Principal Director, People and Regulatory Affairs

Job Purpose:

Under the direct supervision of the CEO & Conservator of Forests, the Principal Director, People and Regulatory Affairs is responsible for providing administrative and strategic leadership, direction and senior executive oversight for the Forestry Department's corporate governance framework, regulatory compliance, legal affairs, enterprise risk management, internal audit, data protection, and human capital management functions. The incumbent ensures that the Agency operates in accordance with applicable laws, regulations, Government of Jamaica policies, corporate governance principles, and international best practices while fostering a high-performance culture, safeguarding organizational integrity, managing institutional risk, and strengthening accountability and transparency across the Agency. 

The incumbent provides human resource management and administrative management for the leadership of the units within the division, offers a strategic and integrative view of the Agency, and drives institutional change, collaboration, and seamless cohesion between these units and their internal stakeholders. In respect of Human Capital Management, the incumbent additionally serves as a direct line of technical support and escalation, and, in some cases, an appeal authority, on matters of Industrial Relations referred by the Senior Director, Human Capital Management. 

The Principal Director provides administrative direction and human resource management for the leadership of these units but does not substitute the professional or technical judgement exercised by the leadership within them. Internal Audit maintains its functional and technical reporting relationship with the Chief Executive Officer and, where applicable, the Audit Committee, consistent with generally accepted internal audit standards. Data Protection maintains its statutory independence under the Data Protection Act, 2020, including the unimpeded right of the Data Protection Officer to report contraventions directly to the Office of the Information Commissioner, and no other duties shall be assigned to the Data Protection Officer which may create a conflict of interest with that function. Legal Services retains professional responsibility for the substance of its legal advice and representation of the Agency. 

The incumbent does not represent the Agency in Court or other legal or quasi-judicial proceedings. 
 

Key Outputs:

• Standard Operational Manuals and Procedures with clear service/performance standards developed, implemented and revised as necessary; 
• Corporate Governance Framework developed, implemented, monitored, reviewed and updated (to include but not limited to corporate policies, procedures and governance manuals). 
• Financial, administrative and performance management and monitoring systems implemented;
• Performance, Financial and Statutory Reports produced; 
• Legal advice, opinions, contracts, agreements and regulatory submissions prepared and reviewed.
• Enterprise Risk Management Framework established and effectively maintained. 
• Annual Risk Registers and Risk Management Reports prepared and submitted. 
• Internal Audit Plans developed and audit recommendations implemented and monitored. 
• Data Protection and Privacy Programmes implemented and monitored. 
• Compliance monitoring systems developed and maintained with the required reports produced within agreed timelines.
• Human Resource Strategies, Policies and Programmes developed and executed. 
• Workforce Planning and Succession Plans established and implemented. 
• Performance Management and Appraisal Systems effectively coordinated and monitored. 
• Staff engagement, wellness and capacity-building initiatives implemented. 
• Investigations, reviews and governance assessments coordinated and completed. 
• Agency representation at governance, legal, risk management, labour relations and human resource forums undertaken as directed. 
• Strategic and operational alignment achieved across Human Capital Management, Internal Audit, Legal Services, Data Protection, and Enterprise Risk Management. 
• Human resource management and administrative management provided for the leadership of each constituent unit.
• Collaboration, communication, and institutional cohesion between the constituent units and their internal stakeholders strengthened. 
• Consolidated budget for the People, Governance and Regulatory Affairs portfolio developed, technology needs and tools identified and resources allocated efficiently. 
• Technical support, escalation, and, where warranted, appellate review provided on Industrial Relations matters referred by the Senior Director, Human Capital Management. 
• Functional and technical reporting relationship of Internal Audit to the Chief Executive Officer preserved; statutory independence of Data Protection maintained; professional responsibility of Legal Services for its own advice and representation respected. 
• Advice and briefing notes prepared for the Chief Executive Officer on governance, risk, compliance, and organisational development matters. 
• Institutional change initiatives across the governance units led and monitored. 

