Migrant-Recruitment Fee Remedy Leader

The mandate

Worker interviews and a customer audit indicate that some employees paid origin-country brokers for jobs advertised as fee-free, surrendered passports to dormitory agents and received terms differing from translated offers. Supplier invoices do not reveal sub-agent economics, and workers fear that raising claims could affect overtime, renewal or repatriation. The responsible-sourcing director left after the findings escalated. The company needs an executive with authority to protect workers, verify remedy and rebuild recruitment before customer deadlines and permit renewals overtake the facts.

In the first twenty-five days, the leader must establish safe reporting, prohibit retaliation, map all recruiters and sub-agents and preserve contracts, receipts, messages, payroll deductions and passport-access evidence. By day sixty, affected cohorts require a transparent eligibility method covering direct fees, deposits, travel, medical, training and informal debt, with uncertain evidence handled consistently. The first ninety-day window must begin verified reimbursement and suspend unsafe recruitment routes without stranding workers or creating unlawful immigration consequences.

Decision rights include pausing recruiter use, approving worker protection within policy, validating remedy cases, directing supplier evidence and withholding new labour orders where material breaches remain open. The interim may require passport return, independent interpretation and direct worker communication. Employment termination, immigration adjudication, criminal referral, supplier contract cancellation beyond delegated thresholds, customer disclosure and legal findings remain with authorised management, counsel and authorities.

The programme must transfer from crisis response into ordinary workforce governance. The leader will appoint or develop a permanent ethical-recruitment head, establish origin-to-factory chain-of-custody controls and observe the successor run two recruitment cohorts plus a worker-remedy review. Handover will include unresolved claims, broker ownership, repayment evidence, retaliation checks, dormitory findings, immigration dependencies and customer commitments, with worker-accessible routes remaining open after the assignment.

The remit excludes immigration or criminal advice, coercive worker interviewing, promises of visa renewal, discipline without due process, recovery from worker wages and disclosure of identities beyond authorised protection channels. The leader cannot make reimbursement contingent on waivers, silence or continued employment. Counsel, worker representatives, immigration authorities, law enforcement and independent auditors preserve their respective mandates.

Why this seat is open

The departure left procurement, HR and factory teams each managing fragments of a worker-remedy problem with direct safety and customer consequences. Ordinary supplier audits cannot decide individual redress or protect claimants from line-management pressure. A temporary executive can use bounded authority to stop unsafe channels, deliver evidence-based remedy and hand a tested recruitment system to permanent leadership.

What you will own

• Map recruiters, sub-agents, medical centres, travel providers, dormitory operators and payment flows from origin community to factory.
• Establish confidential reporting, independent interpretation, evidence preservation, passport access and retaliation monitoring for affected workers.
• Define remedy eligibility across fees, deposits, travel, medical, training, loans and undocumented payments with consistent uncertainty rules.
• Approve and reconcile reimbursement through worker-confirmed receipt, currency treatment, payroll separation and non-waiver protections.
• Suspend unsafe channels and set recruiter re-entry evidence covering contracts, sub-agent control, worker interviews and fee economics.
• Report cohort progress, unresolved harm, immigration dependencies, supplier accountability and customer commitments to the board.
• Transfer recruitment controls, remedy registers, worker channels, escalation thresholds and two observed cohorts to the successor.

Candidate qualifications

• Has led migrant-worker recruitment-fee remediation in electronics, manufacturing, construction or another labour-intensive supply chain.
• Understands origin-country agents, sub-agent debt, contract substitution, passport access, dormitories, permits and worker vulnerability.
• Can assess claims where receipts are absent while preserving consistency, fairness, privacy and non-retaliation.
• Has executed worker reimbursement at scale and verified receipt without waivers, payroll deductions or coercive conditions.
• Brings credible engagement with workers, unions, customer auditors, suppliers, counsel and origin-country stakeholders.
• Has handed ethical recruitment into permanent operations after testing new cohorts from advertisement through arrival.

Non-negotiables

• Can work onsite and travel weekly to factories plus quarterly to origin-country recruitment corridors.
• Brings direct worker-remedy authority; social-audit programme management without individual redress is insufficient.
• Will not expose complainants, condition repayment on silence or tolerate passport retention and retaliation.
• Has no undisclosed economic relationship with recruiters, dormitory operators, audit firms, suppliers or labour brokers.

1. 49 words maximum. How would you assess a recruitment-fee claim when the worker has no receipt?
2. 49 words maximum. Which protection must precede direct interviews with workers recruited through the implicated broker?
3. 49 words maximum. What must a new recruitment cohort prove before a suspended agent can return?