Job Roles at Aldelia Limited

• The Head Management Technology System Unit (HMTSU) will lead the organisation’s IT infrastructure, cybersecurity, enterprise business applications, network services, user support, digital transformation and innovation programs. This senior leadership role defines strategy, ensures resilient and secure operations, drives adoption of modern enterprise technologies, and partners with business leaders to deliver measurable value from strategic digital initiatives.

Key Responsibilities:

Strategy and Leadership

• Develop and maintain a 3–5 year technology strategy and roadmap aligned to business objectives and regulatory requirements.
• Translate strategy into annual plans, prioritized initiatives, milestones and budgets.
• Chair technology steering committees and provide regular briefings to the executive team on risks, investments and outcomes.
• Sponsor cross-functional programs and act as senior escalation point for major incidents and strategic decisions.

Infrastructure Management

• Design and oversee deployment of server, storage, virtualization and container platforms across on-premises and cloud environments.
• Define and enforce infrastructure architecture standards, capacity planning and lifecycle replacement policies.
• Manage data centre operations, backup and restore strategies, replication, disaster recovery planning and execution.
• Implement monitoring, logging and observability for key infrastructure components and tune for performance and cost efficiency.
• Coordinate patch management, configuration drift prevention and change control for infrastructure components.

Cybersecurity and Risk Management

• Develop and maintain enterprise security strategy, information security policy and security governance processes.
• Lead threat and vulnerability management including periodic scans, pen testing cadence, remediation tracking and risk acceptance.
• Implement identity and access management programs: privileged access controls, MFA rollout, least-privilege role modelling and attestation processes.
• Coordinate security awareness training, phishing simulations and staff role-based security education.
• Ensure compliance with data protection laws, industry standards and audit requirements and manage third-party security assessments.

Enterprise Business Applications

• Own roadmap for ERP, CRM, HRIS, finance systems, document management, collaboration platforms and analytics solutions.
• Manage application lifecycle: requirements gathering, vendor selection, implementation, integration, testing, rollout, and maintenance.
• Define integration architecture, APIs and data flows between applications and data platforms; ensure data quality and master data governance.
• Partner with business owners to prioritise enhancements, run user acceptance testing and measure business outcomes.
• Establish application support models, SLAs, patch and upgrade policies and release management procedures.

Network and Connectivity

• Architect and manage resilient LAN, WAN, Wi-Fi, VPN, and internet breakout strategies to meet availability and performance targets.
• Oversee telecommunications vendors, circuits, bandwidth provisioning and redundancy planning.
• Implement network security controls, segmentation, access controls and monitoring to reduce lateral movement risk.
• Conduct network performance monitoring, capacity forecasting and optimisation to support business demand.

Service Delivery and User Support

• Operate an IT service management framework (ITIL-based) with clearly defined incident, problem, change and configuration management processes.
• Maintain a tiered service desk with documented SLAs, escalation paths and knowledgebase; monitor KPIs and continuous improvement actions.
• Manage asset lifecycle: procurement, inventory, configuration, licensing compliance and secure disposal.
• Lead end-user enablement programs: onboarding, training, adoption campaigns and role-based documentation.
• Coordinate field support and vendor onsite services for hardware repairs and specialist interventions.

Digital Transformation and Innovation

• Identify and sponsor digital initiatives that deliver measurable business value such as process automation, customer experience improvements and new digital channels.
• Build and operate innovation pipelines: proof of concept, pilot, scale, and retire lifecycle with clear success metrics.
• Promote low-code, RPA and API-first strategies to accelerate delivery and reduce custom development overhead.
• Evaluate emerging technologies (AI/ML, edge computing, advanced analytics) for pilot and scaling opportunities.
• Foster partnerships with product, operations and business units to embed digital thinking and change management discipline.

Vendor and Budget Management

• Develop and manage vendor selection processes, RFPs, SLA negotiation, performance reviews and contract renewals.
• Track IT spend across CAPEX and OPEX; implement cost control measures and optimisation initiatives such as cloud rightsizing and vendor consolidation.
• Establish procurement and vendor risk assessment processes including security, business continuity and SLA compliance checks.
• Negotiate commercial terms, service credits and support packages to protect the organisation’s interests.

