Chief Human Resources Officer

The Government of Montserrat is embarking on an ambitious programme of transformation aimed at strengthening leadership, capability, performance and service delivery across the entire public sector.

About the Role

Position Title

Chief Human Resources Officer

Reporting Line

Deputy Governor / Head of the Public Service

Human Resources Management Unit

Office of the Deputy Governor

Employment Basis

Contractual appointment

Role Overview

The Chief Human Resources Officer will provide strategic leadership for human resource management across the Montserrat Public Service. This role is responsible for ensuring the development of a high-performing, modern workforce ready to deliver the Government's priorities through transformation and sustained organizational capability.

The position leads the delivery of HR strategies, policies, and systems across the complete employee lifecycle—including workforce planning, talent management, learning and development, performance management, reward and compensation, employee relations, and organizational development.

At the strategic level, the role ensures that the Human Resources Management Unit builds a management team capable of delivering modern HR functions with excellence and professionalism. The CHRO will set the HR strategy for recruitment, retention, and development across the public service, positioning the Montserrat government as an employer of choice.

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Key Responsibilities

1. Strategic HR Leadership and Reform Delivery

•Develop and implement a modern, integrated HR strategy that supports public service transformation, improved service delivery, and workforce sustainability

•Lead the strategic direction and priorities for human resource management across government

•Champion organizational development initiatives aligned with government transformation objectives

•Identify and implement HR solutions that enable government departments to operate more effectively

•Establish HR metrics and performance indicators to track progress and impact of strategic initiatives

•Build capability within the HRMU to deliver modern HR services across the public service

2. Senior Advisory and Governance

•Serve as a trusted strategic adviser to the Governor, Deputy Governor/Head of the Public Service, and Heads of Departments on human resource management and organizational matters

•Provide expert guidance on statutory compliance and best practice in HR and employment law

•Ensure sound governance and informed decision-making on people-related strategic matters

•Support the Deputy Governor with policy recommendations on public service employment matters

•Maintain close working relationships with senior government leadership

•Advise on complex HR and organizational challenges requiring senior judgment and discretion

3. Organizational Capability and Leadership Development

•Deliver initiatives that build leadership capability across the Public Service, including succession planning, talent management, and performance management systems

•Develop and implement a leadership development framework for current and emerging leaders

•Create a high-performing culture through talent identification, retention, and progression strategies

•Champion diversity and inclusion across the public service workforce

•Establish frameworks to identify and develop future leaders at all organizational levels

•Support departmental heads in building high-performing teams

4. Leadership of the HR Function

•Provide professional leadership and strategic direction to the Human Resources Management Unit

•Ensure effective delivery of HR policies, programmes, and systems across the complete employee lifecycle

•Foster a culture of professionalism, collaboration, and continuous improvement within the HRMU

•Build and develop the HR team's technical capability and professional expertise

•Establish systems and processes that enable HR to operate strategically rather than reactively

•Champion best practice and professional standards across the HR function

5. Change, Transformation and Service Improvement

•Provide strategic HR leadership and organizational development expertise in support of government-wide transformation initiatives

•Design and deliver people-focused change management solutions that enable effective implementation

•Support departments in managing organizational restructuring and change programmes

•Identify opportunities for process improvement and service enhancement within HR operations

•Build organizational resilience and adaptability

•Foster a culture of continuous learning and improvement across the public service

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Person Specification

Applicants for the position of CHRO will be expected to demonstrate competency against the following essential criteria and competencies required for senior public service leadership.

Essential Criteria

1. Leadership and Strategic Capability

•Strategic Communication: Ability to work and communicate effectively at senior strategic level, articulating complex HR and organizational concepts to diverse audiences including government leadership

•Senior Influence: Ability to influence at the Head of Service/Permanent Secretary level and above, with proven experience commanding respect and credibility with senior stakeholders

•Leadership Excellence: Strong leadership and management skills with demonstrable experience of driving change and transformation; proven ability to build and lead high-performing teams through complex organizational challenges

•Pace and Delivery: Demonstrable ability to work at pace and deliver to tight deadlines without compromising quality; capacity to balance strategic thinking with operational execution

2. Professional Knowledge and Experience

•HR Expertise: Minimum 10 years' proven experience successfully managing the HR function within large, complex organizations, with demonstrated technical capability across all core HR professional areas including:

•Strategic workforce planning and talent management

•Learning and development programmes

•Performance management and capability frameworks

•Organizational development and change management

•Employee relations and employment law

•Compensation, benefits, and reward strategy

•Public Sector Understanding: Sound understanding of public sector governance, policy environments, public service values, and the specific challenges of managing public sector organizations

•Professional Qualification: CIPD (Chartered Institute of Personnel Development) qualified to Fellow Membership level or equivalent professional HR qualification demonstrating advanced expertise

•Change Management: Proven experience leading organizational transformation, restructuring, and significant change programmes in complex environments

3. Business Acumen and Strategic Vision

•Organizational Development: Understanding of organizational design, structure, and the relationship between HR strategy and organizational performance

•Commercial Awareness: Ability to understand government priorities, public sector constraints, and the relationship between HR effectiveness and service delivery

•Data and Analytics: Capability to use HR data and analytics to inform strategic decisions and measure impact

•Innovation: Willingness to embrace modern HR practices, technology, and innovative approaches to people management

4. Judgment and Interpersonal Skills

•Discretion and Confidentiality: Absolute discretion in handling sensitive personnel and organizational matters; integrity and trustworthiness

•Emotional Intelligence: Strong interpersonal skills with sensitivity to cultural context, political dynamics, and organizational dynamics

