Education and Qualifications: |
Minimum Requirements: - Bachelor’s Degree in Human Resource Management, Business Administration or any other related field. - Certification in Industrial Relations from a reputable body. Desirable: - Masters Degree in Business Administration or Human Resource Management - Certification in Mediation |
Minimum Experience: |
5-8 years’ relevant experience in Human Resources with a demonstrable track record of success in managing a department and working with C-Suite . 2 years’ experience in administering and/or guiding a team on Labour Laws and Industrial Relations practices. |
Required Skills/Abilities: |
Strategic & Operational Leadership - Ability to translate business objectives into practical HR strategies and action plans.
- Skilled in managing HR projects, driving organizational change, and building workforce capability.
Industrial Relations & Legal Compliance - Sound understanding of Trinidad & Tobago labour laws and the Industrial Relations Act.
- Proficient in handling disciplinary matters, grievance resolution, and regulatory audits.
Communication & Stakeholder Engagement - Strong interpersonal and written communication skills, with the ability to advise, influence, and coach across all levels of the organization.
- Demonstrated experience maintaining confidentiality and exercising sound judgment in sensitive situations.
Talent & Performance Management - Proficient in implementing performance appraisal systems, succession planning, and skills development frameworks aligned with business needs.
- Experience conducting behavioural interviews and using competency-based selection methods.
Digital Proficiency & Analytics - Competent in Microsoft 365 (Word, Excel, PowerPoint, Teams) and familiar with HRIS platforms.
- Able to generate and interpret HR data to support decision-making and workforce reporting.
Culture, Inclusion & Engagement - Demonstrated commitment to promoting a diverse, equitable, and inclusive work environment.
- Able to design and deliver employee engagement, recognition, and wellness initiatives.
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General Roles and Responsibilities: |
The Human Resources Manager will lead the development and execution of all HR strategies, ensuring alignment with company objectives, regulatory compliance, and a positive workplace culture. Key responsibilities include: 1. Strategic HR Leadership - Translate company goals into an HR strategy and multi-year workforce plan.
- Serve as a key advisor to the Executive Team on organizational development, change management, and succession planning.
- Maintain and continuously improve HR systems, policies, and structures that support a high-performance, compliant workplace.
2. Talent Acquisition & Workforce Planning - Lead end-to-end recruitment processes, ensuring timely hiring aligned to business needs and workforce plans.
- Oversee onboarding, orientation, and internal mobility programs that enhance early engagement and retention.
- Maintain and update job descriptions for all positions, ensuring alignment with role expectations, competencies, and regulatory requirements.
3. Performance Management & Learning - Implement a performance appraisal and feedback framework linked to professional development and business objectives.
- Coordinate learning and development initiatives, including CPD compliance for employees in regulated roles.
4. Compensation, Benefits & Compliance - Oversee compensation, benefits, and salary review processes to ensure internal equity and external competitiveness.
- Ensure compliance with local labour laws, Central Bank guidelines, OSHA, and Workmen’s Compensation Act.
- Support audits and the preparation of HR documentation for tenders and regulatory submissions.
5. Employee Relations & Industrial Relations - Handle employee relations issues, disciplinary matters, and grievance resolution in accordance with company policy and employment law.
- Provide consistent guidance to supervisors and staff on leave, time-off requests, disciplinary procedures, and employment contracts.
- Liaise with external advisors and legal counsel when necessary on IR matters.
6. Culture, Engagement & DEI - Lead initiatives that build employee engagement, recognition, and wellness.
- Drive diversity, equity, and inclusion (DEI) strategies that align with company values and goals.
- Facilitate employee surveys and implement feedback mechanisms.
7. HR Systems, Reporting & Analytics - Manage the company’s HRIS platform and employee records, ensuring data integrity and security.
- Generate and interpret HR reports (e.g., turnover, absenteeism, CPD tracking) for senior management and board reporting.
8. Health, Safety & Risk Management - Participate in the Health & Safety Committee, promote a culture of workplace safety, and ensure compliance with occupational safety regulations.
- Manage incident reporting and any internal Workmen’s Compensation claims, coordinating with insurers and regulators as required.
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Leadership/Supervisory Responsibilities: |
- Lead and mentor the HR Team (if applicable), fostering a high-performance, service-oriented culture within the HR team.
- Set clear goals, provide regular feedback, and support professional development to build internal HR capability.
- Oversee the consistent application of HR policies, procedures, and standards across departments.
- Act as the HR representative on cross-functional committees (e.g., Health & Safety, Strategic Planning) to ensure alignment with company-wide goals.
- Guide line managers in handling people-related matters, including performance management, leave administration, employee relations, and team development.
- Promote accountability, continuous improvement, and collaboration across all levels of the organization.
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Specific Roles and Responsibilities: |
Strategic HR Operations - Conduct semi-annual audits of HR policies and procedures to ensure alignment with local labour laws, Central Bank regulations, and industry best practices.
- Review employment conditions and make recommendations to ensure legal compliance and alignment with best practices.
- Compile and submit HR-related documents for tenders, audits, and board review.
Recruitment & Onboarding - Lead end-to-end recruitment processes, ensuring job descriptions remain accurate and up to date.
- Prepare and maintain the company’s organizational chart in line with staffing changes.
- Develop and execute onboarding programmes, including orientation manuals and recordkeeping in employee files.
- Track all employment contracts for renewals and proactively manage notice periods to reduce legal exposure.
Compensation, Benefits & Employee Records - Manage and periodically review compensation and benefits programmes to ensure market competitiveness and internal equity.
- Coordinate with Finance and external providers on Workmen’s Compensation, NIS Benefits, Group Health and Life enrolments and claims.
- Manage matters related to employee uniforms, payroll-related inputs, and benefits queries.
- Maintain employee records and HR folders in compliance with legal and company policy.
- Prepare internal and external HR correspondence, including job letters and statutory letters (e.g., BIR).
Performance Management & Learning - Execute the company’s performance management processes and perform regular reviews with recommendations for improvement.
- Schedule internal and external training; maintain the training register, CPD tracker, and update materials as required.
- Ensure mandatory training, including CPD compliance for regulated staff, is completed and properly documented.
Employee Relations & Industrial Relations - Serve as the primary point of contact for employee inquiries regarding policies, benefits, grievances, or workplace concerns.
- Guide line managers and supervisors on HR and IR procedures, including disciplinary actions and grievance handling.
- Support the resolution of employee concerns and enforce consistent application of HR policies.
- Monitor punctuality and attendance; flag excessive absenteeism and recommend corrective action to management.
- Oversee the company’s Leave Management process and recommend improvements based on patterns or trends.
Culture and Engagement - Organize and lead engagement initiatives, wellness programmes, and team-building events to promote a strong employee experience.
Health, Safety & Risk Management - Oversee the company’s health and safety practices, ensuring compliance with OSHA and maintaining a safe work environment.
- Process and manage Workmen’s Compensation claims in coordination with Finance and relevant insurers.
HR Analytics, Reporting & Administration - Track and report on key HR metrics (e.g., turnover, time-to-fill, absenteeism, engagement scores) for senior leadership.
- Prepare ad hoc HR reports, board summaries, and executive briefs as needed.
- Maintain the HRIS and employee data systems, ensuring accuracy, confidentiality, and data protection compliance.
General - Perform other related duties as assigned by the Chief Commercial Officer to support the success of the HR function and company as a whole.
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