Harding & Drougas in 2017 with long term friend and colleague; Ben Drougas. They had the vision to build a business that focussed on more than recruitment transactions, instead putting value on long term relationships and simply doing good by good people. It was from this vision that Harding & Drougas was launched.

Adam specialises in senior leadership and executive level placements across Supply Chain, Operations and Technology. Adam prides himself on the quality of relationships he has built with a large number of Australia’s Executives, providing coaching and guidance alongside Search support.

6 CONFIDENTIAL

Fee Structures The approximate budget for the Group Head of Pipeline Development will be $350,000 inc Super. For fee calculation purposes we estimate first year compensation which includes base salary, superannuation, sign on bonuses and vehicle or vehicle allowance. The fee will be 20% of the fixed package offered and will be invoiced as follows:

 Retainer (one third of estimated fee): $23,333

 Shortlist (one third of estimated fee): $23,333

 Final Fee due upon successful completion of the assignment with a signed contract of employment. This fee will be adjusted to align to actual salary package offered.

All prices are quoted exclusive of GST and the agreed trading terms are 14 days from date of invoice

Timing of Assignment It is expected that this assignment will take up to 4 weeks to Shortlist

Guarantee For this position Harding & Drougas will offer a 6-month guarantee.

Approval to Proceed The total approximate fee for the recruitment of the Group Head of Pipeline Development is $70,000 + GST

Please sign below to approve these Terms of Engagement and agree to the terms and conditions of Harding & Drougas (attached at the bottom of this document):

Client Name / Position:

Signature:

Date:

All other terms are in line with the Harding & Drougas terms of business signed by Johanna Birgersson on 28th January 2026.

Johanna Birgersson

12-Mar-2026

Position Description

Job Title: General Manager Sales

Department: Sales

Division: McDonald Jones

Reporting to: CEO

Direct Reports: Regional Sales Managers, Interior Design Manager, Display

Home Manager, Executive Assistant, Sales Trainer

Indirect Reports: Sales Consultants, Sales Associates, Tender Plan Presenters

Primary Objective

Establishing and controlling the sales strategy to achieve revenue and expense targets. In addition to strategy, you

will be leading and controlling the Sales team activities on a state-wide scope, ensuring sales targets are met while

overseeing all sales processes and procedures to ensure outputs are achieved.

MJHG-HR-P00431 VERSION 1 Page 2 of 4

Our Values

Specific Accountabilities

• Negotiating major deals and maintaining key customer contacts at senior levels.

• Working with other relevant managers to develop MJH NSW Group sales strategy.

• Monitoring sales and expense performance, and initiating corrective action where necessary.

• Developing budget, and regularly reporting actual performance to budget, with variance analyses and revised

projections.

• Coordinating the gathering of market intelligence covering competitors' products and sales strategies.

• Monitoring and reporting on the performance of dealers and distribution channels.

• Recruiting, training and motivating sales staff.

• Responsible for ongoing efficient operation of sales lifecycle, from initial customer enquiry through to purchase of new

• home.

• Identify sales opportunities and ensure these are actioned accordingly.

• Ensure state sales KPI’s are met every month/quarter.

• Produce sales reports, analysing sales trends and forecasting future sales growth.

• Ensure organisations sales processes are correctly followed.

• Build and maintain relationships with land developers to ensure sales opportunities are realised.

• Monitor sales performance of sales consultants on a state level.

• Ensure client facing sales staff are maintaining organisational service standards.

The General Manager Sales is also required to undertake any other duties, projects or tasks as directed by the manager

which are within the employee’s skills and competency level. It is expected that the General Manager Sales will model and

align behaviours to the company values, comply with NEX Building Group’s policies and procedures, and actively

participate in training and development.

MJHG-HR-P00431 VERSION 1 Page 3 of 4

Quality

• Deliver quality work in accordance with Company polices, processes, procedures and guidelines.

• Maintain high standards in the work you produce despite pressing deadlines.

Workplace Health & Safety

• Uphold safe working practices and behaviors at all times ensuring the use of safety equipment and personal protective

equipment (PPE) in accordance with Company Policies and relevant legislation.

• Take appropriate care of yourself and others in the working environment.

• Bring to the attention of your Manager or the WHS Manager any hazards, incidents or potential incents that you

observe.

Accountability

• Ensure you deliver on the requirements set out within this Position Description and deliver on your promises.

• Freely admit when you have made a mistake and do not blame others, take the feedback on board and learn from your

mistakes.

