Jobs at JEV Consulting

About The Role

• We are looking for Head of Integrated Logistics and Production Solutions (HILPS) will lead the establishment, growth, and operational leadership of the Integrated Logistics and Production Solutions Strategic Business Unit.

Summary of Job Function:

• The Head of Integrated Logistics and Production Solutions (HILPS) will lead the establishment, growth, and operational leadership of the Integrated Logistics and Production Solutions Strategic Business Unit (ILPS-SBU) at GroupCo.
• This SBU serves as the logistical and manufacturing backbone of the GroupCo ecosystem — integrating supply chain operations, in-house production, fleet and equipment management, and digital logistics innovation into a cohesive service platform.
• The HILPS will oversee the sourcing, scheduling, and delivery of construction inputs and equipment, while also developing GroupCo’s internal production capabilities across cement- based products, aluminum and glass fabrications, cabinetry, and decorative paints.
• The role is equally responsible for digitizing these operations and commercializing service offerings through platforms that support logistics coordination, artisan networks, and material distribution. In delivering on this mandate, the HILPS ensures that all logistics and production activities provide unique customer-driven value solutions throughout the dream home and lifestyle value chain and across our customers’ lifecycles — from material sourcing and fabrication to on-time delivery, sustainability, and long-term asset support.
• The role requires strong operational acumen, supply chain leadership, and a proven ability to integrate production workflows with digital systems. 
• The HILPS is expected to drive innovation, revenue growth, and service excellence across both internal and third-party engagements, while positioning ILPS as a scalable and strategic enabler within GroupCo’s development model.

Key Responsibilities
Strategic Setup and Development:

• Establish the SBU: Spearhead the setup of the Integrated Logistics and Production Services SBU, defining its structure, core services, and delivery model.
• Strategic Planning: Formulate and execute a comprehensive strategic roadmap that positions ILPS as a critical enabler of GroupCo’s operational and commercial goals.
• Policy Development: Develop policies, systems, and standard operating procedures to optimize procurement, logistics, fleet management, and in-house production.
• Growth Opportunities: Identify opportunities to expand ILPS offerings to third-party clients, positioning the SBU as a service provider across and beyond GroupCo estates.
• Digital Transformation: Champion the adoption of technology platforms for procurement, inventory, fleet scheduling, and performance tracking.

Leadership and Team Building:

• Team Recruitment and Development: Build and lead a multidisciplinary team across procurement, logistics, stores, equipment, and production.
• Culture Building: Foster a culture of innovation, service excellence, and operational discipline, grounded in safety and performance.
• Performance Management: Define individual and team KPIs, conduct performance reviews, and implement coaching systems.
• Capacity Building: Design internal training and succession plans to deepen technical skills and leadership capacity within ILPS.

Procurement, Sourcing, and Inventory Management:

• Materials Procurement: Oversee the procurement of core building materials and technical components to support project and operational requirements.
• Supplier Management: Build and sustain a reliable vendor base through strong relationship management and performance monitoring.
• Inventory Systems: Design and manage real-time inventory control systems to ensure stock availability and accountability.
• Quality Assurance: Implement protocols to ensure materials meet project specifications, quality standards, and sustainability goals.

Production and Fabrication Oversight:

• Construction Inputs Production: Oversee the manufacturing and quality control of cement blocks, pavers, and concrete elements to support GroupCo’s internal projects and third-party clients.
• Finishing Materials Production: Drive planning, feasibility assessments, and phased setup of ILPS’s finishing materials production lines, including aluminum fixtures, glassworks, and cabinetry, in line with demand forecasts and strategic priorities.
• Decorative Paint Production: Lead the setup and scaling of decorative paint manufacturing, ensuring alignment with project needs, market standards, and sustainability goals.
• Process Innovation: Improve production workflows, test alternative materials, and enhance process efficiency.
• Capacity Alignment: Ensure production timelines are tightly aligned with construction schedules and internal and external demand forecasts.

Fleet and Equipment Management:

• Fleet Operations: Oversee the acquisition, maintenance, and deployment of delivery vehicles and support fleets.
• Heavy Equipment Oversight: Insure optimal use, upkeep, and tracking of GroupCo’s construction and agricultural equipment assets.
• Luxury Fleet Services: Develop and manage a premium car rental and chauffeur service as part of ILPS’s fleet offering, targeting internal executive needs and high-value external clientele.
• Asset Utilization: Monitor usage patterns, manage lifecycle costs, and improve operational return on investment.
• Rental Models: Explore and structure internal and external leasing options for underutilized assets.

Innovation, Digital Integration, and Sustainability:

• Technology Integration: Leverage digital platforms and ERP systems to enhance visibility and control across all ILPS functions.
• Digital Logistics Platform: Lead the development and rollout of a mobile/web-based platform for coordinating third-party haulage trucks and material ordering (e.g., sand, granite).
• Marketplace Enablement: Use the digital platform created to streamline third-party haulage scheduling and order fulfillment for building materials such as sand, granite, and aggregates.
• Data and Vendor Integration: Ensure seamless integration of vendor data, delivery tracking, and order management to improve transparency and service levels.
• Workforce Marketplace Platform: Oversee the development of a digital platform for onboarding, managing, and connecting third-party skilled tradespeople (e.g., carpenters, bricklayers, iron benders) with internal and external project needs.
• Product Development: Collaborate on development and testing of new construction materials or methods that improve speed, cost, or durability.
• Sustainability: Promote green practices including recycling, energy efficiency, and responsible sourcing.
• Innovation Metrics: Track KPIs related to digital uptake, process improvement, and innovation-driven value creation. 

