GENERAL MANAGER HUMAN RESOURCES
GENERAL MANAGER HUMAN RESOURCES
Job Purpose: |
Reporting to the Chief Executive Officer the General Manager lead the Human Resources Division so that the strategic and operational goals of the Tobago Regional Health Authority and the objectives of the Human Resources Division are met on time and within budget. Proactively manage the Human Resources strategies and systems, to positively impact Human Resources results. The job has responsibility for all people systems; design and execution included. The incumbent must engage in activities related to organization effectiveness and efficiency, reduce risks/exposure, and champion the creation of an organization culture that reflects a customer focused orientation.
Key Results:
The holder of this position is expected to deliver the following:
Strategic Human Resource Management
Organization design initiatives are effectively designed, planned and implemented in collaboration with the executive management team and all other stake holders
Change management processes are executed to enhance the company’s results and overall performance.
Performance Management systems are monitored and adjusted when required to allow the company to measure its performance and take corrective action where necessary.
Compensation management systems are aligned with the company’s results. This is achieved through the analysis, design, development and execution of related/relevant methodologies and strategies.
Business/strategic plans and budget preparation for the Strategic Human Resources function are designed and executed.
Buy and grow strategies, which are aligned with corporate strategies are supported, and workforce planning is undertaken and implemented to satisfy the manpower needs of the Tobago Regional Health Authority.
Human Resources Operations
Procedural advice and assistance on industrial relations, reward recognition, remuneration and benefits, and organization development matters are provided through the application of labour laws, policies/procedures, and other employee relations strategies.
Collective Agreements are negotiated and implemented in accordance with specific industrial relations strategies and the overall company strategic direction.
Policies and procedures (HR)) are developed and designed with accompanying supporting systems to encourage compliance.
Human Resources Information System is implemented and maintained to allow for the retrieval of records by management, and where possible employees and authorized stakeholders.
Health, Safety, Environment and Quality systems are implemented in accordance with regulations, and monitored to assure compliance with the various statutory requirements.
Talent Management
Talent planning strategies; recruitment, selection, placement, training plans for both contingency and full time employees, along with succession management are implemented, in order to provide the organization with the right type of employees to execute the company’s strategies.
Talent retention strategies targeting the hard to fill positions, and positions deemed critical to the operations are identified and the tenants of the retention strategies are applied.
Organization and Human Resource development strategies are developed/designed to build capabilities and competencies within the Tobago Regional Health Authority, which are capable of supporting the execution of activities relevant to the operations.
Competency Assurance Management methodologies are designed and implemented to aid in the development and building of capacity in the organization.
Company’s engagement strategies are designed and executed in accordance with the organization’s approach to building positive relationships, and the provision of information to all employees.
Competencies:
Business Acumen:Understands the purpose of the organization including its statutory mandate, its customers, its products and/or services, and its measures of mission effectiveness. Is able to articulate the relationship between human resources activities and successful mission/vision accomplishment. Keeps current with factors which may have a future impact on mission/vision.
Team Building:Applies knowledge of team behavior to help achieve organizational goals and objectives. Maintains currency with new approaches to human motivation and teamwork that may apply to the organization.
Adaptability: Maintain effectiveness when experiencing major changes in work tasks or the work environment; adjusting effectively to work within new work structures, processes, requirements or cultures.
Building Trust: Interacting with others in a way that gives them confidence in one’s intention and those of the organization.
Decision Making: Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions using effective approaches for choosing a course of action or developing appropriate solutions taking action that is consistent with available facts, constraints and probable consequences.
Qualification/Experience/Training
Qualification:
Bachelors’ in Human Resource Management or any of the fields in Social Sciences, Masters in Human Resources Management or an MBA. Desirable study concentration in all areas of Human Resources Management
Experience:
Five (5) to seven (7) years’ experience in Service Delivery Environment Five (5) of which must be at a managerial level. Additionally, experience in the Health Sector will be an asset
Experience in managing multiple projects
Experience in project management, and working in service type environment
Training:
Employee and Industrial Relations
Competency Management Systems
Organization Development
Compensation Management