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

KEY OUTPUTS

• Human resource policies and procedures 
• Training & development, succession and retention plans 
• Safety, health & wellness, and welfare programmes 
• Performance management processes/evaluations 
• Administrative manuals and guidelines 
• Strategic/operational plans and budgets 
• Recruits, interviews and staff the entity 
• Compensation & benefits programmes 

PERFORMANCE CRITERIA

• Operational plans and budgets structured to meet goals 
• Training needs determined, documented and appropriate interventions effected and measured 
• Succession plans created and updated regularly 
• Staff furnished with current applicable job descriptions 
• Clearly defined standards are set and met for hiring, orientation, training, retention and termination 
• Efficient management of the logistics and office management 
• Performance management system implemented and monitored, and evaluation of staff completed within stipulated timelines 
• Best practices applied to human resource strategies, policies and procedures
• Safety, health & wellness needs determined and appropriate interventions effected
• Group morale and productivity are harmonious among management team, civil servants and external contacts 
• Relevant and appropriate information disseminated to staff in a timely manner
• Staff is competent and motivated to achieve agreed performance targets
• Performance targets and metrics met at agreed intervals 
• Reports and data produced are accurate and complete 
• Standard and ad hoc reports submitted on time 
• Optimized, relevant departmental policies and procedures 
• Yearly, quarterly and monthly deadlines are met 
• Confidentiality, integrity, dependability and tact are displayed in the execution of duties 

JOB RESPONSIBILITY

• 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 programmes
• Direct the development of human resource policies and procedures that support the goals and objectives of the organisation 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 programmes 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 programmes 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) 

• Recommend staff appointments, promotions and transfers 
• Take disciplinary actions in keeping with approved policies and procedures
• Approve leave requests and other related matters 
• Approve expenditure within authorized budget limits 
• Liaise externally with HR Directors/Managers within public and private sectors and exchange information on best practices, policy trends, programmes, etc. 

KEY 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

QUALIFICATION & EXPERIENCE REQUIREMENTS

• First Degree in Human Resource Management, or related field from a recognized tertiary institution; 
• At least 3-5 years’ experience in HR, at least 2 at middle management level
• Strong analytical and problem-solving skills 
• Excellent interpersonal skills 
• Knowledge of GOJ human resource policies and procedures would be advantageous

We thank all applicants; however, please note only shortlisted candidates will be contacted.