Compliance, Safety, and Risk Management:

• HSE Implementation: Enforce safety protocols and training across ILPS operations including fleet, fabrication, warehousing, and logistics.
• Regulatory Compliance: Ensure operations align with industry standards and statutory requirements across procurement and production.
• Risk Monitoring: Identify and proactively mitigate operational risks across the value chain, including price volatility and equipment breakdowns.
• Audit & Training: Conduct compliance audits and safety drills to drive continuous improvement.

Cross-SBU Collaboration:

• Operational Integration: Work closely with IDDS, PDCS, LFES, and CGCS to anticipate and meet project resource needs.
• Service Reliability: Ensure consistent and timely delivery of ILPS services that enable successful project execution across GroupCo..

Business Development for External Clients:

• Service Offering Design: Package ILPS capabilities — procurement, logistics, fabrication, luxury car hire, and equipment rental — into commercially viable offerings.
• Client Engagement: Lead external conversations with developers, contractors, or government agencies seeking GroupCo's logistics/production support.
• Commercial Representation: Represent ILPS at industry events, in business pitches, and during execution of third-party service agreements.
• Product Commercialization: Develop and execute market entry strategies for both construction inputs and finishing materials produced by ILPS (e.g., cement products, aluminum/glass works, cabinetry, decorative paints), targeting third-party distributors, contractors, and retailers.
• Logistics/Haulage Platform Commercialization: Promote adoption of the ILPS logistics app among third-party vendors and clients, positioning it as a go-to platform for material delivery and fleet access.
• Artisan Services Commercialization: Structure and promote ILPS’s skilled workforce matching platform as a service for developers, contractors, and homeowners seeking vetted construction talent.
• Vendor Onboarding and Monetization: Develop service models, pricing structures, and onboarding pathways for platform-based external logistics coordination.
• Revenue Targets: Set and monitor commercial goals for external service growth.
• Revenue Diversification: Build a commercial model for monetizing the luxury fleet through structured short-term rentals, corporate leases, or client experiences.

Stakeholder Engagement:

• Strategic Engagement: Liaise with key stakeholders including internal SBUs, contractors, regulators, and external clients to ensure alignment and support.
• Collaborative Vendor Engagement: Work closely with key supply chain partners to ensure smooth onboarding, data-sharing compliance, and alignment with ILPS’s digital platforms and service standards.
• Transparency and Service Coordination: Foster real-time communication with vendors and third-party operators to enhance delivery accuracy, responsiveness, and accountability.
• Delivery Ownership: Act as the single point of accountability for ILPS performance and stakeholder satisfaction across all engagements.

SBU Marketing with Personal Brand:

• SBU Visibility: Promote ILPS as an integrated solutions provider across internal and external platforms.
• Thought Leadership: Use personal brand to position ILPS as a leader in production, logistics, and estate-scale delivery.
• Networking: Build strategic visibility through events, platforms, and professional affiliations.

Financial Oversight:

• Budget Development: Prepare and manage annual budgets for procurement, logistics, fabrication, and equipment operations.
• Financial Monitoring: Track ILPS income streams, cost centers, and financial health indicators.
• Cost Efficiency: Lead initiatives to drive down unit costs and enhance return on operational spend.

Reporting and Analysis:

• Performance Reporting: Submit regular operational and financial reports to Executive Management, covering procurement, production, logistics, fleet, and third-party service performance.
• Technology-Driven Performance Tracking: Utilize supply chain dashboards, ERP platforms, and digital tracking systems to monitor inventory, fleet usage, production output, and vendor metrics in real-time.
• Data Analysis: Analyze operational and financial data to identify trends, evaluate performance gaps, and support data-driven decision-making across all ILPS functions.
• Continuous Improvement: Lead continuous improvement initiatives by identifying systemic inefficiencies, resolving bottlenecks, and implementing corrective actions to improve speed, cost, and service delivery outcomes.

Key Performance Metrics
SBU Setup and Growth:

• Timely establishment of the ILPS-SBU structure, systems, and service offerings
• Achievement of strategic milestones for capacity expansion and operational readiness

Procurement and Inventory Efficiency:

• Procurement cost savings through vendor negotiation and strategic sourcing
• Reduction in stockouts and overstocking incidents
• Inventory turnover and storage cost optimization

Production Output and Quality:

• Volume and timeliness of blocks, pavers, and fabricated components produced
• Output and third-party adoption of ILPS-produced construction inputs (cement blocks, pavers, concrete products)
• Alignment of production output with project timelines and demand forecasts
• Product quality compliance rate and internal client satisfaction
• Volume and market uptake of decorative paint units produced and sold
• Progress and success of finishing materials production setup (aluminum, cabinetry, etc.)

