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Under the general guidance of the Chief Operating Officer, the incumbent is responsible for providing administrative support to facilitate the efficient operations of the Unit.

The incumbent manages HR operations by developing legal policies, overseeing recruitment and staffing actions, and analyzing performance data to improve productivity while leading HR projects and staff development initiatives.

The incumbent designs and implements integrated training plans by analyzing needs, coordinating program development, and monitoring budgets to ensure staff development aligns with organizational goals and performance standards.

To guide the implementation of Human Resource activities in accordance with established policies and procedures in order to achieve the Division strategic objectives.

The incumbent leads HR initiatives and special projects to enhance the employee experience, overseeing onboarding, recruitment programs, and audits while managing the HR budget, invoicing, and compliance with employment legislation.

Under the supervision of the Director, Human Resource Development, the Senior Human Resource Development Officer organizes, co-ordinates and administers the training functions, delivers training and prepares reports on all training activities.

The incumbent coordinates day-to-day leave administration by providing technical advice to MDAs, conducting research to resolve complex leave issues, and facilitating national civil service awards to ensure policy compliance and accuracy.

The incumbent directs public sector leave administration by guiding policy compliance, acting as a technical expert for MDAs, and overseeing administrative reporting and awards ceremonies to ensure effective benefit scheme management.

The incumbent directs organizational development by designing strategic frameworks, conducting organizational reviews, and advising leadership on structural changes to enhance ministry efficiency and support large-scale transformation.

The incumbent directs public sector workforce planning by developing talent management frameworks, scholarship policies, and succession plans while leading research, knowledge-sharing initiatives, and strategic human capital alignment.