•Stakeholder Engagement: Proven ability to build relationships and influence across organizational boundaries and political contexts

•Collaboration: Ability to work collaboratively across government departments and with external stakeholders including unions, professional bodies, and civil society organizations

Desirable Criteria

•Knowledge of public sector reform initiatives and best practice models

•Experience with organizational transformation in government or public sector

•Track record of building high-performing HR teams and functions

•Experience with technology-enabled HR service delivery

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Terms of Appointment

Appointment Type - Contractual appointment 

Duration - To be determined based on candidate and organizational requirements (typically 2-3 years with renewal potential)

Location - Montserrat, with possible requirement for regional travel

Working Arrangements - Full-time position

Standard government working hours - Flexible working arrangements may be considered based on operational requirements

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The Recruitment Process

Application Submission

To apply for the Chief Human Resources Officer position, please submit the following documentation through the Government of Montserrat Jobs Portal:

1. Curriculum Vitae (CV)

•Maximum 3 pages

•Include career history with key responsibilities and major achievements

•Provide explanation for any significant gaps in employment history

•Highlight HR qualifications, professional certifications, and continuous learning

2. Statement of Suitability

•Maximum 1,500 words

•Explain how your personal skills, qualities, and experience demonstrate suitability for the role

•Address each of the essential criteria from the Person Specification with specific examples

•Describe your experience with public sector organizations and organizational transformation

•Outline your vision for HR strategy and public service transformation

3. References

•Provide contact details for two referees including a recent manager/supervisor

•Indicate your authorization for referees to be contacted

Shortlisting

Applications will be assessed against the essential criteria by a selection panel. Candidates demonstrating the strongest alignment with the Person Specification will be invited to the next stage of the recruitment process.

Shortlisted candidates will be notified by email.

Assessment Process

Shortlisted candidates will be invited to participate in a comprehensive assessment process, which may include:

•Written Assessment: Response to a scenario-based HR challenge requiring strategic thinking and organizational analysis

•Panel Interview: Discussion of professional experience, strategic thinking, and fit with the role requirements

•Presentation: Delivery of a presentation on a HR strategy topic relevant to public service transformation (topic provided in advance)

Full details of the assessment process will be provided to shortlisted candidates.

Interviews

Following successful completion of assessments, selected candidates will participate in a formal interview with a panel including:

•Deputy Governor’s Representative

•External HR professional or specialist advisor

•Foreign and Commonwealth Development Organization Representative 

The interview will explore:

•Strategic HR leadership experience and vision

•Change management and transformation capabilities

•Public sector experience and understanding

•Alignment with Government of Montserrat priorities and culture

•Commitment to building a high-performing public service

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Timeline

Stage                                       Expected Date

Application Closing Date-      March 20th 2026

Shortlisting Meeting-             Week of March 22nd 2026

Assessment Process  -             Week of March 29th 2026

Final Interviews -                     Week of April 5th 2026

Offer and Negotiations -        Week of April 26th 2026 

Expected Start Date -               June 1st 2026         

Note: These dates are indicative and subject to change based on the volume of applications and scheduling requirements.

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Employment Benefits and Conditions

Remuneration

The total remuneration package for this role is XCD $300,209.00,  which consists of a base salary of XCD $84,468.00 and allowances totaling XCD$215,741. The final package will be determined based on qualifications, professional experience, and comparative market rates for senior HR leadership positions in the Caribbean public sector.

Leave Entitlements

27 days annual leave entitlement excluding statutory holidays.

Pension and Benefits

Payment of a contract gratuity equivalent to 12.5% of the contract sum on successful delivery of agreed deliverables at the end of the term.

Professional Development

Support for continuous professional development, including access to training, conference attendance, and professional development opportunities aligned with role requirements.

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Equal Opportunities

The Government of Montserrat is committed to equal opportunities and diversity in the workplace. We recruit on merit through fair and open competition. We seek to build strength through diversity and appoint suitably qualified individuals regardless of ethnicity, religion, sexual orientation, gender, social background, age, or disability.

Disability Confident Scheme

The Government of Montserrat is committed to supporting disabled candidates. We guarantee to interview any disabled candidate whose application demonstrates they meet the minimum essential criteria for the role, provided evidence is clearly outlined in the application form.

Reasonable adjustments will be made to support disabled candidates throughout the recruitment and assessment process. If you require reasonable adjustments, please indicate this in your application or contact the recruitment team.

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About the Government of Montserrat

Montserrat is an island nation in the Eastern Caribbean with a population of approximately 4,500 residents. The Government of Montserrat operates in a Westminster-style parliamentary democracy with a public service dedicated to serving the people of Montserrat through effective, responsive governance.

The island of Montserrat has a unique socio-economic environment shaped by its geography, population size and ongoing infrastructural and social development. The economy is largely supported by public sector employment, construction and tourism.

As a small jurisdiction, access to goods and services may differ from larger countries. At the same time, Montserrat offers a safe, stable environment, a close-knit community and opportunities to make a meaningful impact in the public service and to the island’s overall development. 

The public service is undergoing strategic transformation to enhance capability, improve service delivery, and position Montserrat as a model for excellence in Caribbean governance. This transformation agenda prioritizes leadership development, organizational effectiveness, and building a culture of performance and accountability.

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References and Additional Resources

•Public Service Competency Framework

•HRMU Strategic Plan

•CIPD Professional Standards Our professional standards and code | CIPD

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This Candidate Pack provides information about the CHRO position. Please note that the Government of Montserrat reserves the right to modify any aspect of the recruitment process, selection criteria, or terms of appointment as necessary.