Equipment and Fleet Utilization:

• Uptime and usage efficiency of construction, logistics, and luxury fleet assets
• Reduction in equipment downtime and idle time
• ROI on equipment investments and maintenance cost control

Platform Adoption and Digital Performance:

• User registration and transaction volume on ILPS digital platforms (logistics app, artisan network, materials ordering)
• Platform retention and engagement rates
• Operational areas digitized and functions managed through real-time systems

Client Satisfaction and Service Delivery:

• Feedback scores from internal SBUs and external service clients
• SLA compliance for deliveries, production support, and project fulfillment

Revenue and Profitability:

• Income generated from internal project support and external clients
• Gross margins on logistics, fabrication, rentals, and digital services
• Net profitability of the ILPS-SBU

Third-Party Revenue Contribution:

• Percentage of product-related revenue from construction and finishing materials sold to external clients and retail partners.
• Percentage of total ILPS revenue earned from external services (fleet, workshops, platforms, artisans)
• Growth in number and value of third-party contracts or service engagements

Safety and Compliance:

• Zero-incident safety performance across ILPS operations
• Completion of mandatory HSE trainings and audits
• Full compliance with procurement, labor, logistics, and environmental regulations

Sustainability Performance:

• Percentage of materials reused or locally sourced
• Adoption of energy-efficient practices in logistics and production
• Measurable reduction in operational carbon footprint

Team Development and Engagement:

• Staff retention and internal promotion rates
• Achievement of learning and development targets
• Succession planning readiness and bench strength across units

Required Qualifications and Skills

• Education: Bachelor’s degree in Supply Chain Management, Engineering, Logistics, or related field (Master’s preferred).
• Experience: 3–5 years in supply chain or operations management with 1–2 years in a supervisory or leadership role.
• Production and Commercial Experience: Experience or familiarity with chemical production, coatings, or materials formulation is a plus and exposure to industrial-scale production, manufacturing quality control, and go-to-market strategy for both construction and finishing materials is an advantage
• Technical Expertise: Knowledge of procurement systems, vendor management, logistics, heavy equipment, and inventory software.
• Digital Systems Proficiency: Experience using ERP platforms, inventory automation tools, fleet management software, and digital procurement systems to drive efficiency and transparency across supply chain operations.
• Leadership and Management: Proven ability to lead cross-functional teams and manage end-to-end operations.
• Communication: Strong interpersonal, reporting, and negotiation skills.
• Innovation: Ability to leverage technology and sustainability practices to enhance operations.

Key Competencies and Attributes:

• Strategic Thinking: Ability to align operations with long-term business goals.
• Operational Execution: Capability to manage complex, multi-site operations efficiently.
• Financial Acumen: Budgeting, cost control, and financial performance tracking.
• Problem Solving: Rapid and data-driven decision-making in a dynamic environment.
• Team Leadership: Ability to build, motivate, and retain high-performance teams.
• Digital Fluency: Proficiency with ERP, digital tools, and automated systems.
• ethical Conduct: High integrity and commitment to safety and compliance.

Work Environment and Conditions:

• Work Culture: Dynamic, fast-paced, and field-intensive with a strong focus on execution and innovation.
• Travel Requirements: Frequent site visits and vendor engagements.
• Work Hours: Flexibility required to meet project and operational demands.

Compensation and Benefits

• Monthly Compensation: Competitive salary package with both fixed and performance- linked components.
• Commission and Revenue Share: Participation in revenue generated from internal and third-party product sales under a clearly defined commission structure.
• Performance Bonus: Quarterly or annual bonuses tied to sales performance, franchise growth, and customer satisfaction milestones.
• Profit Sharing: Eligibility for a percentage of ILPS SBU’s net annual profit based on leadership contribution and SBU performance.
• Benefits: Comprehensive health insurance, pension plan, transport allowance or executive car, professional development sponsorship, and membership in relevant industry bodies or executive clubs.
• Brand Recognition: Opportunity to gain personal and professional visibility across GroupCo’s ecosystem and the wider industry.

Career Path:

• Progression Opportunities: Advancement to Group Executive roles or leadership of expanded operational or manufacturing divisions.

Strategic Contributions:

• Opportunity to shape GroupCo’s logistics, sustainability, and innovation strategy at group level.

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Job Description

• Are you a visionary person with a passion for transforming ideas into reality and creating unique lifestyle communities? Do you thrive in dynamic environments where you can make a real impact?

Then Jon Us If:

• You are self-driven and don’t require micromanagement
• You see responsibilities, not just tasks or jobs
• You are passionate about delivering exceptional value
• You demonstrate both humility in failures (“Mirror”) and credit-sharing in successes (“Window”)
• You align with our core values of Commitment, Faith, Positive Attitude, Innovation, Teamwork, and Integrity

About The Role:

• We are looking for People, Administration, Culture and Strategy Officer (PACSO)
• This role also leads the design and implementation of localized people strategies that reflect GroupCo’s evolving operational needs and leadership expectations, while ensuring alignment with ACRC’s broader people frameworks.
• This includes responsibility for workforce planning, talent development, employee engagement, internal communication, and culture-building initiatives

Job Summary

• The People, Admin, Culture, and Strategy Officer (PACSO) is a locally embedded leadership support role stationed full-time at GroupCo.
• Reporting directly to the Chief Executive Officer of ACRC (who also serves as GroupCo CEO), the PACSO is responsible for end-to-end people operations, administrative oversight,
• performance culture enablement, and strategic planning and execution support across all Strategic Business Units (SBUs).
• The PACSO serves as the internal custodian of performance culture — managing the full
• lifecycle of the performance management system including annual goal setting, mid-year and end-of-year reviews, coaching facilitation, documentation, and development planning — in collaboration with ACRC Workforce Solutions.
• In addition, the PACSO plays a hands-on role in translating enterprise strategy into action — supporting annual planning cycles, coordinating cross-SBU strategy execution, managing internal reporting structures, facilitating leadership dashboards, and driving internal alignment around key priorities.
• By bridging enterprise direction with operational execution, and aligning people, strategy, and culture in one integrated function, the PACSO helps ensure that teams are empowered, engaged, and accountable — fully positioned to deliver unique customer-driven value solutions across the entire dream home and lifestyle value chain — and throughout the customer lifecycle.

