Executive Manager, Human Resources and Talent Management

The National Bank of Dominica (NBD) Ltd. is hiring an Executive Manager, Human Resources and Talent Management with exceptional leadership skills who can effectively and efficiently manage our Human Resources and Talent Management Department.

JOB DESCRIPTION - EXECUTIVE MANAGER, HUMAN RESOURCES AND TALENT MANAGEMENT

The Executive Manager – Human Resources and Talent Manager is responsible for developing and executing human resource strategy to support the strategic direction of the organization, in the areas of talent management, succession planning, change management, performance management, training and development, and compensation and benefits for the National Bank of Dominica and its subsidiaries. The role champions equity and consistency in decision–making, positive employee relations, effective industrial relations in accordance with the Bank’s and Eastern Caribbean Central Bank’s (ECCB) policies and the laws of Dominica.

KEY RESPONSIBILITIES AND ACCOUNTABILITIES

Work with other Executive Managers to plan and execute the Bank’s strategy

1) Participate, along with other Executive Managers, in the planning, design and development of strategies, policies, and programs to achieve bank financial, operating, and other goals.
2) Identify and analyse global, regional and industry trends, issues, competitive threats, and opportunities and make inputs into the Bank’s strategic planning and development process.
3) Report to the Managing Director, Board of Directors, and its committees, on employment market conditions, labour relations, up-to-date HR procedures and practices, corporate culture, and employee engagement and relations, and related issues which may influence the judgment of the Executive Management and Board of Directors in the formulation or modification of strategy and policy.
4) Support the implementation and achievement of the current and future strategic and operational plans by aligning individual and department goals to organizational goals.
5) Keep abreast of trends and developments within assigned functional area(s) and recommend changes to strategy and practices where applicable.
6) Champion change, model mindsets and behaviours, and deliver compelling messages that challenge obsolete methods and practices and encourage the adoption of business improvement initiatives and culture change to position the Bank as a leading corporate entity in terms of profitability and employee and customer satisfaction.
7) Ensure that the assigned department consistently demonstrates a collective focus on achievement of the strategic goals of the Bank.

Develop and implement tactical plans that are aligned to the Bank’s strategic plans.

1) Develop, review, and revise the department’s service charter, and standards, principles, policies, and procedures to achieve conformance with international, local, and internal risk and compliance guidelines and standards.
2) Develop, implement, and monitor the performance of Service Level Agreements that provide a framework governing the flow of work between the department and other departments while maintaining or exceeding service expectations and standards.
3) Develop strategies, tactical plans, and workflows to achieve the department and organisational objectives and monitors and reviews the department’s performance, highlighting relevant variances and recommending appropriate action.
4) Manage the overall workflow of the unit to ensure the efficient and equitable distribution of duties.
5) Ensure that the department is adequately resourced in terms of people, tools and equipment, and budget to enable the department to complete its work, and manage those resources in an economical, effective, and efficient manner.
6) Respond to and resolve all service issues including complaints against the department, whether from internal or external sources.
7) Prepare and manage the annual departmental budget.
8) Be responsible for the overall efficient performance and productivity of the department
9) Establish, maintain, and update Standard Operating Procedures, department manuals and Job Aids for the department.

