HR & Talent Localization

HR is the operational application of the Culture analysis. Lagos requires a structure that is Nigerian-led, Canadian-governed, and built on recruitment, recognition, and reward designs that fit the local context.

Leadership structure

The Lagos country head is Nigerian by default, recruited from the pool of professionals with senior power-sector or industrial experience and a track record across cultures. An expatriate hire is the contingency only if the right Nigerian candidate cannot be secured within the first six months. Reports to JCM's Toronto CEO. Holds an SPV board seat alongside the co-investor's nominee.

The senior leadership team (CFO, Operations Director, Commercial Director) is Nigerian-recruited within months 6 to 12. Two to three Toronto-based JCM secondments support the first 24 months, then phase out.

Recruitment

Primary intake is through referrals from trusted hires and JCM's existing network of Nigerian power-sector contacts. Family and community networks are signal, not nepotism, provided capability screening is rigorous. Open postings supplement but do not lead the pipeline.

Workforce build

Permanent operations workforce grows from 12 to 18 people in year one to roughly 45 by year five, weighted toward technical roles (battery technicians, solar PV maintenance, electrical engineers, control room operators).

Technician training runs through a JCM-Malawi exchange program for the first 24 months, then transfers to a Lagos-based academy at a partner technical college. Yaba College of Technology and Lagos State Polytechnic both have established programs.

Recognition and reward

Performance management uses team-based recognition at the operations level, with team outcomes celebrated publicly. Individual KPIs anchor executive accountability.

Cash compensation benchmarks against Nigerian C&I solar peers (Daystar, Starsight, Konexa) plus a 10 to 15% premium for senior technical roles. Cash pairs with benefits that flow to family: school fees support, parental health coverage, and a housing allowance for senior roles. The reward structure speaks to the obligations that motivate the work.