Governance Policies and Compliance

• Define IT governance framework including architecture review boards, change advisory boards and data governance council.
• Create and maintain policies for acceptable use, data classification, retention, encryption, and privacy
• Ensure controls and documentation for regulatory compliance and audit readiness; coordinate internal and external audits and remedial actions.
• Maintain configuration and architecture documentation, runbooks and standard operating procedures.

Performance Measurement and Continuous Improvement

• Define and report KPIs and dashboards for availability, security posture, service performance, project delivery and user satisfaction.
• Run post-incident and post-implementation reviews to capture lessons learned and feed corrective actions into processes.
• Lead continuous improvement initiatives such as automation of manual tasks, infrastructure-as-code adoption and DevOps practices for application teams.
• Set and monitor team OKRs, professional development plans and succession readiness.

Change Management and Stakeholder Engagement

• Drive stakeholder engagement plans that include communication, training and governance for large IT changes.
• Manage resistance and adoption through structured change management activities and business sponsor alignment.
• Act as the principal liaison between technology and business units to prioritise investments and align expectations.

Crisis Management and Business Continuity

• Maintain and test business continuity and disaster recovery plans; lead crisis response during major outages and coordinate enterprise communications.
• Develop incident command structures, clear escalation matrices and third-party contingency plans.

Reporting and Documentation

• Produce executive reports, risk registers, project status summaries and budget forecasts for executive leadership.
• Ensure comprehensive operational documentation, runbooks and knowledge transfer processes to reduce single points of failure.

Qualifications & Skill

• Bachelor’s degree in Computer Science, Information Systems, Engineering or related field; Master’s degree or MBA preferred.
• Minimum 15 years of progressive IT leadership experience with at least 5 years in a senior management role responsible for multi-domain IT operations and strategy.
• Relevant certifications such as CISSP, CISM, CISA, ITIL, PMP, TOGAF, AWS/Azure/GCP certifications are strongly desired.
• Deep knowledge across infrastructure, cloud architectures, cybersecurity, enterprise applications, networking and ITSM.
• Able to translate business goals into scalable technology roadmaps and measurable outcomes.
• Proven track record in delivering high-availability services, incident management and continuous improvement.
• Experience driving organisation-wide digital transformations and securing stakeholder buy-in.
• Strong negotiation skills and experience managing large vendor portfolios and complex contracts.
• Budgeting, TCO analysis and cost optimisation expertise.
• Strong communicator able to present technical concepts to executives and non-technical stakeholders.
• Talent development, succession planning and building collaborative teams across locations.
• Strong grasp of regulatory requirements, audit readiness and data protection best practices.

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Job Overview:

• The Head, Human Resources – Construction is an executive HR leader responsible for overseeing the full spectrum of HR functions within Rhema Project BCEGI Limited’s. The role ensures effective management of site-based and office staff, artisans, and contracted workers while aligning HR practices with project delivery requirements.
• A key part of the role is driving strategic workforce planning tailored to the unique phases of construction projects, ensuring that the right skills and manpower are available when needed. The position also oversees artisan and skilled labour recruitment and retention, while strengthening performance management systems to improve site-based productivity and efficiency. In addition, the Head of HR is responsible for maintaining strong labour and union relations, administering welfare initiatives, and safeguarding employee engagement across project sites.
• The role further ensures strict compliance with labour laws, safety requirements, and regulatory standards while embedding best practices in HR operations. Ultimately, the position guarantees that HR practices directly support project delivery, workforce stability, and long-term business growth, while fostering a compliant, safe, and highly productive workplace culture.

Job Roles and Responsibilities:

Strategic HR Leadership

• Align HR strategies with the construction business mission and project delivery goals.
• Lead HR planning and execution across construction sites while ensuring compliance with corporate HR policies.
• Provide workforce insights and HR analytics to guide leadership decisions.

Workforce & Talent Management

• Develop manpower plans aligned with construction project timelines.
• Oversee recruitment, onboarding, deployment, and exit of artisans, engineers, and project-based staff.
• Partner with Project Managers to ensure adequate staffing at each phase of construction.
• Create structured career pathways for artisans and technical staff to improve retention.

