
SEKO Logistics Appoints New Executives to Advance Innovation, Compliance & Regional Growth
BUSINESS WIRE)-- SEKO Logistics (SEKO), the leader in end-to-end global logistics, announces the appointments of Vanessa Rambo as Chief Compliance Officer (CCO), Brendan Belz as Chief Transformation Officer (CTO) and Alain Chimene as Regional President, APAC, effective immediately.
Vanessa Rambo, Chief Compliance Officer
In her new role, Rambo will lead SEKO's U.S. and Global Compliance teams, driving operational improvements while navigating and mitigating risks across the organization.
"With over 25 years of global experience, Vanessa brings unmatched compliance expertise to SEKO,' said Gordon Branov, SEKO's CEO. 'Her deep knowledge of logistics, supply chain regulations, export controls and import compliance will be a major asset to our teams worldwide.'
Rambo is a licensed customs broker and recognized leader in trade and customs compliance. She has held senior leadership roles at Lamb Weston, Nestle USA, Meggitt USA and Bostik Inc., among others. Her experience spans multiple sectors – such as aerospace and defense, food and beverage and agriculture – where she led enterprise-wide compliance programs.
'I'm excited to join SEKO at such a pivotal time for the industry,' said Rambo. 'Strengthening our global compliance framework isn't just about risk management - it's about enabling smart, scalable growth. I look forward to partnering with teams across regions to build a culture of operational integrity and excellence.'
Brendan Belz, Chief Transformation Officer
Belz joins SEKO in the newly created CTO role, leading strategic initiatives that enhance operational efficiency, drive innovation and foster sustainable growth. He will focus on aligning strategic priorities with business objectives and connecting efforts across SEKO's global network.
'As the industry navigates rapid changes, Brendan's cross-sector experience in strategy and transformation makes him uniquely equipped to identify opportunities, streamline operations and fuel strategic growth,' said Branov. 'His ability to drive efficiency and build scalable solutions will have a lasting impact for both our company and clients.'
Belz most recently served as Vice President of Transformation at Livingston International, where he led value creation strategies and played a pivotal role in the company's successful acquisition by Purolator. Previously, he spent six years at Bain & Company, managing growth strategy and performance improvement projects across multiple sectors. He also held finance and strategy roles at Cummins Inc., with significant experience in African markets.
' SEKO has built a strong reputation for agility and innovation, and I'm energized to help take that to the next level,' said Belz. 'I look forward to connecting global initiatives, unlocking efficiencies, and creating transformative value for our teams, network partners and customers.'
Alain Chimene, Regional President, APAC
As Regional President, APAC, Chimene will provide strategic direction, oversee operations and drive regional growth and profitability. His appointment reinforces SEKO's commitment to strengthening its presence in one of the world's most critical logistics markets.
"We're excited to welcome Alain to lead our APAC region,' said Branov. 'His decades of industry experience, deep regional expertise, and customer-first mindset make him the ideal leader to deliver excellence for our clients across a dynamic market,' said Branov.
Chimene brings over 35 years of global logistics experience, most recently as CEO Asia Pacific of CEVA Logistics. He also held senior executive roles at Geodis, Ziegler Group and Li & Fung, where he led high-performing teams and drove operational transformation. Chimene has extensive knowledge of the Asian market and a proven track record in driving profitability and growth.
'Asia is one of the most vital and fast-evolving logistics markets in the world, and I'm honored to lead SEKO's growth in the region,' said Chimene. 'I look forward to working closely with our talented teams to enhance service capabilities, deepen client partnerships and further solidify SEKO's role as a trusted logistics partner across APAC.'
To learn more about SEKO, visit www.sekologistics.com.
Built on nearly 50 years of logistics expertise, SEKO Logistics is the no-nonsense global end-to-end logistics partner – from shipper to consumer. SEKO delivers client-first service, expert reliability and tech-driven shipping solutions that turn supply chains into a competitive differentiator. With over 150 offices in more than 60 countries, SEKO helps you move at the speed of global commerce. Learn more at www.sekologistics.com.

