Project-Labour Classification Recovery Leader — Renewable Development

The mandate

An acquisition combined construction portfolios that engage salaried specialists, fixed-term crews, agency workers, named consultants, sole traders and subcontractor teams through incompatible routes. Site badges, purchase orders, timesheets, payroll and vendor invoices identify different populations, while several individuals have worked under client direction far beyond their original statement of work. A regulator requested worker-level evidence after an agency collapse, and the workforce-governance director resigned during the response.

The interim must join Paris within two weeks and lead for fourteen months through population reconstruction, urgent remedy, sourcing-control redesign and two project mobilisation cycles. Permanent recruitment begins after high-risk cohorts have named owners and one controlled demobilisation is complete, expected in month eight. The successor will lead a new-country mobilisation and an agency-failure case during six weeks of observed overlap.

Handover requires a verified worker census linking person, legal entity, supplier, contract, supervision, location, hours, access, pay channel, insurance, training and end date; counsel-confirmed classification routes; documented exception and conversion decisions; supplier controls; three reconciled pay cycles; and site playbooks. The successor must resolve an unseen substitution, prolonged engagement and unpaid-worker scenario without the outgoing leader's private judgement.

The interim may block site access or onboarding where identity, engagement or pay evidence is absent; freeze unsupported extensions; require project and procurement owners to reconstruct files; approve remediation and employee conversion within delegation; and redirect EUR 19 million of authorised recovery funding. Counsel determines legal status, Tax determines tax treatment and executives approve workforce-model or supplier termination decisions beyond delegated thresholds.

Collective bargaining, litigation strategy, tax opinions, immigration representation, construction sequencing and wholesale procurement-system replacement remain outside scope. The seat owns factual population control, route discipline, worker-protection escalation, supplier accountability, operating remediation, team capability and succession. It cannot improve classification metrics by relabelling work, removing people from the census or moving direct supervision behind an intermediary contract.

Why this seat is open

Projects optimise for mobilisation speed, Procurement sees supplier agreements, HR sees employees and Accounts Payable sees invoices, but no owner reconciles the person performing work to the engagement reality. The agency failure exposed worker harm and regulatory risk. Temporary authority can recover facts through live mobilisations and transfer a tested labour-control system to permanent leadership.

What you will own

• Reconcile every employee, agency worker, consultant, sole trader and subcontracted individual across access, contract, time and payment records.
• Document actual direction, substitution, integration, duration, equipment, economic dependence and delivery evidence for counsel-owned classification review.
• Triage unpaid, uninsured, unsafe, undocumented, over-extended and incorrectly channelled workers without assuming legal conclusions.
• Establish approval, onboarding, extension, supervision, time capture, invoice, conversion, demobilisation and evidence-retention controls.
• Hold labour suppliers and project sponsors to worker-level completeness, pay confirmation, escalation and permitted-substitution obligations.
• Run agency failure, prolonged engagement, disguised substitution, site transfer and disputed-pay scenarios with named decision owners.
• Transfer the census, route rules, case history, supplier controls, project playbooks and unseen mobilisation case to the successor.

Candidate qualifications

• Held executive workforce-governance authority across project employees, agencies, consultants and subcontractor labour in several jurisdictions.
• Reconstructed person-level populations after acquisition, vendor failure or fragmented procurement and site-access records.
• Translated actual working practices into evidence for qualified employment and tax specialists without issuing their conclusions.
• Remedied pay-channel, insurance, supervision, extension and worker-protection failures while maintaining critical project continuity.
• Aligned Project Operations, HR, Procurement, Payroll, Payables, HSE, site security, suppliers and counsel around clear decisions.
• Handed permanent leadership a controlled labour system after live mobilisation, demobilisation and unfamiliar agency-failure scenarios.

Non-negotiables

• Can begin onsite in Paris within two weeks and travel monthly to construction sites and contractor hubs.
• Will accept executive accountability for worker census integrity, route-control operation and urgent protection escalation.
• Brings worker-level classification recovery across project labour models; procurement policy or legal theory alone is insufficient.
• Must disclose labour agencies, subcontractors, professional firms, unions, acquired employers and relevant advisory relationships.

1. 49 words maximum. Describe a project-worker population you recovered when contracts and working reality materially diverged.
2. 49 words maximum. When would you block site access despite a critical mobilisation deadline?
3. 49 words maximum. State your Paris availability and the largest mixed labour population you directly stabilised.