Key Responsibilities
People Strategy and Performance Culture:

• Design and implement people strategies aligned with local SBU needs and enterprise- wide people transformation.
• Lead the performance management cycle, including KPI setting, reviews, feedback sessions, and development planning.

Strategic Planning and Execution Support:

• Translate GroupCo’s strategic priorities into annual execution plans and local OKRs in collaboration with SBU Heads.
• Coordinate SBU-level strategic reviews, timelines, and leadership communication.
• Monitor progress on key initiatives and report on implementation status to the CEO.
• Coordinate leadership retreats, strategic offsites, and goal alignment sessions to facilitate collective reflection and future planning.

Talent Acquisition and Onboarding:

• Coordinate recruitment processes in collaboration with SBU Heads and the Group CEO.
• Organize onboarding and induction programs for new hires.

Training and Development:

• Manage internal training schedules, vendor coordination, and learning feedback.
• Track L&D performance metrics, course completion, and knowledge application.

Culture and Internal Engagement:

• Design and execute internal communication plans, town halls, and team rituals.
• Run engagement surveys, wellness programs, and culture initiatives.

Administrative and Office Support:

• Oversee day-to-day operational support services including workspace logistics, scheduling, and facility readiness.
• Ensure smooth coordination of meetings, documentation, and workflow tools.

HR Administration and Policy Compliance:

• Maintain staff records, leave schedules, disciplinary cases, and exit documentation.
• Uphold HR policies and ensure compliance with labor and ethical standards.

Team Support and Capacity Development:

• Identify future talent needs and support roles required under the PACSO function as the enterprise scales.
• Support onboarding and mentoring of junior HR/admin staff, interns, or analysts as assigned.
• Maintain internal documentation and knowledge transfer processes to support continuity and delegation.

Internal Communication and Reporting:

• Prepare monthly people and strategy dashboards for the CEO.
• Support cross-SBU reporting, project tracking, and documentation.

Key Performance Metrics
Strategic Planning and Execution:

• Timeliness and quality of annual execution plans and local OKR frameworks across SBUs.
• Number of strategic initiatives tracked, reported, and delivered on schedule.
• Leadership satisfaction with PACSO-led coordination of strategy reviews and planning sessions.

Performance Management and Culture Enablement:

• Percentage of staff with completed KPIs, reviews, and development plans.
• Effectiveness of coaching support and feedback integration across the performance cycle.
• Results from culture and engagement surveys, including trends in values alignment and team morale.

Talent Development and Capability Building:

• Percentage of staff participating in training and development initiatives.
• Quality and impact of delivered or coordinated learning programs (measured through feedback and application).
• Number of learning needs assessments completed and acted upon.

People Strategy Implementation;

• Completion and effectiveness of locally designed people strategies (e.g., workforce planning, talent pipeline).
• Measurable impact of internal communications, onboarding, and engagement interventions.
• Level of alignment with ACRC Workforce frameworks audited annually.

Office Administration and Operational Support:

• Timeliness and quality of administrative task completion (e.g., scheduling, coordination, workspace readiness).
• Internal user satisfaction with operational support and workflow facilitation.
• Incident reports related to admin lapses or disruptions.

Internal Communication and Reporting:

• Timeliness and clarity of executive dashboards, monthly strategy reports, and internal updates.
• Use and responsiveness of internal collaboration tools and communication channels.
• Accuracy and quality of documentation and knowledge management.

Compliance and HR Administration:

• Completion rate and accuracy of staff recordkeeping, disciplinary tracking, and compliance logs.
• Number of policy violations detected, reported, or prevented through PACSO-led systems.
• Audit score from annual review of administrative and performance processes.

Team Development and Scaling Readiness:

• Quality of onboarding and mentorship provided to junior staff or interns (where applicable)
• Readiness of internal documentation and process guides for future delegation
• Proactivity in defining and justifying additional resourcing needs as scope expands.

Required Qualifications and Skills

• Education: Bachelor’s degree in Human Resources, Strategy, Business Administration, or a related field.
• Experience: 2–4 years of progressive experience in HR, internal strategy, people operations, or culture roles.
• Technology Proficiency: Proficiency with HRIS systems, digital collaboration platforms, performance tracking tools, and OKR management software.
• Analytical and Communication Skills: Strong capability in stakeholder communication, report preparation, facilitation, and cross-functional engagement.
• Interpersonal Effectiveness: High emotional intelligence, ability to manage confidential information, and effective interpersonal relationships across all levels.
• Attention to Detail: Strong recordkeeping and multitasking abilities.
• Mindset and Attributes: Proactive, adaptable, values-driven, and committed to continuous improvement and strategic impact.

Key Competencies and Attributes:

• Strategic Thinking: Ability to balance tactical delivery with enterprise vision.
• Leadership Influence: Capacity to drive change, build consensus, and inspire action.
• Culture Building: Passionate about shared values, inclusion, and performance.
• Execution Focus: Strong in planning, process tracking, and result orientation.
• Confidentiality: Trusted advisor to leadership and custodian of sensitive data.
• Communication: Clear, persuasive, and thoughtful in all internal communication.

Work Environments and Conditions:

• Location: Based at GroupCo Headquarters.
• Schedule: Full-time; flexibility required for executive reviews and periodic offsites.
• Travel: Occasional travel between GroupCo sites or ACRC Office.