Key Responsibility Areas:

Management/ Administrative Responsibilities 

• Participates in the development and implementation of the Agency's Strategic, Corporate and Operational Plans.
• Provides strategic leadership and oversight for all functions within the People and Regulatory Affairs Division.
• Leads the development of Divisional and supervises the development of Branch operational plans and budgets as 
• required to optimize the use of resources provided to meet the objectives of the Division and Agency.
• Ensures effective integration and collaboration among human capital, legal, governance, audit, risk management and data protection functions. 
• Develops and monitors divisional work plans, budgets and performance targets. 
• Ensures that objectives of the Agency and Division are clearly defined and communicated to all its members.
• Ensures effective management of resources within approved budget allocations. 
• Coordinates the preparation and submission of periodic management, governance and statutory reports.
• Ensures compliance with Government policies, regulations, guidelines and Agency procedures.
• Represents the Agency at local, regional and international meetings as directed by the CEO & Conservator of Forests.
• Provides advice to executive management on organizational governance, accountability and regulatory matters.
• Oversees the monitoring and evaluation of divisional programmes and initiatives. 
• Coordinates the development and review of policies, procedures and governance instruments.
• Leads organizational change initiatives aimed at improving governance, operational effectiveness and workforce performance. 
• Provides leadership in the identification, development and execution of special projects that support the Division’s mandate. 
• Assists with the formulation of long-term strategies, objectives and policies in support of the Agency’s mandate.
• Provides support to the CEO & Conservator of Forests in his/her role as a member of committees/boards, represents the Agency and/or the Country at meetings/conferences and other any other functions as required.
• Provides expert advice/technical support to achieve the Agency’s and national objectives for the sustainable management of forest ecosystems; and 
• Performs any other related duties assigned by the CEO & Conservator of Forests. 

Human Resources Responsibilities 

• Provide strategic leadership for the development, implementation, and continuous improvement of the Agency's Human Capital Management Strategy, ensuring alignment with organizational goals and priorities. 
• Lead workforce planning, succession management, talent acquisition, retention, and employee engagement initiatives to ensure the Agency attracts, develops, and retains a high-performing workforce. 
• Oversee recruitment, selection, onboarding, and separation processes in accordance with established human resource policies, procedures, and applicable regulations. 
• Direct the implementation and monitoring of performance management systems, ensuring that performance standards, individual work plans, and accountability measures are established, aligned with organizational objectives, and consistently achieved. 
• Provide strategic oversight of employee and industrial relations matters, including discipline, grievance handling, conflict resolution, and the administration of disciplinary actions in accordance with relevant policies, legislation, and directives. Ensure compliance with public sector human resource policies, labour laws, occupational health and safety requirements, and other applicable legislative and regulatory frameworks. 
• Foster a positive, inclusive, collaborative, and high-performing organizational culture that promotes professionalism, teamwork, empowerment, service excellence, and employee commitment. 
• Lead learning and organizational development initiatives by identifying training needs and facilitating leadership development, coaching, mentoring, and capacity-building programmes across the Agency. 
• Manage the performance, welfare, and professional development of direct reports through performance appraisal, coaching, mentoring, feedback, and the recommendation of appropriate learning and development opportunities. Promote employee well-being through the implementation and support of staff welfare, occupational health and safety, and employee wellness programmes. 
• Establish and maintain effective systems, policies, and practices that support employee engagement, organizational effectiveness, and the achievement of divisional and Agency objectives. 
• Ensure that managers and employees adhere to established human resource policies, procedures, standards, and best practices across the Agency. 

Technical/Professional Responsibilities 

• Provides strategic direction and integrative oversight across Human Capital Management, Internal Audit, Legal Services, Data Protection, and Enterprise Risk Management, positioning these functions as a cohesive governance architecture in service of the Agency's mandate. Champions a culture of accountability, integrity, and continuous improvement while driving institutional change initiatives that strengthen collaboration, communication, and cohesion agency-wide. 