Professional Knowledge

• Maintain up to date knowledge relative to your position by attending meetings, courses and training sessions as

required by the Company.

• Maintain a sound knowledge of Company polices, processes, procedures and guidelines relative to your position.

• Maintain an understanding of relevant legislation, codes of practice and standards relevant to your position.

Leadership

• Behaves in a fair and ethical manner and leads by example to promote an inclusive, positive and innovative work

environment.

• In accordance with Company policy and guidelines resolve employee grievances ensuring that everyone is treated in a

fair and equitable manner.

• Develop creative solutions to problems by suggesting innovative ways to address opportunities and threats within the

team.

• Instills confidence and earns respect of all team members.

MJHG-HR-P00431 VERSION 1 Page 4 of 4

Experience Required

Essential:

• Tertiary qualifications in Business/Sales/Marketing discipline.

• At least 7 years’ experience leading high-performance Sales Team ideally within Building/Construction.

• Strong communication skills.

• Advanced relationship building skills.

Desired: [include]

Acknowledgement & Acceptance

I have read and understood this Position Description and understand that I am accountable and must be committed to

meet all the requirements of this position. I understand that my roles and responsibilities are based on the operational

requirements of the Company and I may be directed to perform tasks and projects as reasonably directed by my Manager

at any time.

Employee Name Employee Signature Date

JOB OVERVIEW

INTERNAL JOB TITLE Engineering Manager

DATE DRAFTED October 2025 GLOBAL GRADE 14

JOB LOCATION (Country) Australia JOB LOCATION

(City / Remote) Perth, Office and Laboratory

GENERAL DESCRIPTION

As the Engineering Manager at Draslovka Mining and Process Solutions, you will lead the scale-up and deployment of our innovative gold leaching technologies, including the proprietary Glycine Leaching Technology (GLT). This role is responsible for translating laboratory and pilot-scale results into full-scale, commercially viable solutions, while collaborating with cross-functional teams and external partners. You will play a critical role in project execution, from process design and vendor coordination to commissioning and compliance, ensuring technical excellence, operational readiness, and alignment with environmental and safety standards. Based in Perth, this position offers the opportunity to drive the global commercialization of disruptive, sustainable technologies in the mining sector.

LEGAL ENTITY Mining and Process Solutions Pty Ltd REPORTS TO: NAME

Shona Faber

SUBDIVISION Mining and Process Solutions REPORTS TO: TITLE

Operations Manager

POSITION DETAILS

FULL-TIME ☒ PART-TIME ☐

1 FTE

CONTRACTOR ☐ INTERN ☐

EXEMPT ☐ NONEXEMPT ☐

EDUCATION REQUIREMENTS

Bachelor’s or Master’s degree in Process Engineering

KNOWLEDGE REQUIREMENTS

Demonstrated expertise in scaling up at least two gold processing technologies such as HL-ADR/CIC, CIL/CIP, flotation-to-CIL, SART, or BIOX/POX/roasting, with a strong foundation in comminution, flotation, and carbon management—including activity testing, attrition control, AARL/Zadra stripping, EW, and reactivation kilns. Proven leadership in commissioning and facilitation of HAZOP and LOPA processes complements a deep technical understanding of SAG/ball/UFG milling, JK/SMC parameters, and reagent schemes.

PREFERRED WORK EXPERIENCE

15+ years in gold processing/metallurgy, including site-based roles and project delivery.

JOB DESCRIPTION

OTHER qualifications, certifications, professional

memberships, etc. NA

PERSONAL QUALITIES Excellent stakeholder engagement and communication skills

KEY ACCOUNTABILITIES

Lead the scale-up of gold leaching technologies by transforming lab results into pilot programs and designing efficient process flows for different ore types.

Manage relationships with laboratories, engineering firms, and equipment suppliers to ensure high-quality testing, design, and project execution.

Oversee the development of engineering documents such as process diagrams, equipment lists, and commissioning plans, ensuring all safety and environmental standards are met.

Direct commissioning and ramp-up activities on-site, including system checks, process tuning, and performance tracking

Ensure all designs and operations comply with environmental and safety regulations, including responsible tailings and water management.

Act as the key link between technical teams, project partners, and client stakeholders, clearly communicating risks, progress, and commercial impacts.