Career Path:

• Pathway to Chief of Staff or Head of People & Culture (Enterprise Level).
• Opportunity for rotation into Corporate Strategy, Innovation, or Organizational Development functions within ACRC.
• Eligibility for executive mentorship and leadership succession planning.

Compensation
The PACSO role is compensated through a performance-linked structure that reflects the strategic nature of the role and its impact on GroupCo execution. Key components include:

• Base Salary: A fixed monthly salary aligned with the FAO's accountability for financial systems A competitive monthly salary commensurate with the PACSO's role in strategic planning, performance management, and organizational enablement.
• Performance Bonus: Quarterly or annual performance-based bonuses tied to successful implementation of people strategies, cultural initiatives, OKR execution, and internal client satisfaction.
• Value Share: Eligibility for a proportional share of ACRC’s earned support fees from GroupCo - specifically from projects led or significantly supported by the PACSO (e.g., recruitment campaigns, strategy rollouts, leadership development programs).
• Benefits: Inclusion in ACRC’s enterprise benefits program — including pension contributions, professional development funding, health coverage, and workspace tools needed to perform the role effectively.

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Description 

• Are you a visionary person with a passion for transforming ideas into reality and creating unique lifestyle communities? Do you thrive in dynamic environments where you can make a real impact?

Then Join if:

• You are self-driven and don’t require micromanagement
• You see responsibilities, not just tasks or jobs
• You are passionate about delivering exceptional value
• You demonstrate both humility in failures (“Mirror”) and credit-sharing in successes (“Window”)
• You align with our core values of Commitment, Faith, Positive Attitude, Innovation, Teamwork, and Integrity
• Be a part of a company where God is prioritized, and innovation is celebrated.

About the Role

• We are looking for Head of ACRC Legal Solutions (HALS) who will serve as ACRC’s chief legal strategist and is responsible for both guiding internal legal affairs and building a client-facing legal advisory business

Summary of Job Function

• This role combines the duties of General Counsel for ACRC and its portfolio
• companies with the entrepreneurial leadership of a revenue-generating legal services unit. By providing proactive counsel on regulatory compliance, corporate governance, commercial
• contracts, transactions, property/land deals, and dispute resolution, the HALS safeguards
• ACRC’s operations and enables strategic initiatives. Simultaneously, the role develops ACRC Legal Solutions into an external consulting platform offering services such as due diligence audits, contract vetting, legal documentation drafting, and regulatory compliance reviews to
• third-party clients. The HALS thus ensures that legal risk is managed while new value is created from ACRC’s legal expertise - all in alignment with ACRC’s brand promise of enhancing lives, creating wealth, and empowering possibilities.

Strategic Context:
Regulatory Complexity and Compliance:

• ACRC operates in a fast-evolving legal environment. Nigeria (and the broader African market) is experiencing rapid regulatory shifts in areas like data protection, fintech, and environmental/social governance, which keep in-house teams on their toes. Ensuring
• robust compliance and governance across the group is mission-critical to avoid legal
• pitfalls and build stakeholder trust. The HALS-SBU is established to provide dedicated leadership in navigating these complex regulations (e.g. Nigeria's data protection laws, tech/fintech regulations, ESG guidelines) and to institutionalize a culture of proactive compliance.

Portfolio Synergy and Strategic Leadership:

• ACRC's diverse portfolio - spanning real estate (e.g. Citiprops), energy (Exusia Energy and related projects), technology ventures, and finance - requires aligned and consistent legal oversight. Different businesses face different regulations and contract needs, so a unified legal strategy is essential for efficiency and risk management. By centralizing
• legal support under HALS, ACRC ensures that each venture benefits from shared
• expertise and standardized best practices. This not only reduces siloed legal costs but also positions the legal function as a strategic partner in decision-making (in line with global
• trends of General Counsel acting as key business leaders), thereby helping shape company policies and manage risks at the leadership table.

Monetizing Legal Expertise (3SU Model Alignment):

• In addition to supporting internal needs, ACRC recognizes an opportunity to monetize its in-house legal capabilities as a new revenue stream. Consistent with ACRC's Strategic Business Unit Support Services (3SU) model of offering internal expertise to external
• clients, the Legal Solutions SBU is tasked with delivering legal advisory services beyond the group. This strategic push toward recurring consulting revenue means packaging
• ACRC's legal know-how into marketable services (due diligence audits, legal process outsourcing, compliance consulting, etc.). By doing so, ACRC can reduce reliance on outside law firms - which can be expensive and may lack the intimate understanding of ACRC's business - and instead capture that value through an in-house team that
• understands both the law and ACRC's mission. The HALS will build the credibility and service delivery mechanisms to position ACRC Legal Solutions as a trusted provider in the Nigerian market, with an eye toward scaling across Africa in the medium term.

Pan-African Growth and Innovation:

• As ACRC aspires to expand its integrated consulting model into other African countries, the legal function must be prepared to operate across jurisdictions. The HALS-SBU will lay the groundwork for this expansion by developing scalable legal processes and a
• knowledge base that can adapt to different legal systems in the region. Embracing modern legal-tech innovations is also a key part of this context - from contract
• automation to AI-assisted legal research - to deliver efficient services at scale. In-house legal teams globally are becoming more tech-driven and innovative, and the HALS is expected to leverage such tools to give ACRC a competitive edge. By driving process
• improvements and staying ahead of legal tech trends, the HALS will enable ACRC's legal
• services to be delivered faster and more cost-effectively, facilitating growth into new markets while maintaining compliance and quality. This forward-looking approach will
• support ACRC's broader mission and enhance its ability to empower possibilities through business across the continent.

