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Director, Human Resource Management and Development (GMG/SEG 4)

Date Posted
4th February 2018
Human Resources & Recruitment, Management
Job Type
Not Disclosed

Job Summary

Applications are invited from suitably qualified candidates to fill the post of Director, Human Resource Management and Development (GMG/SEG 4) in the Ministry of Justice.

Job Description

Job Purpose

To support the Human Resource needs of the Ministry with a view to achieve organizational efficiency and effectiveness in accordance with the vision and mission of the Ministry’s and the Government’s Human Resource Management policies and guidelines.


Key Responsibilities

Manages the development, implementation and maintenance of Human Resource (HR) policies and services to foster optimal staff involvement and to promote business success:

  • Interprets and implements Government’s HR policies;
  • Ensures that new or revised policies are implemented and fully understood;
  • Advises the Senior Director, Corporate Services on various staff related matters;
  • Undertakes planning with Section Heads to determine targets and goals for the activities of the Branch;
  • Maintains network links with Human Resource Practitioners to keep abreast of new developments and best practices;
  • Identifies Human Resource gaps and develops proposals to narrow these gaps;
  • Recommends and interprets the Ministry’s recruitment and termination policies.


Conducts recruitment and retention of high caliber staff that match the requirements of the organization:

  • Monitors the Human Resource functions to ascertain the effects on the operations of the Divisions and make recommendations for improvements;
  • Matches current employees with the approved establishment and arranges to fill existing vacancies;
  • Evaluates the effectiveness of present manpower in the Ministry and develops methods effectively utilizing available Human Resource;
  • Co-ordinates the Human Resource requirements of the Ministry’s programmes including budgeting and planning;
  • Directs the implementation of Succession Plan to ensure the continuing ability to meet the needs of the Ministry;
  • Sits on interviewing panel;
  • Arranges for placement of new recruits and ensures that transfers are effected;
  • Provides and administers appropriate selection tools.


Undertakes duties and responsibilities consequent on the delegation of the Human Resource functions:

  • Undertakes duties of Secretary to the Human Resource Management Executive Committee;
  • Collaborates with the Chairman of the Committee and the Senior Director, Corporate Services in setting meeting agenda;
  • Co-ordinates the preparation of profiles of all staff to be appointed/promoted, employed, terminated, retired, acting appointments etc.;
  • Prepares Delegation Reports;
  • Follows up on issues from previous meetings and submits recommendations/reports to the Committee as necessary.


Provides advice on Human Resource policy issues:

  • Advises individual members of staff of all benefits for which he/she is eligible, in keeping with condition of service policy in force from time to time;
  • Advises heads of section on matters affecting staff welfare;
  • Provides guidance to persons whose careers have been inactive for more than five (5) years in accordance with agreed guidelines for the Ministry’s Career Counselling Programme;
  • Ensures that arrangements for medical examination of permanently appointed staff members are made;
  • Collaborates with Staff Benefits Branch, Public Service Establishment Division on matters relating to staff benefits;
  • Develops efficient and effective personnel record system in collaboration with the Senior Director, Corporate Services and Director Human Resource Management;
  • Keeps all rules and regulations which affect staff current and posted for their information;
  • Conducts periodic reviews of supervisees in accordance with Work Plans;
  • Conducts final assessment of supervisees based on performance assessment criteria and prepares performance reports;
  • Develops and manages the performance of the Branch’s staff through skills transfer, staff motivation, setting performance targets, monitoring performance, providing feedback to staff and arranging for training;
  • Ensures that staff has sufficient and appropriate physical resources to undertake their duties efficiently and effectively.


Guides the provision of training and development for staff thereby ensuring that a skilled work force is provided:

  • Directs Operational reviews and studies design to improve the workflow and processes of the Divisions;
  • Guides and supports the rationalization of the Human Resource requirements to the needs of the Branch;
  • Oversees the development/review of Job Descriptions for all positions;
  • Supports the promotion of the use of technology to increase efficiency;
  • Conducts job analysis.


Monitors the Performance Management Process:

  • Oversees the Performance Management Process within the Branch;
  • Provides advice to Divisional Heads and other staff on all aspects of performance management;
  • Conducts spot checks and reviews of Work Plans and Performance Reports for the staff of the Branch and ensures that the performance indicators are measurable;
  • Reviews and monitors the performance management process on a continuous basis and manages the recognition and rewards system;
  • Ensures that the evaluations are conducted in an equitable and fair manner;
  • Resolves any disagreement which may result from the assessment process.


Promotes/enhances a harmonious industrial relations climate:

  • Initiates, promotes and maintains sound industrial 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 Association.


Leads and Manages the Human Resource Management and Development Branch in the achievement of its objectives:

  • Guides the development and maintenance of Human Resource policy and procedure manuals;
  • Plans, organizes and directs the work of the Branch by overseeing the development of the Corporate/Operational Work Plans and Budget;
  • Conducts periodic reviews of the 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 staff has sufficient and appropriate physical resources to undertake their duties efficiently and effectively;
  • Maintains effective working relations with external and internal stakeholder and clients, ensuring the Branch provides a consistently high level of service to them;
  • Devises systems and customer surveys to assess the performance of the Branch in keeping with Citizens Charter and taking corrective action as necessary.


Required Knowledge, Skills and Competencies

  • Demonstrated skill in interpreting and applying policy and regulation
  • Knowledge of Government’s administrative systems


Minimum Required Qualification and Experience

  • First Degree in Social Sciences with advanced training in Human Resource Management;
  • At  least  six  (6)  years’  experience  in  Human  Resource  Management  field  at  a  Senior Management Level.


Salary range $2,593,142 - $3,082,431 per annum and any allowance(s) attached to the post.


Please note that only short listed applicants will be contacted.

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