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

Job Purpose

The Director Human Resource Management and Development is responsible for leading and managing Human Resource (HR) programmes and initiatives that will promote efficiency and effectiveness, and are aligned to the overall strategic business objectives of the Revenue Protection Department. These programmes and initiatives should promote a high-performance culture that emphasizes staff empowerment in the ongoing development of a superior workforce. 

The incumbent will plan, direct and promote the development and implementation of strategic HR policies, programmes and related interventions, leading to improved management of the Department’s human resource. The incumbent is expected to co-ordinate the implementation of people-related services, policies and programmes through the Human Resource staff, and is responsible for the development of processes and metrics that support the achievement of the Organization’s Strategic Objectives. 

Key Responsibilities

• Conducts research and analysis of policies, trends and issues related to human resource management and development; 
• Leads in the formulation of a Strategic Human Resource Management policy framework, for use by the Department; 
• Promotes the use of evidence-based policy development, implementation and evaluation; 
• Formulates strategic HR policies, in support of emerging trends within the modernization process; 
• Ensures that policy revisions are communicated, understood and reflected in the HR strategy; 
• Provides guidance in implementing policy changes in the Department;
• Determines objectives and priorities within programmes, and provides co-ordination and integration of HR policy and programme initiatives; 
• Leads in the development of a succession plan for key positions identified, in collaboration with line managers and other members of the HRM&D team; 
• Ensures that the HRM strategy and supporting HRM policies are documented and updated, as necessary; 
• Ensures that operating procedures and manuals produced, are up to date and in compliance with Government regulations; 
• Ensures that measures are in place to undertake a comprehensive audit of the HR role;
• Evaluates HR effectiveness to give critical information for strategic HR management, and implements methods to correct weaknesses; 
• Oversees the development and maintenance of a skill/competency database, including key positions and talents; 
• Develops and implements a strategic workforce plan which profiles existing employees, predicts turnover rate and projects the organization’s current and future staffing needs;
• Provides professional advice and the interpretation of HR polices, for the Department;
• Establishes HR links between strategies and objectives of the Divisions;
• Develops specific recommendations/solutions to problems identified, that will impact workforce planning; 
• Establishes and describes links between Corporate policies and HR activities;
• Supports the senior management team in determining their manpower and development requirements for the Divisions, in order to ensure that planned targets and activities are met, in keeping with the Department’s strategic direction; 
• Participates in the deliberations of employee career pathing and development, and makes recommendations for the implementation of improved HR policies and programmes;
• Represents the Department in meetings or on Committees, to examine and evaluate standards, incentive systems and HR policies and programmes; 
• Directs employee relations (benefit administrations) and staff welfare activities, which includes the administration of staff welfare schemes; 
• Monitors and evaluates the implementation of HR Programmes, and provides recommendations to correct weaknesses; 
• Provides feedback or recommendations to Heads of Division on HR related issues or concerns; 
• Directs the manpower planning and forecasting processes, within the Department;
• Directs, guides, evaluates, reviews and monitors the recruitment and selection processes within the Department, to ensure that it is in keeping with GOJ policies and best practices;
• Recommends and guides the development of the Department’s recruitment, retention and succession planning policies, as well as termination policies; 
• Promotes policies/frameworks and programmes for talent and competency management;
• Ensures that fair and impartial disciplinary actions are taken, and that there is compliance to policies and procedures; 
• Monitors the HR functions to ascertain the effects on the operations of the Divisions and makes recommendations for improvements. 
• Prepares profiles of staff to be appointed, promoted, retired, disciplined and granted study leave, etc.; 
• Ensures that letters to relevant persons and organizations are dispatched;
• Participates as a member of the Disciplinary Committee that deals with infractions for all levels of staff; 
• Recommends and guides the development of the Department’s training and development policies and plans; 
• Directs the development and implementation of training programmes that support the strategic objectives of the Department; 
• Encourages and supports training initiatives that ensure the continuous development of a cadre of employees, with the potential to accomplish the Department’s objectives and improve performance; 
• Directs the design and development of a knowledge management framework for the Department; 
• Develops and implements career development and career pathing programmes;
• Directs the design and implementation of leadership and HR training and development programmes for the management staff; 
• Oversees the development and implementation of PMAS policies and procedures for the Department; 
• Provides advice to Divisional Heads and other staff on all aspects of performance management;
• Directs the review of all Work Plans and Performance Evaluation Reports, to ensure alignment with the Corporate and Operational Plans for the Department; 
• Guides the review of Work Plans and Performance Evaluation Reports for the employees, to ensure that the performance indicators are measurable; 
• Initiates, promotes and maintains sound internal employee relations policies procedures and practices for all employees in the Organization; 
• Provides management advice on industrial relations matters, and represents the Human Resource Management and Development Branch in negotiations with Trade Unions and Staff Associations; 
• Mediates on all internal staff disputes, to ensure an amicable resolution, in keeping with the established guidelines; 
• Guides the retirement and benefits administration processes within the Department;
• Designs and implements change management plans that minimize employee resistance and maximize employee engagement; 
• Develops and implements policies and practices that promotes occupational health and wellness in the workplace, and is consistent with both GOJ standards and regulations, in support of the Department’s Mission; 
• Develops and implements occupational health and safety programmes;
• Manages and provides direction for the implementation of practices that will prevent occurrences of occupational injuries, illnesses, property damage and adverse impacts in the working environment; 
• Designs an Accountability Management System, to ensure that Heads of Division and Units are held accountable for healthy and safe working environments; 
• Ensures timely investigations and responses to all accidents and emergencies that occur on the job, that affect employees. 