Core Mandates
Holistic In-House Counsel & Risk Oversight:

• Serve as the chief legal advisor for ACRC and all its subsidiaries/ventures, providing end- to-end counsel on day-to-day operations and strategic initiatives.
• This includes identifying and mitigating legal risks enterprise-wide, managing any litigation or dispute matters, and ensuring that business decisions are informed by sound legal judgment. The HALS ensures ACRC's interests are protected in all transactions and that risk management is embedded in operational planning.

Regulatory Compliance & Corporate Governance:

• Establish and enforce robust compliance frameworks and corporate governance standards across ACRC. This mandate covers ensuring adherence to all relevant Nigerian laws and regulations (and preparing for pan-African compliance as the company expands), including corporate filings, sector-specific regulations (energy, finance, real estate, tech), data protection and privacy laws, anti-corruption statutes, and ESG (Environmental,
• Social, Governance) criteria. The HALS champions ethical conduct and transparency, maintaining ACRC's good standing with regulators and instilling best practices in board governance, policy development, and internal controls. (Notably, in today's landscape in- house legal departments often spearhead ESG and compliance strategies, and this role is designed to fulfill that leadership at ACRC.)

Transactional & Commercial Support:

• Take ownership of the legal aspects of all major transactions and commercial activities within the ACRC ecosystem. This includes structuring and negotiating deals, mergers and acquisitions, joint ventures, investment agreements, and financing arrangements involving ACRC or its portfolio companies.
• The HALS oversees legal due diligence for potential investments or property acquisitions, ensures contracts (sales, leases, procurement, service agreements, etc.) are expertly drafted and vetted, and that transactions (including those in real estate and land - e.g. property development deals through Citiprops - and in energy/tech ventures) are executed in a manner that is legally sound and aligned with ACRC's strategic objectives.
• By providing strong transactional support, the HALS enables ACRC's growth initiatives while safeguarding against contractual and liability pitfalls.

External Legal Advisory Services & Revenue Growth:

• Develop and lead ACRC's external-facing legal solutions practice as a viable business unit. This involves designing a portfolio of legal services that can be offered to third- party clients (e.g. other companies, investors, or partners in ACRC's network) and ensuring those services are delivered with high quality and commercial viability.
• Key service lines to monetize include legal due diligence audits, contract drafting and vetting, regulatory compliance reviews and gap assessments, legal process outsourcing (LPO) for routine legal tasks, corporate governance consulting, and transaction advisory for external deals.
• The HALS is responsible for building the client base, whether among ACRC's investee companies, affiliates or new market clients, and for achieving revenue and profitability targets for the SBU.
• This mandate positions ACRC Legal Solutions as a trusted legal partner in the market, turning the legal department into a value-creating unit rather than a cost center. Success here will contribute to ACRC's goal of creating wealth (through new revenue streams) and extending its enhancing lives ethos by offering affordable, reliable legal services to growing businesses.

Legal Innovation & Expansion Strategy:

• Drive continuous improvement and innovation within ACRC's legal function to increase efficiency, scalability, and impact. This includes implementing modern legal technologies (such as contract management systems, automation tools, and AI-driven document review solutions) to streamline workflows and reduce turnaround times, as well as developing
• knowledge management systems to capture legal learnings and precedents. The HALS also plays a thought leadership role - advising ACRC's leadership on emerging legal
• trends (like fintech regulations, data privacy developments, or changes in dispute resolution mechanisms) and recommending strategic adjustments. As part of this mandate, the HALS will prepare the legal team for multi-jurisdictional operations, establishing relationships with law firms or legal networks in other countries and
• ensuring the SBU's services can be adapted to different legal contexts. Overall, this mandate ensures that ACRC's legal solutions remain cutting-edge and that the SBU is
• positioned to empower possibilities for ACRC and its clients through innovative legal practices and regional expansion readiness.

Key Responsibilities
SBU Establishment & Strategic Positioning:

• SBU Design & Launch: Lead the design and rollout of the HALS Strategic Business Unit, including definition of core legal service lines, monetization models, delivery formats (e.g., project-based, retainer, subscription), and internal protocols.
• Strategic Positioning: Define and articulate the HALS-SBU’s identity and value proposition as ACRC’s legal advisory and solutions platform, both within the ecosystem and in the external market.
• Talent Acquisition & Team Building: Recruit, structure, and onboard a multi-disciplinary legal team to support delivery across internal and external mandates. Define roles, job descriptions, and performance expectations for legal associates, documentation officers, and external collaborators.
• Governance & Quality Assurance: Establish legal governance frameworks, approval hierarchies, review processes, and document control systems to ensure consistency, compliance, and excellence in legal outputs.
• Partnerships & External Alliances: Forge strategic partnerships with law firms, compliance consultants, IP experts, and litigation counsel to expand HALS’s reach and service capacity across jurisdictions and specialties.
• Financial Planning & Business Modelling: Develop revenue projections, pricing structures, fee benchmarks, and SBU cost models in collaboration with HAFES. Build the foundation for sustainable growth, profitability, and performance tracking.
• Systems & Process Design: Implement digital tools for contract lifecycle management (CLM), legal research, document automation, and case tracking. Define operational workflows, intake procedures, and escalation protocols to enable scalable service delivery.