Manage the Human Resources and Talent Management department

1) Work closely with Executive Management to review the organisational structure and manpower requirements at least once annually to ensure functionality and alignment with organisational objectives, and make appropriate recommendations, and implement changes subject to the Managing Director’s approval.
2) Develop and obtain approval for HR policies and procedures paying attention to the legal framework, best practices, including equal opportunity, anti-discrimination, diversity and inclusion, and emerging trends.
3) Collaborate with Executive Management to ensure the preparation, updating and maintenance of Job Descriptions.
4) Build an employee value proposition framework to assist the Bank with attracting and retaining top talent from the market.
5) Use job analysis, job evaluation and other techniques to objectively determine the relative worth and level of jobs within the Bank.
6) Manage the staff requisition process by ensuring that all staffing requests are properly evaluated, checked against approved staff complement, and ensures procedures for recruitment are followed in accordance with the Bank’s policy guidelines.
7) Support other departments by assisting with manpower issues by evaluating recommendations for staff transfers, promotions, relief and leave arrangements as required and confirm approval and co-ordinate arrangements to ensure smooth implementation as planned with minimum disruption of operations and customer service.
8) Manage the recruitment and selection process including posting of vacancies, shortlisting of candidates, preparation of interview packages, scheduling and conducting of interviews, identification of successful candidate(s), and developing and making an offer.
9) Ensure that background checks are conducted on all employees including references, certificates of character, copies of certification and personal identification, proof of address, and any other information that might be required in accordance with Know-Your-Employee standards.
10) Ensures the development and up to date maintenance of the Human Resource Policies and Procedures Manuals to ensure equity and consistency.
11) Develop and execute employee onboarding sessions for all new employees, and orientation plans for employees, whether internal or external, moving into a new role.
12) Develop talent through effective policies, procedures, and practices including coaching, mentoring, training, and cross training opportunities, as well as job enrichment and enlargement, where possible.
13) Conduct periodic skills assessments within the organization to determine training needs, and store information on current skills in an organisational skills bank.
14) Execute an annual training plan to address the needs of the organization and of individual employees.
15) Influence a strong performance culture within the organization by providing training and toolkits on performance management to managers and employees including information and processes on setting objectives, monitoring performance, providing feedback, conducting appraisals, and on the annual performance cycle.
16) Support the Managing Director in developing strong talent pool by identifying potential successors for key roles and key people who can be developed, and by developing, implementing, and reporting on action to build out the talent pool.
17) Support a merit-based performance culture by aligning key processes such as incentive payments, promotions, recognition, and developmental opportunities with performance outcomes.
18) Develop and manage a recognition and reward program that is aligned with organizational values, customer service, tenure, performance, and any other element that may be important to the Bank.
19) Manage cash compensation programmes including base salary, hourly rates, overtime, allowances, commission and other variable pay, shares/stocks, and incentive payments.
20) Manage employee benefit schemes including life and health insurance, pension and retirement benefits, vacation, sick leave, maternity/paternity and other leaves, staff loans, long service awards.
21) Ensure that compensation and benefits are accurately and confidentially administered in accordance with union agreements, legal and other regulatory requirements.
22) Conduct or participate in market surveys and research and analyse industry and market trends and data to determine market position of the Bank’s compensation and benefits program and make suggestions on salary ranges or any other any adjustments to be made.
23) Manage the payroll system and the Human Resources Information System (HRIS), by liaising with the vendor to ensure that the technology is kept updated and ensuring that employee information is updated by the HR team members, ensuring the confidentiality and integrity of system data.
24) Manage the Learning Management System, design and oversee internal coaching programs, implement leadership performance assessments (360-degree surveys), and monitor HR performance through an HR metrics dashboard.
25) Conduct periodic checks and reconciliation of the HRIS, payroll system and benefit plans to ensure that they are all in sync.
26) Maintain employee files and other records in a confidential and secure manner, and in accordance with organizational and regulatory standards on record-keeping and retention.
27) Provide sound advice to Managers and staff on employee relations and disciplinary matters.
28) Lead or coordinate all matters relating to discipline, grievances, or labour relations including collective bargaining.
29) Contribute to positive labour relations by scheduling periodic meetings with union leadership, and between management and shop stewards to ensure that issues may be discussed and addressed before becoming serious grievances.
30) Seek legal advice where necessary and coordinate documents on Union negotiations and collective bargaining matters.
31) Represent the Bank at the hearings at the Labour Department or Ministry of Labour, as
required.
32) Work with the Legal Department to prepare for any contentious legal employment matters.
33) Ensure matters pertaining to industrial relations, disputes, voluntary and involuntary separation including retirement are properly handled.
34) Advise Executive Management and Board on areas of organisation change and work to develop change management, communication, resistance, and other plans to assist the Bank in implementing new methods of thinking or working.
35) Monitor and measure the employee climate through surveys and other methods to identify issues and trends, and work with Executive Management to develop action plans to address areas of concern.
36) Support employees through personal and organizational change and challenges by liaising with the provider of the Employee Assistance Programme to provide personal, family, or financial counselling, outplacement services or any other support that may be required.
37) Co-ordinate staff functions liaising with staff and other departments as necessary.
38) Champion employee health, safety, and wellness across the Bank by conceptualizing and implementing initiatives to train, raise awareness of, recognize and reward good health and safety practices.
39) Manage the off-boarding process for employees by establishing processes for resignation, termination, redundancy, retirement, or any other means of employee exit from the Bank.
40) Prepare and update HR committee and board presentations to provide timely, accurate, and insightful reporting on HR initiatives, performance metrics, and strategic priorities