Management/Leadership: 

• Plans, organizes and directs the work of the Branch; 
• Prepares Monthly, Quarterly and Annual Reports on the progress of the Branch, based on the established targets; 
• Prepares Corporate and Operational Plans, as well the Budget, for the Branch;
• Conducts periodic reviews of supervisees, in accordance with Work Plans;
• Develops and manages the performance of the Branch and its staff, including transferring 
• skills, motivating staff, setting performance targets, monitoring performance, providing feedback to staff and arranging for training; 
• Conducts final assessment of supervisees, based on the performance assessment criteria, and prepares performance report; 
• Ensures that the Branch’s staff have sufficient and appropriate physical resources to undertake their duties, efficiently and effectively; 
• Maintains effective working relationships with external and internal stakeholders and clients, ensuring that the Branch provides a consistently high level of service to them;
• Devises systems and staff engagement surveys, to assess the performance of the Branch, and takes corrective action, as necessary; 
• Provides guidance to staff through coaching, mentoring and training, as needed. 

Required Knowledge, Skills, and Competencies

• Demonstrated skill in interpreting and applying policies and regulations
• Knowledge of Government’s administrative systems 
• Excellent knowledge of Human Resource Management and Development techniques
• Excellent knowledge of Public Service Regulations and Staff Orders 
• Excellent knowledge of Labor Laws and Industrial Relations practices 
• Ability to use Microsoft Office Suite, including Word, Excel and PowerPoint
• Excellent leadership and people management skills 
• Excellent planning and organizing skills 
• Excellent interpersonal skills 
• Ability to work in a team 
• Excellent problem-solving and analysis skills 
• Excellent oral and written communication skills 
• Negotiating and persuading skills 
• Strategic management skills 

Minimum Required Qualification and Experience

• Bachelor’s Degree in Social Sciences, Management or equivalent Advanced Training in Human Resource Management; 
• Five (5) years’ experience in the Human Resource Management and Development field, at a senior management level;
• Training Certification/Teaching Diploma. 

Special Condition Associated with the Job

• May be required to work outside of normal working hours; 
• May be required to travel locally and oversees, on official work related business;
• Will be required to attend frequent Meetings. 

Please note that only shortlisted applicants will be contacted.