Legal Advisory & Documentation Services:

• Contract Drafting & Review: Oversee the end-to-end lifecycle of legal document creation, including the drafting, review, negotiation, and standardization of contracts, service agreements, leases, NDAs, MoUs, vendor terms, and partnership frameworks across ACRC and its portfolio companies.
• Template Development & Legal Tools: Build and maintain a suite of standardized legal templates and reference documents for internal use and external deployment, enabling operational efficiency and quality control across recurring legal engagements.
• Due Diligence & Legal Opinions: Lead legal due diligence for transactions, partnerships, acquisitions, and regulatory matters. Provide timely legal opinions on issues related to corporate structure, ownership, property rights, and contractual obligations.
• Internal Legal Advisory: Act as general counsel to the ACRC Group, providing real- time legal input on organizational policies, project structuring, vendor engagement, and risk exposure analysis. Support portfolio companies in handling entity-level legal matters.
• Legal Documentation Repository: Set up and manage a centralized, secure documentation management system for all executed legal instruments, case files, and compliance records, ensuring access control, version tracking, and audit readiness.

Required Qualifications and Skills
Education Background:

• A minimum of a Bachelor of Laws (LL.B) Degree from a recognized institution. 
• Completion of the Nigerian Law School and admission to the Nigerian Bar (B.L) is mandatory.
• A Master’s degree (LL.M) in Corporate Law, Commercial Law, or related fields is an added advantage.

Professional Certifications & Continuing Education:

• 3–5 years of progressive leadership experience in brand management,
• Active membership in the Nigerian Bar Association (NBA).
• Certifications in corporate governance, compliance, intellectual property, or legal risk management are highly desirable.
• Familiarity with international legal systems and best practices (e.g., OHADA, UK/North American frameworks) is a plus.

Legal & Regulatory Expertise:

• Deep knowledge of Nigerian commercial, corporate, and property law.
• Strong practical understanding of regulatory compliance frameworks, CAC/SEC filings, contract law, and due diligence procedures.
• Familiarity with energy, technology, cooperative, and real estate regulatory environments.

Transactional & Advisory Proficiency:

• Demonstrated experience in legal advisory, contract drafting, M&A support, transaction structuring, and litigation management.
• Track record of advising on investments, risk mitigation, and strategic partnerships.
• Capability to develop and manage legally sound frameworks for new ventures, service lines, and ecosystem offerings.

Leadership and Interpersonal Competencies:

• Minimum of 3–5 years of post-call experience, with at least 2 years in a legal leadership or senior advisory role.
• Demonstrated ability to build and manage legal teams, oversee associate development, and implement knowledge-sharing systems.
• Experience designing SOPs and implementing performance frameworks for legal or compliance functions.

Commercial Acumen & Innovation:

• Ability to productize legal services and monetize advisory capabilities (e.g., packaged kits, subscription models).
• Understanding of law firm or consulting revenue models - including retainers, hourly billing, and flat-fee engagements.
• Ability to contribute to business development, client engagement, and external representation of ACRC’s legal solutions.

Communication & Advisory Skills:

• Strong verbal and written communication skills; able to write clear legal memos, proposals, and client advisories.
• dept at translating complex legal concepts into actionable insights for business and non-legal audiences.
• Comfortable representing ACRC and its clients in high-stakes negotiations, stakeholder briefings, or public forums.

Technology Awareness:

• Proficiency in using legal tech tools (e.g., contract lifecycle management, compliance dashboards).
• Ability to drive digital transformation within legal services — including automation, cloud-based file systems, and client portals.

Key Competencies and Attributes:
Strategic Legal Thinking & Analytical Depth:

• Demonstrates the ability to interpret legal, regulatory, and governance landscapes in ways that directly inform enterprise strategy.
• Brings structured legal insight to bear on complex business models, investment structures, and partnership negotiations.
• Capable of assessing legal implications across jurisdictions and tailoring compliance frameworks to diverse sectors.

Advisory Acumen & Client Orientation:

• Skilled at providing high-value legal counsel to executive leadership, clients, and multidisciplinary teams.
• Able to distil complex legal issues into actionable, risk-balanced recommendations.
• Maintains a service mindset that balances professionalism with responsiveness and commercial pragmatism.

Legal Innovation & Solution Design:

• Possesses an entrepreneurial mindset and a readiness to evolve HALS into a productized legal solutions platform.
• Explores new models for delivering legal value - including fixed-fee advisory kits, subscription services, and compliance tools.
• Constantly seeks to modernize the legal function through tech-enabled efficiency, automation, and design thinking.

Governance & Ethical Stewardship:

• Upholds ACRC’s standards of transparency, accountability, and social impact in all legal and regulatory dealings.
• Demonstrates a commitment to ethical leadership, anti-corruption, and fair representation of all clients and stakeholders.
• Acts as a guardian of ACRC’s reputation, ensuring legal and compliance frameworks promote long-term sustainability and trust.

Leadership & Capacity Development:

• Leads by example, creating a learning culture within the legal team and championing the development of young talent.
• Delegates strategically and structures teams for scalable delivery and internal knowledge transfer.
• Fosters a high-performance environment that balances legal rigour with collaboration and innovation.

Cross-Sector Legal Versatility:

• Brings experience or demonstrated adaptability across sectors such as real estate, fintech, cooperatives, energy, and digital services.
• Capable of tailoring legal strategies to the needs of diverse portfolio companies and market-facing consulting mandates.
• Leverages sectoral fluency to engage clients in legal models that are both compliant and commercially competitive.

Communication & Influence:

• Excellent communication skills - written, verbal, and presentational — with a persuasive style suited to boardrooms, clients, and regulators.
• Builds strong relationships across teams and functions, including with non-legal stakeholders.
• Uses thought leadership to shape perceptions of HALS as a trusted, innovative legal platform in the ecosystem.