Manage employee performance and development through facilitating coaching, mentoring, training, and other opportunities for staff members

1) Take responsibility for managing team members within assigned department and consult with the Human Resources department for guidance and support as required.
2) Manage the performance of assigned team members to ensure a consistent, high standard of performance and productivity in accordance with Bank performance standards.
3) Hold regular team and individual touch bases, coaching sessions, and meetings to communicate performance measures, targets and departmental goals/progress achieved.
4) Monitor performance and provide continuous feedback to assigned team members through formal appraisal meetings, other regularly scheduled meetings, and other touch bases when required.
5) Recognize outstanding and consistent performance by team members through formal and informal means in accordance with guidelines and schemes provided by the Bank.
6) Recommend and implement progressive disciplinary action as required in accordance with legal and industrial relations guidelines and best practice.
7) Ensure the continued development of employees by providing coaching, training, and development opportunities to improve skills, knowledge, attitude, and competence.
8) Contribute to succession planning by identifying key strategic and operational goals, key jobs, and key people within the department, and identify activities required to make ready suitable candidates to meet the future needs of the Bank.
9) Promote professional and ethical practice of the profession by encouraging and facilitating continuing professional development of the department team.
10) Ensure that the department has the necessary competencies through building and/or procuring knowledge and skills to ensure proficiency and due professional care in the conduct of the department’s mandate.
11) Influence and improve employee and team morale, satisfaction, and engagement by promptly addressing concerns and resolving grievances, providing guidance and coaching, managing conflict, recognizing excellence, communicating, and providing frequent feedback and information, and creating opportunities for learning, team building and socializing, and any other approach deemed appropriate by the Bank’s management team.
12) Reward strong performance through informed and unbiased adjudication and/or recommendation of merit increases, and incentive pay, where applicable.
13) Pursue professional development opportunities, including internal and external training and professional association memberships, and share knowledge gained with various internal stakeholders including the Board of Directors, the Managing Directors, other Managers and assigned team members in the department.
14) Lead by example, ensuring consistency and integrity in decision making, and timely and effective performance management.
15) Improve knowledge and skills required to identify and address risks specific to the financial services industry and environment in which the Bank operates.
16) Develop and maintain an annual training calendar to ensure timely, structured, and strategic learning opportunities across the organization