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


Business Wire
8 hours ago
- Business Wire
ABL Investors Have Opportunity to Join Abacus Global Management, Inc. Fraud Investigation with the Schall Law Firm
LOS ANGELES--(BUSINESS WIRE)-- The Schall Law Firm, a national shareholder rights litigation firm, announces that it is investigating claims on behalf of investors of Abacus Global Management, Inc. ('Abacus' or 'the Company') (NASDAQ: ABL) for violations of the securities laws. The investigation focuses on whether the Company issued false and/or misleading statements and/or failed to disclose information pertinent to investors. Abacus is the subject of a report issued by Morpheus Research on June 4, 2025, titled: 'Abacus Global Management: This $794 Million SPAC Is Yet Another Life Settlements Accounting Scheme Manufacturing Fake Revenue by Systematically Underestimating When People Will Die.' According to the report, the Company changed its portfolio valuation methodology to make it appear more profitable than it actually is. The report also alleges that the Company uses unusual methodologies to calculate life expectancy estimates and its co-founders have 'red flags' in their past. If you are a shareholder who suffered a loss, click here to participate. We also encourage you to contact Brian Schall of the Schall Law Firm, 2049 Century Park East, Suite 2460, Los Angeles, CA 90067, at 310-301-3335, to discuss your rights free of charge. You can also reach us through the firm's website at or by email at bschall@ The Schall Law Firm represents investors around the world and specializes in securities class action lawsuits and shareholder rights litigation. This press release may be considered Attorney Advertising in some jurisdictions under the applicable law and rules of ethics.

Business Insider
12 hours ago
- Business Insider
Top 10 African countries with the highest cumulative debt to China (2000–2023)
Over the past two decades, China's financial engagement with Africa has grown remarkably, primarily through infrastructure-focused loans. China's financial involvement in Africa has grown significantly, focusing on infrastructure-oriented loans. The Chinese Loans to Africa Database tracks loan agreements from 2000 to 2023, showing trends in lending amounts and loan dynamics. Angola leads as the top borrower, repaying loans through oil-backed mechanisms for reconstruction needs. These loans have helped build roads, railways, power plants in several African countries, but they have also raised questions about debt sustainability, repayment risks, and the long-term autonomy of African economies. The Chinese Loans to Africa Database, compiled by Boston University's Global Development Policy Center, provides a comprehensive record of loan agreements between China and African countries over a 13-year period, from 2000 to 2023. It reveals not only the total loan amounts but also the number of individual loan agreements signed between African countries and Chinese lenders. After several years of decline, Chinese lending to Africa increased in 2023 the first rise since 2016. This recent uptick shows a shift in Beijing's strategy toward projects with clearer financial viability, as China becomes more selective with its lending. Below is a ranking of the ten African countries with the highest total debt to China, based on the cumulative loan amounts and the number of loans recorded from 2000 to 2023. Rankings of top 10 African countries by debt to China Rank Country Total Loan Amount (USD) 1 Angola $46.0 billion 2 Ethiopia $14.5 billion 3 Egypt $9.7 billion 4 Kenya $9.6 billion 5 Nigeria $9.6 billion 6 Zambia $9.5 billion 7 South Africa $6.9 billion 8 Sudan $6.3 billion 9 Ghana $6.1 billion 10 Cameroon $5.9 billion Angola tops the list, borrowing $46 billion from China through 270 loans. Much of this debt stems from post-civil war reconstruction efforts, particularly in the oil and infrastructure sectors. Angola's model of repaying loans with crude oil became one of the earliest examples of resource-backed Chinese lending on the continent. Ethiopia comes second, with $14.5 billion borrowed via 66 agreements, highlighting the country's deep reliance on Chinese funds for its railways, power projects, and telecommunications infrastructure. Key developments like the Addis Ababa–Djibouti Railway have been financed almost entirely through Chinese lending. Egypt, Kenya, and Nigeria follow closely, each holding debts between $9.5 and $9.7 billion. Egypt's loans have supported transportation, electricity, and real estate projects, while Kenya's financing was pivotal in constructing the Standard Gauge Railway (SGR). Nigeria, similarly, has used Chinese funds for rail, road, and power initiatives. Zambia's debt of $9.5 billion comes from a notably high 82 loans, the largest number in the top ten. This suggests frequent borrowing, likely for smaller-scale or diversified infrastructure efforts. The remaining countries, South Africa, Sudan, Ghana, and Cameroon, each owe over $5.9 billion, reflecting years of engagement across transport, energy, and public service sectors. The growing debt to China shows Africa's dependence on external capital for development. On one hand, Chinese loans have enabled tangible infrastructure improvements that traditional Western financiers often hesitate to fund. On the other hand, the continent faces mounting concerns about debt distress, limited fiscal space, and vulnerability to external shocks.