Work Environment and Conditions:
Primary Location:

• The role is based at ACRC’s head office or designated operational hub.
• Occasional travel to client sites, portfolio company offices, and regulatory institutions may be required.
• Remote work flexibility may be considered on a structured basis, subject to performance and alignment with strategic responsibilities.

Work Schedule:

• Standard working hours are 8:00 a.m. to 5:00 p.m., Mondays to Fridays, with a one- hour lunch break.
• Additional hours, including early morning or weekend engagements, may be required subject to the nature and urgency of assignments.
• Saturday work may be optional and shall be governed by the exigencies of the role.

Reporting Line:

• The HALS reports directly to the Group CEO and functionally collaborates with other Heads of SBU and the Chief Operating Officer (COO) on cross-cutting legal matters.
• The HALS reports directly to the Group CEO and operates as a peer to other SBU Heads, including the Head of ACRC Workforce Solutions (HAWS), once appointed. While embedded PACSOs (People, Admin, Culture & Strategy Officers) currently report to the Group CEO, their reporting lines will transition to the HAWS-SBU in due course as the 3SU structure matures.

Team and Departmental Structure:

• The HALS will lead a lean but high-performing team of legal associates, compliance officers, and documentation support staff.
• The SBU may expand in line with service demand, with the HALS responsible for building and managing both internal capacity and external legal partnerships.

Workplace Culture and Standards:

• The HALS is expected to model the values of the ACRC ecosystem - integrity, innovation, excellence, and empathy.
• A high standard of confidentiality, ethical practice, and client-centered professionalism is required at all times.
• The SBU is expected to maintain audit-ready documentation, real-time service tracking, and responsiveness to both internal and external requests.

Compensation & Benefits
Guaranteed Monthly Salary:

• A fixed monthly salary commensurate with experience, leadership scope, and performance expectations, payable in the first week of each new month.
• Subject to periodic review based on organizational scale, role performance, and strategic expansion of the SBU.

Performance-Linked Variable Salary:

• A monthly performance-based incentive, determined by defined KPIs such as revenue contribution, compliance accuracy, delivery quality, and stakeholder feedback.
• Paid alongside the fixed salary following performance appraisal and scorecard validation.

Fees and Revenue Share:

• A fixed percentage of gross revenue from external legal advisory, documentation, or consulting services rendered to non-ACRC portfolio clients.
• Revenue generated from ACRC portfolio companies under productized legal solutions (e.g., compliance audits, legal kits) may also qualify for revenue share.
• Earnings calculated monthly or quarterly and paid subject to performance verification and client settlement.

Bonuses and Recognition:

• Discretionary performance bonuses for milestone achievements, high-impact legal wins, or leadership in cross-SBU initiatives.
• Recognition through awards, ecosystem exposure, and leadership nominations.

Profit-Sharing Incentive:

• Annual participation in the net profit share of HALS-SBU, based on its overall profitability and impact within the ACRC ecosystem.
• Final amounts are subject to financial audit and Board approval.

Professional Development:

• Support for relevant continuing legal education, certifications, and leadership development programs.
• Opportunities to speak, publish, or represent ACRC at industry legal forums and conferences. Institutional Equity Opportunities
• Subject to performance, tenure, and board discretion, the HALS may be considered for strategic equity participation - particularly in connection with spinout ventures, platform commercialization, or long-term leadership contributions.

Professional Recognition & Visibility:

• The HALS role is expected to attract visibility across the ecosystem and industry, with opportunities to build a recognized legal consulting profile under the ACRC platform.

Other Benefits:

• Comprehensive benefits including health insurance, retirement/pension plans, transport allowance or executive car option.

Career Path:

• The Head of ACRC Legal Solutions (HALS-SBU) occupies a high-impact leadership role with strong upward potential within the ACRC ecosystem.
• In addition to driving legal innovation and governance excellence, the HALS is positioned to evolve into broader cross- functional and enterprise-wide leadership capacities over time.

Short to Medium Term:

• Lead HALS as ACRC’s premier legal, compliance, and documentation solutions platform.
• Build and grow a scalable legal advisory practice serving both internal ecosystem needs and external market clients.
• Serve as principal legal advisor across SBU initiatives, corporate structuring efforts, and strategic partnerships.

Long-Term Growth Opportunities:

• Progression into Group General Counsel (GGC) or Chief Legal & Governance Officer roles as the organization scales.
• Eligibility for group-level executive leadership opportunities (e.g., Chief Operating Officer, Advisory Board roles) depending on performance and institutional contributions.
• Potential to serve as Director or Legal Representative on subsidiary boards, investment vehicles, or joint ventures where legal oversight is required.

Platform Expansion & Equity Participation:

• As HALS-SBU achieves strategic maturity, the role may expand to include regional oversight or practice-line spinouts (e.g., Regulatory Technology, Legal Process Outsourcing, or IP Advisory).
• Eligibility for equity-linked incentives and profit-sharing arrangements tied to SBU success and group-level growth.

Thought Leadership & Ecosystem Visibility:

• The HALS is expected to become a respected voice in legal innovation, governance ethics, and law-for-impact strategies within and beyond ACRC.
• Career trajectory includes opportunities for speaking engagements, published work, and strategic legal influence across multiple sectors.
• This position is both a leadership opportunity and a platform for long-term impact, aligning with ACRC’s brand promise of enhancing lives, creating wealth, and empowering possibilities - through law, structure, and trust.