Corporate Governance 

• Leads the development, implementation and continuous improvement of the Agency's Corporate Governance Framework. 
• Provides expert advice on governance matters to the CEO, Executive Management Team and relevant committees. 
• Ensures adherence to governance standards, accountability frameworks and public sector requirements.
• Coordinates governance reviews and assessments and monitors implementation of recommendations. 

Legal and Regulatory Affairs 

• Provides strong administrative support to the facilitate the independent functioning of the Legal team to provide legal advice and legal support to the Agency. 
• Respects the professional responsibility of Legal Services for the substance of its legal advice, opinions, and representation of the Agency. 
• Ensures legal compliance across all areas of operation. 

Enterprise Risk Management 

• Directs the development and implementation of enterprise risk management strategies and frameworks.
• Oversees identification, assessment, mitigation and monitoring of strategic, operational, financial, regulatory and reputational risks. 
• Ensures organizational risk registers are maintained and reviewed. 
• Provides regular reports on risk exposure and mitigation activities. 

Internal Audit Oversight 

• Provides strong administrative support to facilitate the independent functioning of the internal audit unit.
• Facilitates the alignment of audit plans with organizational risks and strategic objectives. 
• Monitors implementation of audit recommendations and corrective actions. 
• Promotes a culture of accountability, transparency and continuous improvement.

Data Protection and Information Governance 

• Oversees compliance with applicable data protection and privacy legislation. 
• Ensures implementation of appropriate policies, procedures and controls for the protection of personal and sensitive information. 
• Monitors organizational readiness and compliance with data governance requirements. 
• Provides strategic guidance on information governance and privacy matters. 
• Ensures that no other duties assigned to the Data Protection Officer create conflicts of interest nor do they impede the Data Protection Officer's statutory rights with respect to the Office of the Information Commissioner. 

Organizational Development 

• Leads initiatives designed to improve organizational effectiveness, leadership capability and workforce productivity. 
• Supports modernization efforts and organizational transformation initiatives. 
• Promotes best practices in governance, compliance, risk management and people management.
• Maintains awareness of emerging governance, legal, human resource and regulatory developments and recommends appropriate action. 

Performance Standards:

• Requests, queries, correspondence, advice, and briefings are acknowledged and addressed accurately, professionally, and within established timelines. 
• Governance frameworks, policies, procedures, and compliance programmes are developed, implemented, monitored, and reviewed in accordance with legislative requirements, organizational standards, and approved timelines.
• Legal advice, regulatory guidance, and professional recommendations are accurate, evidence-based, and aligned with applicable laws, regulations, and organizational objectives. 
• Enterprise risk management, internal control, audit, and data protection systems are effectively implemented, monitored, and continuously improved, with identified risks and audit findings addressed within agreed timeframes. Agency governance, statutory, regulatory, and compliance obligations are consistently fulfilled, and required reports and submissions are accurate, complete, and submitted by established deadlines. 
• Corporate and operational plans, budgets, and other strategic initiatives are developed, integrated, implemented, and monitored within approved guidelines, priorities, and timeframes. 
• Human resource policies, programmes, and interventions effectively support organizational objectives, workforce productivity, employee engagement, leadership development, and succession planning. 
• Staff performance standards are clearly established, monitored, and achieved, with employees receiving timely feedback, coaching, mentoring, and development support. 
• Industrial relations, employee relations, grievance, disciplinary, appeal, and escalation matters are managed fairly, consistently, and within reasonable timeframes, in accordance with applicable policies and legislation.
• Collaboration, communication, and coordination among constituent units and stakeholders are strengthened, resulting in improved organizational effectiveness and service delivery. 
• Organizational change and continuous improvement initiatives are successfully implemented, with measurable enhancements in integration, efficiency, and performance across the portfolio. 
• Portfolio resources and budgets are managed prudently and efficiently, ensuring optimal utilization and alignment with strategic priorities. 
• Technology and operational improvement requirements are identified, documented, and advanced in a timely manner to support business objectives and service excellence. 
• Functional independence, statutory authorities, reporting relationships, and professional obligations of Internal Audit, Legal Services, Data Protection, and other specialized functions are respected and maintained. Divisional, portfolio, and organizational targets are consistently achieved, and services are delivered in accordance with established quality and performance standards. 
• Confidentiality, integrity, accountability, professionalism, and ethical conduct are consistently demonstrated in the execution of duties and interactions with stakeholders.

