Pay-Harmonisation and Payroll-Confidence Leader

The mandate

Three acquired field-service companies pay technicians through different base grades, call-out allowances, travel rules, attendance bonuses and equipment deductions. The first consolidated payroll omitted some overtime and applied deductions without traceable employee consent, prompting depot protests and customer maintenance delays. The integration reward director was removed after aggregate reconciliation was presented as proof of accurate individual pay.

The interim must take onsite Lagos control within seven days and lead fifteen months through payment correction, evidence-based harmonisation and three trusted payroll cycles. Search for a permanent integration reward leader begins after employee-level pay reconciles and transition principles are approved, expected in month eight. The successor will lead one payroll cycle and one field-workforce pay forum during six weeks of overlap.

Handover requires a verified employee and pay-element population, entitlement and deduction evidence, time and call-out interfaces, correction and complaint cases, harmonisation principles, protected treatments, cost and employee impact, payroll controls and manager communication. Three cycles must meet person-level tolerance. The successor inherits disputed cases, local promises, vendor defects, unharmonised elements, union questions and transition commitments.

The interim may pause unsupported deductions, authorise validated correction, require manager attestation, direct reward and payroll resources and commit up to NGN 18 billion within approved remediation and transition funding. Collective terms, individual discipline, legal interpretation, base-pay changes above policy, vendor replacement and organisation redesign require authorised leaders. Field operations retain service scheduling and safety authority.

Payroll fraud investigation, accounting-ledger transformation, customer contract decisions, network operations and workforce design beyond acquired field services remain outside scope. The seat owns employee pay evidence, correction, harmonisation governance, complaint resolution, manager capability, payroll confidence and succession. It cannot restore trust through unexplained lump sums or fund harmonisation by concealing adverse employee impact.

Why this seat is open

A failed consolidated payroll and inaccurate aggregate assurance triggered workforce protest and leadership removal. Acquired teams defend different promises while field technicians need understandable individual outcomes. Temporary reward authority can correct pay, agree transition and prove three live cycles before permanent leadership inherits the function.

What you will own

• Reconcile employees, grades, pay elements, time, call-outs, travel, overtime, bonuses, deductions and paid outcomes.
• Build individual entitlement and correction files with source, approval, calculation, communication and complaint status.
• Stop unsupported deductions and govern valid equipment, advance or benefit recovery through documented employee evidence.
• Compare acquired pay systems by job value, working conditions, skill, location, promise and collective dependency.
• Design converge, protect, freeze, buy-out and phase options with employee, union, payroll and cost consequences.
• Run three payroll cycles with person-level validation, transparent statements, complaint service levels and defect prevention.
• Transfer pay maps, correction cases, harmonisation decisions, controls and trained reward leadership to the successor.

Candidate qualifications

• Held executive reward authority through acquisition pay harmonisation and payroll-confidence recovery in distributed operations.
• Reconciled individual pay across base, overtime, call-out, travel, bonus, deduction and acquired promise evidence.
• Corrected underpayment and unsupported deductions without replacing due process with unexplained lump sums.
• Designed transition options that balanced job value, working conditions, employee protection and operational affordability.
• Worked with unions, field leaders, payroll vendors and employee relations under active workforce protest.
• Handed permanent leadership accurate, trusted pay governance after multiple live payroll and employee-complaint cycles.

Non-negotiables

• Can begin onsite in Lagos within seven days and travel monthly to depots and acquired workforce forums.
• Will accept exclusive executive accountability for employee pay evidence, correction and confidence escalation.
• Brings post-acquisition pay harmonisation through live payroll recovery; policy design alone is insufficient.
• Must disclose acquired employers, unions, payroll vendors, field contractors, advisers and employee representatives.

1. 49 words maximum. Describe a payroll whose aggregate totals reconciled while individual employees remained wrong.
2. 49 words maximum. Which evidence must exist before equipment or advance deductions continue?
3. 49 words maximum. State your Lagos availability and the largest acquired pay harmonisation you led.