Human Resource Officer

The Private Sector Organisation of Jamaica (PSOJ) has made a commitment to leverage its network and contribute to a strategic and targeted intervention aimed at transforming social and economic outcomes for communities across Jamaica. This leading private sector umbrella group seeks to facilitate a collaborative, evidence-based approach to inclusive community development and sustained violence prevention. The approach of the Social Transformation and Renewal Foundation (STAR) is towards effective partnerships, data-driven problem solving, mindset change, community-informed and owned decision making, accurate and timely reporting, and accountable systems of oversight and governance. Project STAR’s ultimate outcome is that as one people, we are working together to transform ourselves and our communities; creating a Jamaica where all are valued, and all can thrive.

STAR is aligned with the Ministry of National Security’s (MNS) framework for social and community transformation, and it is anticipated that this alignment will result in collaborations that redound to the benefit of communities, and the nation.

PURPOSE OF THE ROLE

The Human Resources Officer (HR Officer) is a full-time, in-office position responsible for leading and strengthening the human resource function of Project STAR. The HR Officer will oversee recruitment, staff development, performance management, compliance, organisational culture, and workforce planning.

In addition to core HR functions, the HR Officer will play a central role in:

− Coaching and mentoring supervisory staff and managers to strengthen leadership and people management skills

− Providing structured and on-the-job training to improve supervision and team effectiveness

− Promoting staff welfare, morale, and engagement through intentional team-building and wellness activities

Working alongside a Contracts Officer, the HR Officer will focus on HR leadership, organisational development, and building a strong, motivated and accountable team culture.

SCOPE OF RESPONSIBILITIES

Recruitment and Onboarding

− Lead and manage end-to-end recruitment processes, including role design, shortlisting, interviewing, selection, and reference checks.

− Ensure that recruitment aligns with Project STAR’s values, culture, and performance expectations.

− Design and oversee onboarding processes to ensure new staff are effectively integrated and understand programme standards, reporting lines, and behavioural expectations.

− Work with the Contracts Officer, who supports job postings, interview scheduling, and preparation of employment contracts.

Performance Management and Employee Development

− Develop and implement performance management systems, including goal setting, appraisals, and performance improvement processes.

− Support managers in setting clear expectations, monitoring deliverables, and addressing underperformance in a timely and constructive manner.

− Identify training needs across the organisation and coordinate internal and external learning opportunities.

− Track professional development pathways to support staff growth and retention.

− Work with the Contracts Officer to ensure training records and performance documentation are properly maintained.

Coaching and Supervisory Strengthening

− Provide direct coaching and advisory support to supervisory staff and managers to strengthen their leadership, communication, and team management skills.

− Conduct structured supervisory clinics or sessions focused on practical issues such as delegation, conflict resolution, feedback delivery, and staff accountability.

− Deliver on-the-job training to help managers build confidence in handling HR-related matters, including difficult conversations, team motivation, and performance improvement.

− Support the development of a culture of responsible supervision and professional conduct across the organisation.

Staff Relations and Workplace Culture

− Serve as the primary point of contact for staff on HR policies, workplace concerns, and employee welfare matters.

− Promote open communication between staff and management, ensuring issues are addressed fairly and promptly.

− Support conflict resolution processes and maintain a safe and respectful workplace environment.

− Foster an inclusive workplace culture aligned with STAR’s mission and values.

Staff Welfare, Engagement and Morale

− Design and implement staff engagement initiatives aimed at strengthening morale and team cohesion.

− Organise team-building activities, staff appreciation events, wellness initiatives, and periodic “fun days” that reinforce unity and belonging.

− Develop simple, practical staff welfare initiatives that recognise performance, celebrate milestones, and promote well-being.

− Work with leadership to ensure staff feel valued, supported, and motivated.

HR Policy and Legal Compliance

− Ensure compliance with all applicable Jamaican labour laws and internal HR policies.

− Advise leadership on policy updates, disciplinary procedures, grievance handling, and regulatory requirements.

− Periodically review and update HR policies and employee handbook documentation.

− Work with the Contracts Officer to maintain accurate HR files and ensure administrative compliance.

Strategic HR Leadership

− Collaborate with the Project Director and senior leadership to develop and implement long-term HR strategies aligned with programme growth.

− Support workforce planning, succession planning, and organisational structuring.

− Provide analysis and recommendations related to staff retention, compensation benchmarking, and team capacity needs.

− Contribute to building a professional, accountable and high-performing organisational culture.

Reporting and Structure

The Human Resources Officer reports to the Project Director and attends Committee meetings when required.

The Contracts Officer provides administrative HR support and reports operationally in alignment with the HR Officer for HR-related functions.