Jobs at Deloitte

The Senior Manager, Strategic Operations is a critical leadership role designed to multiply the COO’s capacity and drive institutional transformation as the company scales across multiple countries and business lines. Operating directly within the COO's office, the role is responsible for embedding enterprise-wide operating cadence, executing digital transformation milestones, building performance management infrastructure, and ensuring integrated strategic execution across the organisation. It is a structural necessity for the next phase of growth - not discretionary and carries significant influence without direct line authority.

Key Attributes 

• Serve as a trusted execution partner to the Group COO and senior leadership, supporting delivery against key business objectives and company-wide initiatives.
• Coordinate and track progress across major strategic programes (including digital transformation and operational excellence projects), ensuring alignment, timely execution, and measurable results.
• Develop and implement practical frameworks for performance monitoring, operational governance, and project reporting.
• Work cross-functionally with Operations, Trading, Finance, and Retail teams to identify obstacles, support project delivery, and drive solutions that enable effective execution.
• Prepare clear presentations, status updates, and reporting materials for executive decision-making.
• Identify opportunities to improve business processes, support change management, and embed best practices across functions.
• Facilitate collaboration and maintain regular, effective communication between teams and key stakeholders to ensure priorities are met.

Qualifications

• 8–14 years post-qualification, including 3–5 years consulting (top-tier firm strongly preferred), plus 5–7 years in operational roles of increasing scope.
• Led transformation workstreams, managed cross-functional initiatives, and worked in close proximity to senior leadership.
• Structural, system-oriented thinker; designs frameworks for repeatable execution.
• Proven ability to move from consulting to hands-on transformation delivery.
• Capable of managing complexity across multi-country, multi-product environments.
• Resourceful and adaptable in emerging markets; views ambiguity and challenge as opportunity.
• Commands respect through competence, preparation, and reliable follow-through—without relying on positional power.
• Values mandate and trajectory over title; comfortable operating with a “Senior Manager” designation to enable influence and drive impact.

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Successful candidates will be responsible for applying relevant approaches and related tools and methodologies in the design, conduct and management of Cyber engagements while providing leadership and/or support to team members. The candidate would also be involved in business development activities.

Technical Requirements

• Knowledge of various operating systems including but not limited to Windows, Linux/Unix.
• Experience in performing Vulnerability Assessments and Penetration Tests.
• Experience in the deployment and management of Security Operations would be an added advantage.
• Experience in implementing leading security standards and practices (e.g. ISO27001, PCI DSS, ISO 22301) would be an added advantage.
• Understanding of security vulnerabilities in common operating systems, network devices and web applications, including knowledge of remediation procedures.
• Understanding of information systems and networking diagrams.
• Working knowledge of security assessment tools.
• Experience with Security architecture and Cyber strategy and transformation.
• Proficient in the use of MS-office tools i.e. Excel, Word and Power-point.
• Experience in the sales and deployment of Security tools (SIEM, NAC, DAM, WAF, NGFW, UTM etc) would be an added advantage.
• Experience in Business Development, sales and implementation of cybersecurity solutions and services would be an added advantage.
• Understanding of a project management methodology.
• Cognate experience in any of the following areas: vulnerability assessment and penetration testing, implementation of security standards, security operations, network monitoring, incident response, incident investigation email security, security analytics and deployment or management of security tools such as SIEM, NAC, DAM, WAF, NGFW, UTM etc.

Qualifications

• Possess a Bachelor’s degree or Higher National Diploma (B.Sc., B.Eng., B.Tech., HND) in Computer Science, Engineering, Information Technology, Cybersecurity, or related a field with a minimum of Second Class Upper degree/Upper Credit.
• Master’s degree in an information technology/information security-related field would be an added advantage.
• Should have least one of the following certificates: CISSP, CISM, ISO 27001 LA/LI
• Minimum of 6 years’ relevant working experience
• Prior experience in a consulting firm would be an added advantage.

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Group Financial Controller is a critical executive leadership role accountable for enterprise-wide financial assurance, capital management, and risk-based fiscal governance. The incumbent will act as a trusted advisor to the CFO and Senior Executives, fostering financial transparency, control integrity, and compliance with Nigerian and international accounting standards (IFRS). This is a transformational role aimed at driving a forward-looking, agile, and digitally enabled finance function that supports the company’s investment and growth agenda in the energy sector.

Key Responsibilities

• Serve as a key advisor to the CFO and senior leadership on financial strategy, capital allocation, and internal control frameworks.
• Monitor financial trends, emerging economic risks, and tax legislation to ensure the organization is always compliant with FIRS guidelines, oil and gas fiscal regulations, and other applicable financial laws.
• Establish and maintain a comprehensive financial framework, including budgeting policies, treasury monitoring programs, and financial reporting mechanisms.
• Lead the development and enforcement of a strong fiscal discipline and ethics culture across the enterprise to safeguard company assets.
• Collaborate with the Enterprise Risk Management team to ensure robust financial risk assessments are embedded in downstream and midstream trading activities.
• Proactively identify liquidity gaps, emerging financial threats, and areas for cost optimization and operational improvement.
• Develop effective testing, monitoring, and financial control systems to detect and prevent leakages, fraud, or reporting inefficiencies.