Business Insider
16 hours ago
- Business Insider
How to dismiss a high-profile employee without a Trump-Musk-style meltdown
Star talent can be hard to retain — and even harder to let go. The public fallout between President Donald Trump and Elon Musk this week may be an extreme example of a hotshot's exit going off the rails, but leadership experts said it underscores just how dicey it can be to part ways with a high-profile team member. "These are folks with big egos," Peter Cappelli, a management professor at the University of Pennsylvania's Wharton School, told Business Insider. "Most of the time they end up in court." Saying goodbye to a prominent employee doesn't have to be dramatic. But don't assume a beefy severance package and a non-disparagement agreement are enough to leave a company unscathed. "If people want to hurt you, they'll find a way to do it," Cappelli said. "Ask divorced couples." How to sever ties with a high-profile recruit When pushing out a high-flyer, employers should frame the person's departure as business as usual, said Ronald Placone, a communications professor at Carnegie Mellon University's Tepper School of Business "You try to normalize it," he said. "Things happen, people move on." Trump initially followed conventional wisdom in how he went about booting Musk from Washington last month. The president orchestrated a warm and fuzzy public send-off, thanking Musk for his service and providing a sensible explanation for his departure—in this case, that the billionaire was going back to focusing on his work at the multiple companies he helms. More common explanations are that the fired individual has decided to pursue other career opportunities, spend time with family, or engage in philanthropic endeavors. This tactic is aimed at protecting both the departee's reputation and that of the employer showing him or her the door. "They come up with a story," said Anna A. Tavis, chair of the human capital management department at New York University's School of Professional Studies. The goal is to avoid hurting the outgoing hotshot's chances of landing a new gig and the company's ability to find a replacement. "It's a question of, how do we save face?" she said. Give people something else to talk about Employers should also aim to draw people's attention elsewhere, Placone said. "One of Trump's strategies that often works is you just flood communication channels with other stuff, stuff you perceive is more favorable to your organization," he said. "You try to take some control by giving as many potential stories as possible so people don't home in on one." Trump did make some big announcements this week, including travel bans on several African countries, but leadership experts say the president also erred by openly rebuking Musk's harsh criticism of his signature tax bill on X. This kicked off the back-and-forth squabble that captured the world's attention on Thursday. "There's no need for that," Placone said. "In these high-profile situations, you want to say as little as possible. You don't want to add weight to the argument the other is putting forth." If Trump instead kept quiet, Musk would have been more likely to stick with critiquing the bill rather than upping the ante by accusing the president of illicit behavior, he said. "It would've eventually fizzled out," Placone said. Why some A-list hires don't last Employers most commonly end up quickly sacking flashy new recruits because they aren't as talented as advertised or they insist on working in a way that doesn't align with a company's culture, Tavis said. It even happens at the very top of the corporate ladder. For example, in recent years, the chief executives of Barnes & Noble, Starbucks, and CNN were pushed out of their jobs after brief tenures. "A lot of times they're overestimating their value," she said of people with a reputation for being above the fray, adding that due to the current tight labor market, notable departures are likely to increase. Sam Faycurry, CEO of artificial-intelligence and nutrition startup Fay in San Francisco, can relate. Last year, he hired a well-known rainmaker after a lengthy courtship only to quickly conclude that the person wasn't a good fit. To avoid bad blood, Faycurry said he tried making it seem as if it was the individual's decision to leave by pointing out how much they disagreed on core principles. "This person ended up exiting themselves" without any hard feelings, Faycurry said, adding that he was relieved because his main concern was being able to refill the position with a better-aligned A-list professional. "If the person is influential in a talent pool you want to recruit people from in the future, there's no benefit to having a relationship fall out," Faycurry said. "You're never truly parting ways."