Performance Management & Development

• Cascade H2 OKRs to construction teams and ensure appraisals are goal-driven.
• Implement project-based scorecards linking individual performance to site productivity.
• Conduct skills gap analyses and coordinate artisan/technician trade tests, certifications, and training.
• Champion a high-performance culture with recognition and productivity-linked reward systems.

Employee Relations & Welfare

• Serve as the primary liaison for artisan/staff grievances, ensuring resolution within agreed timelines.
• Foster constructive relations with unions, contractors, and artisan associations to prevent disputes.
• Design and monitor welfare initiatives (housing, feeding, medicals, safety allowances).

Compliance & Risk Management

• Ensure compliance with Nigerian labour laws, site-specific regulations, and statutory requirements (NSITF, ITF, PENCOM, tax laws).
• Maintain accurate employee records for site staff and contractors.
• Partner with HSE to enforce safety standards, linking compliance to HR performance metrics.
• Mitigate HR-related risks, including contractor disputes, industrial actions, and site safety concerns.

Organizational Development & Change Management

• Lead HR-driven organizational development initiatives to strengthen site culture.
• Support change management across projects by facilitating communication and workforce alignment.
• Build Rhema Project BCEGI’s employer brand in the construction industry as a preferred employer.

Reporting & Stakeholder Engagement

• Provide timely HR reports on manpower utilization, absenteeism, turnover, and labour costs.
• Partner with Finance and C&B specialists to monitor project labour budgets.
• Advise construction leadership on workforce risks and recommend interventions.

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Job Overview

• The Head, Human Resources Automotive directs and end‑to‑end HR strategy and operations for the automotive business group, building a commercially focused, high‑performance people organisation that directly enables revenue growth, network expansion and operational excellence.
•  This role designs and delivers workforce planning, talent attraction, technical skilling and leadership pipelines tailored for manufacturing, aftersales and dealership channels, while owning total reward, performance management and succession for critical roles.
• The role ensures full regulatory and labour compliance across jurisdictions, embeds a consistent safety and quality culture across plants and dealer networks, and provides strategic people counsel to the executive team to align people decisions with business imperatives.

Job Responsibilities

Strategic HR Leadership

• Align HR strategies with the Automotive business mission and project delivery goals.
• Lead HR planning and execution across the business while ensuring compliance with corporate HR policies.
• Provide workforce insights and HR analytics to guide leadership decisions.

Workforce & Talent Management

• Create and execute a proactive talent acquisition strategy for assembly, technical, service, sales and corporate functions; reduce time to hire and secure technical skill pipelines.
• Build employer brand and campus/industry partnerships to secure entry talent and specialist automotive skills.
• Implement robust onboarding and assimilation programmes to accelerate new hire productivity.

Performance Management & Development

• Design and run a performance management framework linking objectives to commercial metrics, dealer KPIs and individual incentives.
• Build competitive total reward strategies including base pay, sales incentives, fleet/fleet-partner remuneration, benefits and mobility schemes.
• Oversee commission schemes and ensure accurate, timely payout governance and dispute resolution.

Learning, Competency and Technical Development

• Establish capability frameworks for sales, aftersales, technicians, and service technicians; develop training curricula, certification and accreditation pathways.
• Partner with operations to deploy apprenticeship, technician upskilling and OEM‑certified programmes to close technical skill gaps.
• Implement leadership development and cross‑functional mobility programmes to increase internal promotion rates.

Employee Relations, Compliance and Safety Culture

• Ensure employment law, labour relations, union negotiations and statutory requirements are met across all jurisdictions.
• Lead employee relations strategy, grievance and disciplinary processes and ensure fair, consistent application.
• Drive a safety and quality culture across manufacturing and dealership operations, integrating HSE metrics into HR KPIs.

HR Operations, HRIS and Analytics

• Own HRIS roadmap and data integrity to provide real time workforce analytics, headcount, cost of hire, turnover, skills gap and productivity dashboards.
• Deliver reliable payroll and benefits operations through vendor governance and internal controls.
• Implement workforce planning tools and scenario modelling to support production and seasonal demand

Dealer Network People Enablement

• Partner with commercial leadership to define dealer staffing models, competency standards and dealer manager development programmes.
• Implement dealer assessment, certification and onboarding of dealer staff to ensure consistent customer experience.
• Provide HR business partnering to support dealer performance improvement, restructures and incentive alignment.