Qualifications

• Bachelor’s degree in Accounting, Finance, Economics, or a related quantitative field. An MBA or a relevant Master’s degree (e.g., MSc in Finance or Financial Management) is highly preferred.
• Professional certifications such as ICAN (Institute of Chartered Accountants of Nigeria) or ACCA are mandatory. Additional certifications like CFA, CITN, or CMA are strongly required.
• Minimum of 12–15 years of progressive experience in financial management, treasury, and corporate accounting, with at least 5 years in a senior leadership capacity—specifically within the oil and gas downstream or midstream sectors.
• Deep knowledge of the Nigerian financial and regulatory environment, including IFRS reporting standards, FIRS tax regulations, Central Bank of Nigeria (CBN) foreign exchange guidelines, and the Petroleum Industry Act (PIA).
• Strong experience in capital raising, working capital management, trade finance (Letters of Credit), and managing complex financial audits within a high-volume trading environment.

Leadership Attributes

• Strategic and critical thinker with deep business insight into market volatility, margin optimization, and the financial complexities of the energy industry.
• High ethical standards and a proven track record in organizational trust-building and maintaining rigorous internal controls.
• Exceptional communication, presentation, and stakeholder management skills, with the ability to manage relationships with banks, regulators, and the Board.
• Ability to lead change and drive enterprise-wide culture shifts toward fiscal discipline, cost reduction, and financial transparency.
• Digitally aware, with a strong understanding of systems-based controls, ERP systems (such as SAP, Oracle, or Microsoft Dynamics), and advanced financial modeling tools.

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The Head, Talent and Performance is a critical executive leadership role accountable for enterprise-wide talent strategy, organizational development, and people-based governance. The incumbent will act as a trusted advisor to the CEO and senior leadership, fostering a high-performance culture, talent integrity, and alignment with Nigerian labor laws and international best practices. This is a transformational role aimed at driving a forward-looking, agile, and digitally enabled HR function that supports the company’s innovation and growth agenda within the energy sector.

Key Responsibilities

Talent Acquisition & Selection

• Oversee the full recruitment process for all senior and critical roles, ensuring every new hire raises the overall capability of the team.
• Develop and maintain relationships with recruitment partners, universities, and industry networks to source high-calibre candidates, both locally and internationally.
• Implement structured interview and assessment processes to ensure fair and rigorous selection.

Performance Management

• Design and run the annual performance review cycle, including setting clear objectives, regular feedback, and fair performance ratings.
• Train managers on how to give effective feedback and manage underperformance.
• Ensure that high performers are recognised and rewarded, and that underperformance is addressed quickly and professionally.

Compensation & Benefits

• Review and update compensation structures to ensure they are competitive and aligned with company values.
• Work with Finance to benchmark salaries and benefits against relevant markets.
• Ensure pay and reward decisions are transparent and based on performance.

Succession Planning & Leadership Development

• Identify key roles and high-potential employees, and create development plans to prepare them for future leadership positions.
• Organise mentoring, coaching, and job rotation opportunities for emerging leaders.
• Maintain up-to-date succession plans for all senior and business-critical positions.

Workforce Planning

• Work with business leaders to forecast staffing needs based on business plans and market changes.
• Monitor headcount, staff costs, and productivity metrics to ensure the organisation is efficient and fit for purpose.

Employee Engagement & Retention

• Run regular engagement surveys and focus groups to understand what motivates and frustrates employees.
• Develop targeted retention strategies for top performers, such as career development opportunities, recognition programmes, and flexible working arrangements.
• Address issues that cause unnecessary bureaucracy or slow down decision-making.

Data & Reporting

• Build simple dashboards and reports for the CEO and Board, showing key people metrics such as turnover, performance distribution, and time-to-fill vacancies.
• Use data to spot trends, risks, and opportunities in the workforce.

Culture & Ways of Working

• Promote a culture of accountability, openness, and continuous improvement.
• Ensure company values are reflected in everyday behaviours, not just in policies.
• Challenge and support leaders to maintain high standards and address issues directly.

Compliance & Risk

• Ensure all people practices comply with local labour laws and international standards.
• Identify and manage people-related risks, such as key person dependency or skills gaps.

Qualifications

• Bachelor’s degree in Human Resources Management, Business Administration, Psychology, Law, or a related field. An MBA or a relevant Master’s degree (e.g., MSc in Strategic HR) is highly preferred.
• Professional certifications such as CIPM (Chartered Institute of Personnel Management of Nigeria) are mandatory. Additional international certifications like SPHRi, SHRM-SCP, or CIPD are strongly required.
• Minimum of 12–15 years of progressive experience in Human Resources management, with at least 5 years in a senior leadership capacity—preferably within the oil and gas, energy, or large-scale industrial sectors.
• Deep knowledge of the Nigerian labor and regulatory environment, including the Nigerian Labor Act, Petroleum Industry Act (PIA) 2021 provisions regarding human capital, and NUPRC/NMDPRA guidelines for personnel in the energy sector.
• Strong experience in strategic workforce planning, collective bargaining/industrial relations, organizational design, and high-level talent acquisition.

Leadership Attributes

• Strategic and critical thinker with deep business insight into the energy value chain and the future of work in a transitioning industry.
• High ethical standards and a proven track record in building organizational trust and fostering an inclusive workplace.
• Exceptional communication, presentation, and stakeholder management skills, with the ability to influence at the Board and Executive levels.
• Ability to lead change and drive enterprise-wide culture shifts toward higher productivity and agility.
• Digitally aware, with a strong understanding of Human Resources Information Systems (HRIS), people analytics, and automated payroll/performance platforms.