Chief Human Resources Officer

The CHRO drives organisational transformation by leading a forward-looking people strategy aligned to business priorities. As a key executive partner, the role oversees talent, performance, rewards and industrial relations while strengthening capability and a high-performance culture.

Title: Chief Human Resources Officer
Work type: Full-time, including 6-month probationary period
Industry: Utilities
Location: Saint Lucia — on-site role; relocation assistance available.

JOB SUMMARY

The Chief Human Resources Officer (CHRO) plays a pivotal role in driving organisational transformation by shaping and executing a forward-looking people strategy aligned with the Company’s strategic and operational priorities. This role provides executive leadership across the full spectrum of human capital management, including organisational and leadership development, talent acquisition, succession planning, performance management, total rewards, employee engagement, and industrial relations.

As a key member of the executive leadership team, the CHRO partners closely with senior leaders and department heads to build a high-performance culture and strengthen organisational capability. The role also serves as the primary liaison with external stakeholders such as trade unions, regulatory bodies, professional advisors, training institutions, and regional industry partners to ensure compliance, foster constructive relationships, and support the organisation’s long-term workforce strategy.

KEY RESPONSIBILITIES

HR Strategy & Executive Partnership

• Shape and execute forward-looking people strategies aligned with organisational priorities, transformation initiatives and long-term workforce needs.
• Partner with the Managing Director and senior leadership team as a trusted advisor on organisational effectiveness, workforce capability and culture.
• Contribute to corporate strategic planning and enterprise risk management by aligning talent strategies with business goals and identifying people-related risks.

Organisational Development & Talent Management

• Lead enterprise talent management initiatives, including workforce planning, recruitment, succession planning, leadership development and retention strategies.
• Oversee the design and implementation of organisational structures that support operational efficiency and strategic growth.
• Drive the development of performance management frameworks that strengthen accountability, engagement and continuous improvement.
• Champion initiatives that build the behaviours, competencies and culture required to achieve organisational objectives.

Employee Relations & Industrial Relations

• Foster a positive employee relations climate by proactively addressing workplace issues and strengthening employer–employee partnerships.
• Lead collective bargaining negotiations and manage dispute resolution processes in collaboration with trade unions to maintain a stable industrial relations environment.
• Ensure compliance with labour legislation and HR governance requirements through advisory support, audits and targeted education initiatives.

Total Rewards & HR Operations

• Develop and implement compensation and benefits strategies that ensure competitiveness, internal equity and alignment with business performance.
• Provide leadership for the optimisation of HR systems, policies and processes to enable efficient and data-driven HR service delivery.
• Monitor departmental performance against the HR strategic plan and manage the HR budget to support effective execution of priorities.

Change Leadership & Stakeholder Engagement

• Facilitate organisational change initiatives through strong communication, collaboration and relationship management across the organisation.
• Build trust-based partnerships with internal and external stakeholders to support the successful implementation of new initiatives, technologies and ways of working.

HR Leadership & Capability Building

• Lead, coach and develop the HR team to build capability, drive performance and foster a high-performing and motivated function.
• Promote continuous learning within the HR function by identifying development opportunities and strengthening professional expertise.
• Provide regular insights and reporting to senior leadership on workforce trends, HR initiatives and organisational effectiveness.

QUALIFICATIONS & EXPERIENCE

• Master’s degree in Human Resource Management or a related discipline.

• Minimum of ten (10) years’ progressive experience in human resources, including at least five (5) years in a senior leadership role.
• Demonstrated experience leading strategic HR functions such as workforce planning, organisational design, performance management, talent development and employee engagement.
• Experience operating within a regulated and unionised environment, including exposure to collective bargaining processes and complex employee relations matters.
• Proven ability to advise executive leadership on organisational effectiveness, people strategy and risk considerations.
• Familiarity with governance frameworks, pension or benefits administration considerations, and compliance with relevant labour and employment legislation.
• Membership in a recognised professional human resource management body.

KEY COMPETENCIES

• Comprehensive understanding of modern human resource management practices and the ability to translate organisational priorities into practical people solutions.
• Strong commercial awareness and sensitivity to organisational dynamics, governance requirements and risk management considerations.
• Ability to assess business needs, design effective organisational structures and develop workforce strategies aligned to long-term objectives.
• Skilled in conflict resolution, stakeholder diplomacy and managing constructive relationships within unionised environments.
• Proven capability to lead, inspire and develop high-performing teams while fostering accountability and collaboration.
• Ability to guide organisational change initiatives and apply structured approaches to planning, implementation and evaluation.
• Strong analytical and problem-solving capability with the capacity to operate effectively in fast-paced or high-pressure environments.
• Excellent written and verbal communication skills with the ability to influence, facilitate dialogue and build trust across all organisational levels.
• -thinking mindset with the flexibility to adapt approaches and translate ideas into policies, programmes and practical outcomes.
• Comfortable leveraging HR systems, data and standard business technologies to support informed decision-making and operational efficiency.
• High level of integrity, discretion and professionalism in handling sensitive organisational and workforce matters.

WHAT WE OFFER

• Opportunity to play a pivotal role in shaping organisational transformation and workforce capability.
• Exposure to executive leadership decision-making and regional stakeholder engagement.
• Ongoing professional development and leadership growth opportunities.
• Competitive executive compensation and benefits package.

ADDITIONAL REQUIREMENTS

• A valid driver’s license is required.