BEHAVIORAL COMPETENCIES

BEHAVIORAL COMPETENCY 1

Strategic Thinking: Demonstrates the ability to see the big picture, integrating technical, operational, and commercial considerations to develop scalable and sustainable engineering solutions aligned with business goals.

BEHAVIORAL COMPETENCY 2

Collaborative Leadership: Builds strong cross-functional relationships, effectively aligning internal teams and external partners (e.g., EPCMs, OEMs, labs) to drive project success and ensure accountability across all stakeholders.

BEHAVIORAL COMPETENCY 3

Results Orientation: Maintains a strong focus on delivering high-impact outcomes, proactively overcoming obstacles, and ensuring timely execution of engineering deliverables, commissioning, and ramp-up milestones.

BEHAVIORAL COMPETENCY 4

Analytical Decision-Making: Leverages data and technical insights to make informed decisions, translating complex pilot and operational data into actionable strategies and clear recommendations for stakeholders.

BEHAVIORAL COMPETENCY 5

Adaptability and Resilience: Thrives in dynamic, fast-paced environments, adapting to evolving project demands and technological challenges while maintaining composure and driving continuous improvement.

TECHNICAL COMPETENCIES

TECHNICAL COMPETENCY 1

Process Engineering & Flowsheet Design: Expertise in designing and optimizing metallurgical flowsheets, including integration of unit operations such as CIL/CIP, flotation, SART, and pre-treatment processes (e.g., BIOX, POX, roasting), with a strong understanding of scale-up from laboratory to pilot and full-scale operations.

TECHNICAL COMPETENCY 2

Metallurgical Expertise: n-depth knowledge of gold leaching technologies, including cyanide and alternative lixiviants (e.g., glycine, thiosulfate), with the ability to model and optimize leach kinetics, reagent speciation, and recovery circuits.

TECHNICAL COMPETENCY 3

Comminution and Flotation Circuit Design: Proficient in designing and optimizing comminution (SAG, ball, UFG) and flotation circuits, with a solid grasp of JK/SMC parameters, P80 targets, and reagent selection for effective mineral liberation and recovery.

TECHNICAL COMPETENCY 4

Commissioning & Operational Readiness: Proven capability in leading commissioning activities, including development of pre-start and ramp-up plans, tuning of process parameters, and ensuring safe, efficient handover to operations.

TECHNICAL COMPETENCY 5

Process Safety & Regulatory Compliance: Strong command of process safety methodologies (HAZOP, LOPA, MOC) and regulatory frameworks, including the ICMI Cyanide Code and GISTM/ICMM tailings standards, ensuring designs meet environmental and safety compliance from concept to operation.

LEADERSHIP COMPETENCIES

LEADERSHIP COMPETENCY 1

Visionary Leadership: Inspires and aligns teams around a clear technical and strategic vision, driving innovation and fostering a culture of continuous improvement in the development and deployment of cutting-edge metallurgical technologies.

LEADERSHIP COMPETENCY 2

Stakeholder Influence & Communication: Effectively engages with diverse stakeholders, including R&D, and client leadership, translating complex technical concepts into clear, actionable insights that support decision-making and project alignment.

LEADERSHIP COMPETENCY 3

Team Empowerment & Development: Builds high-performing, cross-functional teams by mentoring talent, promoting collaboration, and creating an environment that encourages accountability, learning, and professional growth.

ADDITIONAL JOB DIMENSIONS

ASSOCIATED RISKS OF THE JOB

Working with hazardous chemicals like cyanide and other reagents

BUSINESS ACCOUNTABILITY

To lead the successful delivery and commercial deployment of Draslovka’s leaching technologies, ensuring technical excellence, regulatory compliance, and alignment with business goals.

FINANCIAL ACCOUNTABILITY

To ensure the cost-effective delivery of engineering solutions by managing project budgets, optimizing capital and operating expenditures, and supporting the development of commercially viable proposals that align with financial targets.

TYPICAL NUMBER OF DIRECT REPORTS

None

TYPICAL NUMBER OF INDIRECT REPORTS

Metallurgists, Development Metallurgists, Laboratory Technicians

INTERNAL RELATIONSHIPS

Metallurgy Manager, Customer Facing Team, Operations Team, Laboratory Supervisor

EXTERNAL RELATIONSHIPS

Suppliers, External Laboratories,

Job Description Preparation

REVIEWED BY: NAME & TITLE

Shona Faber Operations Manager

APPROVED BY: NAME & TITLE

Desiré Truter HR Business Partner

ADDITIONAL COMMENTS