Manage departmental risks and ensure compliance with policies and regulations

1) Adhere to standards of Regulatory Compliance, Anti Money Laundering/Anti-Terrorist Financing and Bank policies and procedures for all products, services, and customer transactions.
2) Identify and evaluate risk, suspicious activity and suspicious persons and notifies Audit, and Risk and Compliance Department, Managing Director, and/or Security personnel immediately.
3) Ensure that the bank and customer information is always kept secure and confidential.
4) Adhere to Bank security procedures with respect to assigned authorities and responsibilities.
5) Ensure that departmental employees comply with approved policies, plans, procedures, by-laws, legislation, and regulatory guidelines.
6) Establish strong and effective procedures, practices and systems aligned to the standards of the organization within the department.
7) Work closely with ECCB, External Auditors and other internal assurance functions, providing information and assistance as approved and required, and communicating/sharing perspectives on risks, controls, and governance processes.
8) Validate assets, liabilities, adequacy of provisions and the propriety of expenses according to the Bank’s books and records.
9) Report all matters of conflict of interest involving self and/or others immediately to the Managing Director or to any other authority as soon as possible after becoming aware.
10) Ensure that the department team members have a sound understanding of the Bank's policies, ECCB’s Banking Supervision Polices and of its main implications, where applicable.
11) Ensure that the right skills, mind-sets, and systems are in place to continuously assess and mitigate principal risks of the department’s mandate and responsibilities.
12) Address all audit, compliance or risk issues as identified through internal or external audits and reviews and take corrective action to address these issues within the agreed timeframe.

Support health, safety, and employee well-being in the workplace.

1) Be aware of and be responsible for health and safety matters within the department and across the Bank by raising matters that impact on the health, safety, security, and wellness of assigned team members, and driving those who are accountable to resolve safety concerns and conditions.
2) Ensure compliance to relevant occupational health and safety obligations and protocols by raising awareness through training on policies, procedures, and practices, and by monitoring the behaviors of employees, and working conditions within the department.
3) Ensure the Bank meets its statutory obligations in all areas pertaining to health, safety, and welfare at work, including statutory training and reporting.
4) Ensure that all accidents are documented, investigated, and recommended improvements implemented.
5) Collaborate with the Risk and Compliance Department to ensure safety inspections are conducted, fire drills and alarms are properly reported, risk assessments and lone working procedures are effectively managed, and employees are fully aware of their responsibilities
6) Demonstrate awareness of and empathy for personal, financial, familial, mental, interpersonal and any other challenges that employees might face, the potential impact of those challenges on the well-being and work of the employee, and the options available for support of self, the employees, and other invested persons.
7) Champion employee wellness in the workplace by encouraging and supporting initiatives that contribute positively to work-life balance, rest and rejuvenation, and healthy lifestyles.

Support events and initiatives that support the Bank’s corporate social responsibility

1) Project a favourable professional image and the Bank’s core values, always promoting loyalty and respect for the Bank.
2) Represent the Bank at public events and, where applicable, give speeches, make donations and presentations on the Bank’s behalf to raise public awareness of the Bank’s social responsibility to the local community.
3) Remain alert to opportunities to promote the Bank’s brand, products, and services, and charitable causes, and to create partnerships with employees, clients, established charitable or service organizations, and other groups.
4) Suggest ideas and initiatives to enhance the Bank’s ethical, social, governance, and environmental commitments.

Perform any other duties assigned

1) Any other duties ancillary or related to the foregoing.

SKILLS, QUALIFICATIONS AND EXPERIENCE

1. Master’s Degree in Human Resources Management, Management, Business, Organizational Psychology.
2. SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification an asset.
3. A minimum of 5 years of related work experience in management of Human Resources
4. Knowledgeable of the principles and guidelines relating to dispute resolution, human resources laws, and regulations such as the Labour laws of Dominica.
5. Sound understanding of Human Resources Management, organisational development, change management, compensation management, manpower and succession planning and career counselling.
6. A high level of computer literacy and experience in the use of payroll and HRIS

COMPETENCIES

The incumbent will demonstrate competencies at the level of an Expert and Strategic Influencer
meaning that the individual should demonstrate a high level of proficiency in the competencies below
and is recognized as an authority or master in exercising the competency.

