HGV Driver- Tipper Camper

Hours: 40-50 hours per week with overtime options available

Rate of Pay: £14.46 per hour

Overtime Rate of Pay: £21.69 per hour

For this role you MUST be willing to camp out 4 nights per week

Who Are We?

The NWH Group is one of the UK’s leading recycling and waste management businesses with a mission to change our industry for the benefit of the planet. As a progressive, second-generation family business, we provide waste management services to the industrial, commercial, and construction industries. Our team of over 350 employees operates across ten sites in Scotland and North East England.

What Will You Be Doing?

As a Class 2 HGV TipperDriver , you will play a key role in our operations by:

Operating tipper vehicles to transport materials to and from customer sites

Carrying out deliveries and collections safely and efficiently

Completing daily vehicle checks and reporting any defects promptly

Keeping accurate records of vehicle use and completed jobs

Following all health & safety procedures and road safety regulations

Providing excellent customer service at each collection/delivery point

What Are We Looking For?

A full, valid Class 2 (Category C) HGV licence.

No more than 6 points on yourlicence

Valid CPC and Digital Tacho Card.

A great attitude and commitment to performing the job to the highest standard.

Previous waste/recycling driving experience is preferred, but not essential -we provide comprehensive training.

What’s In It For You?

Weekly pay with a competitive salary.

Ongoing training and opportunities for career progression.

Uniform and PPE provided.

Employee Benefit Scheme

Be part of a company committed to sustainability, safety, and employee support.

Come as You Are

The NWH Group is an equal opportunities employer. We value people as individuals with diverse opinions, cultures, lifestyles, and circumstances. All employees are covered by this policy, and it applies to all areas of employment including recruitment, selection, training,deployment, career development, and promotion. These areas are monitored, and policies and practices are amended if necessary to ensure that no unfair or unlawful discrimination, intentional, unintentional, direct or indirect, overt or latent exists.

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