Latest Jobs at Xpedient Expatriate Services

Summary: 

• We are seeking a highly motivated and experienced Facilities Supervisor to join our team at Hospitality Company. The successful candidate will be responsible for managing and coordinating the operations of our facilities and maintenance unit.

Responsibilities: 

• As the Facilities Supervisor, the incumbent will be entrusted with the responsibility of supervising all maintenance functions. Their purview will encompass the management of a team comprising plumbing and electrical technicians, carpenters, gardeners, gardeners, grounds persons as well as ad hoc external contractors, ensuring the unwavering adherence to the highest safety and quality standards. Through their diligent efforts, they will contribute directly to cultivating a memorable guest experience and upholding the farm's reputation as a beacon of excellence.
• Manage and lead a team of electricians, plumbers, and grounds staff
• Develop and implement a comprehensive and sustainable daily, weekly, and monthly maintenance routine
• Oversee capital infrastructure development and rehabilitation projects
• Ensure the smooth and efficient operation of all facilities, including buildings, equipment, and grounds • Implement and maintain safety and environmental standards
• Manage vendor relationships and procure materials and services
• Prepare and manage budgets for facilities maintenance
• Comply with all applicable regulations and codes

Qualifications: 

• HND/ Undergraduate degree in a relevant field, such as Facility Management or Engineering.
• Minimum of 5 years of experience in a maintenance or facilities management role including last 2 in supervisory role
• Strong knowledge of electrical, plumbing, and construction is an added advantage
• Excellent communication, interpersonal, and problem-solving skills
• Proven ability to work independently and manage multiple teams, delegate responsibilities, and motivate employees
• Familiar with sustainable and energy-efficient practices

Other Responsibilities: 

• Oversee hiring, training, and performance evaluations for maintenance teams.
• Prepare and manage staff schedules to ensure full coverage and optimise efficiency.
• Collaborate with the purchasing department to source and procure necessary equipment and standardised supplies.
• Develop and maintain relationships with external contractors and vendors to ensure timely and cost-effective maintenance services without compromising on quality.
• Stay updated on new technologies and industry trends to improve maintenance operations continuously.
• Maintain accurate records and prepare reports on farm maintenance operations and financial performance.
• Identify and implement improvements to enhance efficiency, reduce costs, and improve overall operations.

Physical Requirements 

• Tasks are performed both indoors and outdoors, with varying temperatures depending on the location
• Occasionally required to climb, balance, stoop, kneel, crouch, or crawl
• Frequently required to lift and move heavy objects
• Vision requirements include close vision, distance vision, peripheral vision, and the ability to adjust focus

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About the Role:

• Our multinational client is seeking an exceptional and strategic Head of Human Resources to lead and manage the organization’s global HR operations. The ideal candidate will possess extensive HR leadership experience, with a strong background in the power or energy sector, and a proven track record of driving HR transformation, talent management, and organizational development across diverse and complex business environments.
• This role demands a dynamic leader who can align HR strategies with the company’s business objectives, foster a high-performance culture, and manage cross-border HR operations effectively. The Head of HR will play a critical role in shaping the organization’s workforce strategy, supporting leadership development, and ensuring compliance with international labor laws and best practices.

Key Responsibilities:

Strategic Leadership & HR Planning:

• Develop and execute the global HR strategy aligned with the company’s business goals, focusing on talent acquisition, employee engagement, diversity & inclusion, leadership development, and succession planning.
• Partner with the executive leadership team to influence and support business strategies through people-centric solutions.
• Drive cultural transformation initiatives to foster a strong, inclusive, and performance-driven organizational culture.
• Lead HR due diligence and integration processes during mergers, acquisitions, and business expansions.

Talent Acquisition & Workforce Planning:

• Oversee the end-to-end recruitment process, ensuring the organization attracts and retains top-tier talent globally, with a focus on technical expertise relevant to the power/energy industry.
• Implement workforce planning strategies to identify current and future talent needs, address skill gaps, and support business growth initiatives.
• Develop employer branding strategies to position the company as an employer of choice in key markets.

Employee Relations & Compliance:

• Establish robust employee relations frameworks to manage grievances, resolve conflicts, and maintain a harmonious work environment.
• Ensure compliance with international labor laws, health and safety regulations, and ethical employment practices across all operating regions.
• Manage risk related to employee relations, legal disputes, and regulatory audits.

Learning & Development:

• Design and implement comprehensive learning and development programs to build leadership capability, technical expertise, and soft skills across the organization.
• Promote continuous learning and professional development opportunities, tailored to the evolving needs of the business and the energy sector.
• Lead succession planning efforts to identify and develop high-potential talent for critical roles.

Compensation & Benefits Management:

• Oversee the development of competitive compensation and benefits structures that align with market benchmarks and support employee retention.
• Manage performance management systems to ensure objective evaluation of employee contributions, linking performance to rewards effectively.
• Provide strategic guidance on executive compensation, expatriate management, and international mobility policies.

HR Analytics & Technology:

• Leverage HR analytics and data-driven insights to inform strategic decisions related to workforce productivity, employee engagement, and talent management.
• Drive the digital transformation of HR processes, ensuring the effective implementation of HR technologies and systems.

Key Requirements:

Education:

• A Bachelor’s degree in Human Resources Management, Business Administration, Industrial Relations, or a related field.
• A Master’s degree in HR, MBA, or related discipline is highly preferred.
• Professional certifications such as CIPD, SHRM-SCP, SPHR, or equivalent are advantageous.

Experience:

• Minimum of 12-15 years of progressive HR leadership experience, with at least 5 years in a senior HR role within the power or energy sector.
• Demonstrated experience in managing international HR operations in a multinational organization.
• Proven track record in strategic HR planning, talent management, organizational development, and cultural transformation.
• Strong background in managing complex employee relations, compliance issues, and regulatory requirements across multiple jurisdictions.

Skills & Competencies:

• Exceptional leadership and people management skills with the ability to inspire and influence at all organizational levels.
• Strong business acumen with a deep understanding of the power/energy industry’s dynamics.
• Excellent communication, negotiation, and conflict-resolution skills.
• Proficiency in HR technologies, HRIS systems, and data analytics tools.
• High level of emotional intelligence, integrity, and professionalism.
• Alignment of HR strategy with business goals and measurable outcomes.
• Talent acquisition efficiency (time-to-hire, quality of hire, retention rates).
• Employee engagement and satisfaction scores.
• Leadership development and succession readiness metrics.
• Compliance with labor laws and reduction in employee-related legal risks.
• Implementation and effectiveness of diversity, equity, and inclusion initiatives.