1. Leadership: Demonstrate superior leadership thought and behaviours, and ability as evidenced by excellent organizational, communication, presentation, negotiation, interpersonal, influencing, and decision-making skills.
2. Change Leadership: Envision a positive future for the Bank and should have the ability to influence and inspire action in others. The incumbent should possess the ability to navigate periods of growth, disruption or uncertainty with confidence and an encouraging attitude that the change will benefit the Bank and its stakeholders.
3. Strategic Thinking: Demonstrate sound understanding of the Bank’s position in the local, regional, and global context, including strengths, weaknesses, opportunities, threats, and the competitive environment. The incumbent maintains focus on strategic goals and priorities when making decisions.
4. Strategic Influencing: Is capable of handling strategic communication issues both internally and externally. The incumbent builds relationships with others such as industry experts to develop arguments, rationales, or plans of action to address strategic matters. The incumbent is mindful of the potential impact of words and actions and therefore is politically astute on how to adjust language and behavior within varying contexts.
5. Developing and Coaching Talent: Demonstrate commitment to the development of all employees by supporting and facilitating learning opportunities through coaching, and mentoring, and through the sharing of expertise. The incumbent also supports on-thejob learning opportunities and delegates responsibility thereby giving others the opportunity to lead and learn new skills. The incumbent provides feedback in various contexts, equally using successes and failures as learning opportunities.
6. Customer Focus: Continuously review and revise the customer service model and service standards to be able to meet the evolving needs of the customer. Models service excellence by delivering on commitments to customers.
7. Results Focus: Driven to meet or exceed specific goals and objectives by planning or executing work in an effective and efficient manner. Remains focused on results and will leverage resources available and solve problems creatively to get the job done.
8. Self-awareness and Personal Development: Possess the ability to identify, articulate, and build on values, interests, skills, strengths, knowledge, experiences, and limitations to impact personal growth and professional success.

CORE VALUES

The core values reflect what is important to the Bank. The Executive Manager will champion and
model the corporate values and will encourage all employees to aspire to and emulate excellence.
1. Integrity
2. Mindfulness
3. Passion
4. Accountability
5. Customer Focus
6. Teamwork

PERFORMANCE EXPECTATION

1. High standard of performance, confidentiality, integrity, timeliness, and efficiency must always be maintained.
2. Sensitivity and tact must be especially evident in the performance of functions.

RELATIONSHIPS

The incumbent will have a high level of contact with various persons internally and externally to the Bank. They will communicate by telephone, e-mail, letters, and in person on a daily basis. They will be expected to build and develop cordial, professional relationships, and to work as part of cross functional teams. The incumbent will be responsible for planning, directing, and controlling the work of others. The incumbent will often interact with customers, vendors, regulators, and other parties, and should use superior leadership and communication skills to influence positive outcomes.

TECHNICAL SKILLS

1. High quality writing skills, using accurate word usage, grammar, spelling, and punctuation in all written correspondence.
2. Ability to add, subtract, multiply, and divide, using whole numbers, and decimals.
3. Ability to compute different calculations including rates, ratios, and percentages.
4. Use of professional phone etiquette, including tone and volume of voice.

MENTAL EFFORT

Ability to multi-task, work in a fast paced, changing environment and maintain a commitment to
accuracy and timeliness.
1. Ability to follow policies, procedures, and written instructions, as well as verbal instructions or directions from immediate manager
2. Ability to maintain confidentiality.
3. Ability to work in a very competitive atmosphere where daily and weekly deadlines must be met.
4. Ability to generate independent thought while working collaboratively with others.
5. Agility to change course in an unpredictable working environment, along with the ability to solve problems and be innovative in solutions while respecting the regulatory framework in which the Bank operates.

PHYSICAL EFFORT

The physical demands described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
1. Ability to work normal hours and extended hours that will be required to execute the job tasks. These extended hours may include after normal working hours, weekends, and occasionally on public holidays.
2. Physical agility to allow movement from place to place.
3. Normal physical strength to handle routine office materials and tools.
4. Normal dexterity of hands and fingers.
5. Occasional lifting and transporting up to 25 lbs.
6. Use of keyboard and looking at computer screens for extended period could place a moderate visual demand on the incumbent

A competitive salary and benefits package, commensurate with qualifications and experience will be offered to the selected candidate. Please email your resume and cover letter in confidence by April 10, 2026.

Only shortlisted candidates will be contacted.