Human Resources Manager

POSITION: Human Resources Manager

The Human Resources Manager leads the strategic and operational delivery of Human Resources, Industrial Relations, Payroll, Employee Engagement, and Workplace Management for Toyota Trinidad and Tobago Limited (TTTL). This role plays a vital part in building a high-performing, compliant, and employee-focused organization that reflects the company’s mission, vision, and core values. The incumbent works closely with the Leadership Team to ensure alignment between people strategies and business goals, while driving employee happiness, ethical conduct, development, and long-term workforce planning. The position reports to the President.

Responsibilities include:

Strategic Leadership & Planning

1. Establish and execute the HR mission in alignment with TTTL’s strategic direction and the Company’s value system.
2. Advise executive leadership on people-related matters and participate in company-wide planning and transformation.
3. Provide strategic and tactical leadership in critical business initiatives.
4. Serve as a strategic partner in leading change initiatives and organizational transformation, coaching leaders and communicating effectively during transitions.
5. Plan, develop, organize, and evaluate the operations of the HR Department.
6. Direct and coordinate the activities of professionals responsible for HRM and Workplace Planning.
7. Develop and enforce Human Resources policies and procedures, ensuring these are documented, communicated, and adhered to throughout the organization.
8. Ensure compliance with all applicable labour and employment laws and company policies.

Talent Acquisition & Workforce Planning

1. Oversee the full recruitment lifecycle, ensuring efforts align with organizational needs and support diversity, equity, and inclusion.
2. Maintain a talent pipeline for current and future workforce needs through succession and workforce planning.
3. Maintain staffing levels by managing recruitment, testing, and interviewing programs.
4. Design, implement, and manage the Company’s Succession Planning Program, collaborating with department heads to develop individual development plans (IDPs) and leadership pathways.
5. Drive internal talent mobility and leadership readiness through coaching, mentoring, and formal training programs.

Performance Management

1. Lead the company-wide performance management system, training managers in setting clear goals, providing feedback, and evaluating performance objectively.
2. Align performance results with development, recognition, and reward programs.
3. Ensure planning, monitoring, and appraisal of employee work results by managers, and resolve employee grievances.

Employee Engagement & Happiness

1. Manage all employee engagement programs and initiatives, including Employee of the Month Awards, team-building exercises with includes but is not limited to Family Day, End-of-Year Functions, and wellness programs.
2. Lead the annual Employee Engagement Survey process and collaborate with managers to develop and execute post-survey action plans.
3. Provide basic counselling to Team Members and escalate to an EAP provider if needed.

Budget Management, Compensation, Benefits & Payroll

1. Oversee the development and management of a competitive compensation framework, ensuring equity and retention.
2. Manage compensation and benefits plans, including conducting pay surveys, job evaluations, and preparing pay budgets.
3. Provide oversight of the company’s payroll function, ensuring timely and accurate payroll processing in compliance with statutory and internal requirements.
4. Partner with Finance on payroll-related budgets and audits.
5. Develop and manage the Annual HR personnel budget for inclusion in the Company’s annual budget.
6. Monitor monthly cost against approved budget and provide monthly 3-month forecast to the Finance Department.

HRIS & Technology Oversight

1. Lead the management and continuous improvement of the Company’s HRIS, ensuring system accuracy, data integrity, and robust reporting.

Industrial Relations & Compliance

1. Manage all Industrial Relations matters, guiding managers on disciplinary actions, grievance resolution, and conflict management.
2. Ensure ongoing compliance with labour laws, OSH regulations, and employment standards.

Learning & Development

1. Drive internal learning and development programs, evaluating training effectiveness and managing external training partners where necessary.
2. Provide training solutions, accessing external providers where necessary, and monitor costs against talent development budgets.
3. Partner with organizational leaders to plan and implement leadership and management development strategies.

Reporting & Analytics

1. Prepare and present HR reports, using workforce analytics to inform strategic workforce decisions.
2. Effectively represent the Company’s Human Resources to various audiences.
3. Perform other related duties as required.

Qualifications & Experience

• Masters Degree in Human Resource Management, Business Administration, or a related field
• Certification in Industrial Relations and Labour Laws
• Certification in Mediation and/or Counselling
• Minimum of 7 years of progressive HR experience, including 3+ years in a senior HR management role.
• Minimum of 5 years within a medium sized corporate organization.

Strong background in:

• Employee engagement and cultural programs
• Industrial relations and legal compliance
• Succession planning and leadership development
• Compensation, payroll, and HRIS systems

Core Competencies

• Strategic HR leadership and vision
• High emotional intelligence and ethical judgment
• Strong industrial relations acumen
• Data-driven decision-making and reporting capability
• Communication and stakeholder influence
• Talent development and succession planning
• Employee engagement and experience focus
• Change and transformation leadership