Labour-Broker and Wage-Protection Recovery Leader

The mandate

Client sites use directly employed staff, licensed manpower providers and subcontractors whose workers sometimes move between employers or projects before records catch up. Wage-protection files reject identities and bank details, attendance is disputed across client systems, and some intermediaries appear in operations without a current approved contract or licence record. Workers report delayed wages during transfer and unclear responsibility for final settlement. The labour-supply director was removed after a client audit, leaving an urgent executive accountability gap.

The first twenty-five days require a worker-and-provider census covering legal employer, broker, client site, contract, licence evidence, identity, bank instruction, attendance, wage, deduction, transfer, permit and grievance. By day sixty, every rejected or unpaid wage needs a traceable cause and protected resolution route, while all active intermediaries require verified contractual authority. The ninety-day window must remove unauthorised channels and clear priority wage failures without abruptly displacing workers or losing lawful status.

Decision rights include suspending new assignments through unverified providers, directing wage-file correction, approving verified arrears within policy, assigning site evidence and escalating client obstruction. The interim may stop deductions lacking documented basis and require direct worker communication. Licence adjudication, immigration status, contract termination above threshold, fraud findings, client disputes, collective rights and legal interpretation remain with authorised executives, authorities and counsel.

The recovery must leave ordinary procurement, payroll and operations sharing one worker truth. The leader will appoint or prepare a permanent labour-supply governance head, establish site-entry and wage-to-receipt controls and observe the successor run two pay cycles plus one provider renewal. Handover will identify rejected files, unpaid workers, disputed attendance, unverified sub-agents, transfer cases, grievance protection, client dependencies and provider commercial remedies.

The remit excludes immigration or licensing advice, recruitment fee adjudication, coercive worker transfer, discipline, law-enforcement referral and payment outside authorised payroll. The leader cannot solve wage rejection through cash envelopes, retain documents, pressure workers to waive claims or let client approval substitute for lawful employer responsibility. Authorities, counsel, banks, clients and worker representatives retain their powers.

Why this seat is open

The removal left site operations, payroll and procurement each relying on different provider and worker records while wage failures remained live. Client service pressure makes informal labour substitution tempting precisely when controls are weakest. A temporary executive can stop unsafe channels, restore verified pay and transfer integrated provider governance without deciding licences or immigration status.

What you will own

• Build the worker-and-provider census across employer, broker, licence, contract, site, identity, bank, attendance, wage and transfer.
• Reconcile wage-protection rejections from source worker and payroll records through bank acceptance and confirmed receipt.
• Verify provider and intermediary authority before site access, assignment, invoice, worker movement and contract renewal.
• Establish protected worker claims, interpretation, non-retaliation, arrears correction, final settlement and escalation processes.
• Join client attendance, site access, roster, provider invoice and payroll evidence with named exception owners.
• Apply suspension, remediation and commercial escalation inside delegated authority without abruptly harming workers.
• Transfer pay controls, provider register, worker cases, renewal evidence and observed cycles to permanent leadership.

Candidate qualifications

• Has led labour-provider and wage-protection recovery in Gulf facilities, construction, logistics or industrial services.
• Understands labour supply contracts, licensing dependencies, wage files, attendance, bank rejection, transfers and final settlement.
• Can remove unauthorised intermediaries while preserving lawful worker status, pay and client-service continuity.
• Has resolved wage failures through traceable payroll and bank evidence rather than informal cash substitution.
• Brings credible collaboration with workers, clients, payroll, procurement, counsel, banks and government authorities.
• Has handed provider governance through live pay and renewal cycles to accountable permanent owners.

Non-negotiables

• Can work onsite in Riyadh and attend weekly wage plus monthly provider and worker forums.
• Brings direct Gulf labour-supply governance; ordinary vendor management or payroll operations alone is insufficient.
• Will not use cash envelopes, retain documents, coerce waivers or permit unverified intermediaries onsite.
• Has no undisclosed interest in manpower firms, subcontractors, banks, client teams or immigration advisers.

1. 49 words maximum. Which record proves a labour intermediary is authorised beyond a client manager’s approval?
2. 49 words maximum. How would you resolve a rejected wage file without informal cash payment?
3. 49 words maximum. What must the successor demonstrate during a provider renewal?