Culture, Inclusion and Employee Experience

• Define and embed desired cultural behaviours aligned to brand values, customer service excellence and commercial accountability.
• Lead diversity, equity and inclusion initiatives that target gender, technical-skill and regional representation across the business.
• Improve employee engagement and retention through targeted interventions, recognition programmes and career frameworks.

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• The Training Optimization Manager implements, and continuously improves end-to-end training systems to maximize learning effectiveness, business impact, and operational efficiency across multiple functions. Owns measurement, optimization, and scaling of learning programs, learning technologies, and training operations to ensure consistent competency, faster time-to-performance, improved safety and quality, and measurable commercial outcomes.

ROLES AND RESPONSIBILITIES 

Strategy and Planning

• Develop a 12-month training optimization roadmap aligned to corporate priorities and business-unit OKRs.
• Prioritize training investments using cost-benefit frameworks and impact scoring.
• Define policy for training lifecycle, certification validity periods, and targeted refresh cycles.
• Execute a continual optimization roadmap for all training programs focused on outcomes, scalability, and cost-efficiency.

Needs Analysis and Curriculum Optimization

• Perform recurring competency mapping and gap analysis using task audits, production metrics, manager interviews, and frontline observations.
• Consolidate redundant curricula across subsidiaries and create standardized core modules for shared roles.
• Translate competency maps into prioritized learning paths with clear exit criteria and assessments.

Program Design and Delivery Optimization

• Re-engineer high-volume instructor-led courses into blended or self-paced formats while preserving hands-on assessment rigor.
• Design modular microlearning sequences for just-in-time skill refreshes and SOP updates.
• Establish practical skills assessment protocols, simulation-based checks, and manager sign-off workflows.

Measurement, Reporting, and Analytics

• Build and maintain a learning measurement framework and analytics capability that connects training outputs to operational and commercial OKRs.
• Build and maintain a dashboard showing completion, pass rates, time-to-competency, transfer-of-training, cost-per-competent-employee, and safety/quality impact.
• Run quarterly impact evaluations using pre/post testing, 30/90-day application surveys, and OKR correlation analyses.

Systems, Automation, and Integrations

• Configure and optimize the LMS for automated enrolment, learning paths, routing, badges/certificates, and recertification triggers.
• Implement learning data pipelines to integrate training outcomes with HRIS, production systems, CRM, and quality logs.
• Automate routine operations: scheduling, reminders, assessment scoring, and compliance reporting.

Trainer and Operations Enablement

• Create and run a Train-the-Trainer curriculum and certify internal trainers; maintain trainer performance scorecards.
• Build a training operations playbook covering scheduling, room setup, toolkits, materials, evaluation flows, and escalation paths.
• Implement SLA and KPI governance for training operations and vendor performance.

Continuous Improvement and Cost Management

• Apply A/B testing or pilot-and-rollout approaches for new learning modalities and measure lift.
• Identify cost-saving opportunities: content reuse, vendor consolidation, digital conversions, and automation.
• Run quarterly retrospectives with stakeholders to refine curricula, formats, and scheduling.

Compliance and Risk Management

• Maintain records for mandatory safety and statutory trainings; ensure 100% audit readiness.
• Work with Safety, Legal, and Quality teams to update training when regulations, standards, or models change.

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About this offer

Onboarding and Offboarding

• Develop and maintain onboarding workflow and starter packs; coordinate IT, facilities and line-manager tasks to ensure new hire readiness.
• Conduct welcome induction, role-specific briefings and initial probation monitoring, capture feedback for improvement.
• Manage structured offboarding such as exit interviews, knowledge transfer, access revocation and final settlements.

HR Administration and HRIS Management

• Maintain employee master data and run daily/weekly reconciliation with payroll and finance.
• Process contracts, amendments, secondments, promotions and status changes with audit trail and approvals.
• Configure and maintain HRIS workflows, access controls and reporting, delivering periodical data quality drives and reconciliations.

