Director, Human Resource Management and Development (GMG/SEG 3)

JOB PURPOSE:

To engage and retain a cadre of well-trained, productive and satisfied staff members that are effectively aligned to the strategic goals of the Cannabis Licensing Authority, and to ensure the efficient administration of the entity in accordance with the Government of Jamaica’s legislative requirements. 

KEY OUTPUTS:

• Human resource policies and procedures developed and implemented
• Training & development created and implemented 
• Health, Wellness, and Welfare programmes developed 
• Performance management system effectively administered and managed
• Administrative standard operating procedures developed 
• Strategic/operational plans and budgets developed 
• Yearly/Quarterly/Monthly Recruitment plan developed and implemented
• Rewards and Recognition programmes developed and implemented 
• GOJ Benefits programmes administered 

KEY RESPONSIBILITIES:

• Manage the recruitment and selection process within stipulated timelines
• Participate in interviews as required 
• Undertake reference checks and other post-recruitment exercises 
• Liaise with the Director of Finance regarding staff emoluments and payments
• Design and implement strong orientation and reorientation programs 
• Direct the development of human resource policies and procedures that support the goals and objectives of the organization and needs of staff. 
• Provide guidance to division/department leaders in the interpretation of policies and procedures and foster uniformity in approach 
• Administer and monitor staff satisfaction indices and recommend/implement appropriate interventions to improve and maintain morale and motivation levels 
• Design and promote intermittent staff appreciation/recognition initiatives
• Keep abreast with market trends and provide guidance on compensation for staff
• Introduce and proactively engage staff in welfare, health and wellness and Occupational Health awareness programs within the workplace 
• Incorporate mechanisms for training needs assessment and measurement
• Develop and implement career growth, succession, and retention plans through formal training and staff development programs as well as internal cross training, job rotations and other appropriate methods 
• Assist with change management processes and provide guidance to the CEO, directors and staff on change management and personnel issues 
• Update, approve and circulate job descriptions to all staff in a timely manner
• Approve recommended leaves, schedules and emoluments 
• Manage the performance evaluation process for all staff on a bi-annual basis 
• Counsel employees encountering personal and job-related problems 
• Develop and implement appropriate human resource systems to track and report on key human resource metrics (e.g. approved posts, posts open, staff count, retirements, deaths, leave, turnover rate) 
• Promote performance incentives, conflict resolution and harmonious relations
• Measure risks associated with emergency situations such as natural disasters, sudden departure of key employees and make and share contingency plans 
• Use diplomacy and discretion during termination and restructuring exercises
• Provide detailed explanations and unbiased hearings about sexual harassment on the job and any other similar forms of harassment or discrimination 
• Make adequate allowance for access to disabled staff in the workplace
• Give direct oversight to the office attendant 
• Ensure that logistics arrangements for couriering and day-to-day operations are effective
• Give direction for the provisioning of equipment and requirements met for new staff
• Represent the CLA at national and international forums 

Management 

• Report on performance standards of the division at intervals agreed upon
• Contribute to the development of the corporate plan and budget 
• Develop and recommend training and developmental programmes for direct reports
• Conduct appraisal for direct reports, recommend leave and initiate disciplinary action and performance incentives 
• Collate and submit reports in keeping with required timelines 
• Ensure adherence to internal policies and procedures 
• Perform other related duties as assigned from time to time by the Director Human Resource Management and Administration. 

JOB DIMENSIONS (AUTHORITY, SCOPE, AND IMPACT OF JOB):

• Recommends staff confirmation, promotions, and transfers 
• Recommends the implementation of the HR related Policy decisions. 
• Takes disciplinary actions in keeping with approved policies and procedures
• Approves leave requests and other related matters. 
• Approves expenditure within authorized budget limits 
• Liaises externally with HR Directors/Managers within public and private sectors and exchange information on best practices, policy trends, programmes, etc 

REQUIRED KNOWLEDGE, SKILLS AND COMPETENCIES:

• Excellent judgment and decision-making skills 
• Excellent motivation, leadership and people management skills 
• Client focused and results oriented 
• Highly confidential, self-driven and motivated 
• Experience developing and managing strategic plans and budgets 
• Highly developed oral and written communication skills 
• Proven negotiation and problem-solving skills 
• Conflict management skills 

MINIMUM REQUIRED QUALIFICATION AND EXPERIENCE:

• Bachelor’s Degree in Human Resource Management, Business Administration, Psychology, Education or any other related field. 
• At least 3-5 years’ experience in HR, at least 2 at middle management level
• Knowledge of GOJ human resource policies and procedures would be advantageous 

Please note that only shortlisted applicants will be contacted.