Required Competencies:

• Excellent analytical, interpretation and judgement skills.
• Excellent strategic thinking, leadership and management skills. 
• Ability to work efficiently, effectively and harmoniously with internal and external stakeholders.
• Excellent time, resource and people management skills to ensure quality and timely outputs.
• Excellent interpersonal and communication (spoken, written and presentational) skills, including ability to present difficult issues and positions with brevity and clarity. 
• Professional and personal integrity, responsibility and accountability. 
• Strong knowledge of corporate governance principles and practices. 
• Excellent knowledge of public sector regulatory and compliance requirements. 
• Sound understanding of enterprise risk management frameworks. 
• Knowledge of internal audit and control systems. 
• Knowledge of applicable legislation and practices relating to employment, governance, privacy and public administration.
• Strong negotiation and conflict resolution skills. 
• Excellent stakeholder management and relationship-building skills. 
• Strong customer and service orientation. 
• Ability to lead organizational change and transformation initiatives. 
• Proficiency in the use of relevant information and communication technologies. 

Minimum Required Education and Experience

Academic Qualification 

• Master's degree in Human Resource Management, Industrial Relations, Public Administration, Business Administration, Corporate Governance, Industrial Relations, Organizational Development or a related discipline or a related field. 
• Bachelor of Laws (LLB) or equivalent legal training (Practicing Certificate not required) 
• Executive and/or Senior Management Development Training; 

Experience 

• Minimum of Eight (8) years progressive senior management experience in human resources, governance, legal affairs, compliance, risk management, public administration or a related field, including at least four (4) years in Industrial Relations. 
• Demonstrated legal capacity and working understanding of the legal system and relevant public sector legislation, in lieu of practicing attorney status. 
• Demonstrated experience leading multidisciplinary or cross-functional teams and organisational change initiatives.
• Exposure to governance, risk management, internal audit, or regulatory compliance functions is required. 
• Route to Qualification: Candidates with fifteen (15) or more years of progressive senior management experience, demonstrating strategic leadership, change management, and cross-functional governance capability, may be considered in lieu of a Master's degree. 

Authority

• Approve and recommend matters relating to staffing, leave, training, discipline and performance management in accordance with established policies. 
• Authorize actions and decisions within delegated authority. 
• Represent the Agency in governance, legal, risk management and human resource matters as directed.
• Recommend policy, governance and organizational improvement initiatives to Executive Management.
• Provide administrative direction and human resource management to the heads of Branches/Units within the Division. 
• Incur expenses within agreed budgetary limits for the People, Governance and Regulatory Affairs portfolio
• Recommend and, where appropriate, initiate administrative or disciplinary action in respect of direct reports, in accordance with established human resource policies and procedures. 
• Serve as an escalation point and, in appropriate cases, an appeal authority in respect of Industrial Relations matters referred by the Senior Director, Human Capital Management. 
• Does not direct, countermand, or substitute the professional or technical judgement of Internal Audit, Legal Services, or Data Protection in the discharge of their respective mandates. 

Special conditions associated with the job:

• Work is primarily conducted in an office setting outfitted with standard office equipment and specialized software.
• May be required to work beyond normal working hours to meet deadlines or attend to urgent governance or Industrial Relations matters. 
• May be required to travel to attend meetings, workshops, and conferences relevant to the portfolio.
• May be required to work in forests and related settings on occasions, to include the need to hike/walk reasonable distances over challenging terrain. 
• Does not require attendance at Court or other legal or quasi-judicial proceedings.