Payroll and Benefits Coordination

• Validate payroll inputs, manage exception queues and coordinate monthly payroll sign-off with payroll provider.
• Administer benefits enrolments, claims processing and life‑event updates, maintain vendor SLAs and service credits.
• Run statutory reporting and support tax/deduction reconciliations with finance.

Employee Case Management and Service Delivery

• Operate case/ticketing system, triage inquiries, assign ownership, escalate policy/legal issues and close within SLA.
• Build and maintain an Employee Services knowledge base and self‑service resources.
• Produce regular service metrics and manage backlog reduction initiatives.

Records, Compliance and Governance

• Maintain personnel file standards and records retention in line with legal requirements and internal policy.
• Ensure data protection controls for HR records and support audit requests with accurate evidence packs.
• Implement SOPs, delegations and control checks for sensitive transactions.

Vendor and Stakeholder Management

• Manage relationships with HRIS software provider, background-check providers and other HR suppliers.
• Coordinate with HRBPs, Talent Acquisition, IT, Finance and Facilities to deliver cross-functional HR services.
• Negotiate service levels, review KPIs and run quarterly vendor performance reviews.

Continuous Improvement and Automation

• Identify repetitive tasks for automation; design and implement process improvements to reduce cycle times and error rates.
• Lead periodic root-cause analysis on recurring payroll or data issues and implement corrective actions.
• Deliver training for HR admins and business users on HRIS features and process changes.

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Job Description

Strategic Sourcing and Talent Pipeline Development

• Build and maintain segmented talent pools for technicians, project managers, vehicle assemblers, plant operators, agronomists, sales and dealer managers; proactively engage passive talent through targeted campaigns and talent CRM nurture sequences.
• Establish and manage campus, trade school and apprenticeship partnerships; sponsor bootcamps, hackathons and technical competitions to attract specialist pipelines.
• Run market mapping and competitor poaching initiatives for senior and niche technical roles to shorten search timelines.

End-to-End Recruitment Operations and Selection Excellence

• Standardize requisition intake, role profiles, competency matrices and interview scorecards across business units; enforce structured interview training for hiring managers to reduce bias.
• Design and operate practical assessment centres, trade tests and on site simulation exercises that reflect real job demands and predict first 90 day performance.
• Manage offer negotiation, background checks and on boarding handover with Employee Services to ensure a seamless candidate experience and rapid time to productivity.

Volume Hiring and Seasonal Capacity Planning

• Deliver scalable contingent and permanent hiring models for peak construction seasons, assembly ramp ups and harvest cycles.
• Coordinate multi site recruitment campaigns, on site assessments and mass onboarding events.
• Design fast track hiring workflows for urgent plant or dealer hires with SLAs.

Employer Brand and Candidate Experience

• Create differentiated employer value propositions for each vertical and run multi channel campaigns (social, trade publications, dealer networks) to enhance attractiveness in technical markets.
• Measure and continuously improve candidate experience and process feedback loops, closing out critical pain points within defined SLAs.
• Leverage employee referral programmes and alumni networks to increase quality, reduce cost per hire and accelerate hiring velocity.

Metrics, Analytics and Continuous Improvement

• Maintain recruitment metrics dashboards (time to fill, quality of hire, cost per hire, source effectiveness).
• Run continuous improvement initiatives, reduce bias, improve selection fairness, and optimise recruitment funnel conversion.
• Manage vendor panel, negotiate agency SLAs and ensure value for money.

Governance, Compliance and Data Management

• Ensure hiring compliance with labour laws, work permits, background screening and diversity targets.
• Maintain candidate data privacy and ATS hygiene; own CV bank and talent CRM governance.
• Deliver regular candidate experience surveys and implement feedback loops.

Stakeholder Partnership and Capability Building

• Act as a trusted advisor to business unit leaders on workforce strategy, role design and market pay benchmarking; partner with L&D to convert recruitment funnels into development cohorts.
• Train hiring managers on competency based hiring, inclusive interviewing and calibration to improve selection outcomes.
• Run quarterly recruitment reviews with HR leadership and business heads to align priorities, reprioritise critical pipelines and allocate resources.