Location: Dominica

Base Salary

Range: XCD$78,000 - XCD$96,000 annually (based on experience and qualifications)

Housing allowance - XCD$750.00 per month

 

Base pay and allowances subject to PAYE and Social Security

 

Benefits Package

Comprehensive health insurance (medical, dental, vision)

Paid time off (vacation, sick leave,)

Professional development opportunities

Employee discount programs

Vehicle

Grocery assistance XCD$500.00

KEY RESPONSIBILITIES: 

Business Partnership & Consultation

1. Serve as strategic HR business partner to division leadership, providing guidance on organizational development, talent strategy, and workforce planning
2. Develop and implement HR strategies aligned with business objectives, revenue targets, and operational efficiency goals
3. Participate in business planning sessions, providing HR insights on workforce capacity, training needs, and organizational development
4. Conduct regular business reviews with division leadership to assess HR performance, challenges, and opportunities
5. Develop and maintain strong relationships with department heads, Operations managers, and team leaders
6. Develop comprehensive workforce plans for both Foods and Non-Foods divisions, including succession planning and talent pipeline development
7. Identify key positions and critical skills gaps, developing targeted recruitment and development strategies
8. Implement talent review processes and performance management frameworks
9. Design and execute retention strategies to reduce turnover across all divisions
10. Manage organizational design and restructuring initiatives as business needs evolve

1. Develop and execute strategic workforce planning initiatives aligned with business objectives to ensure the company attracts and retains the right caliber of staff
2. Oversee recruitment processes for the company including the food and non-food divisions.
3. Implement effective sourcing strategies for diverse roles including operational and managerial positions
4. Manage the full recruitment lifecycle from job posting to onboarding
5. Develop and maintain relationships with educational institutions, industry associations, and community organizations
6. Provide relevant paperwork for non-nationals needing work permits

1. Serve as primary point of contact for employee relations issues and conflict resolution
2. Develop and implement employee engagement programs and initiatives
3. Foster a positive work culture that aligns with company values and mission
4. Conduct regular employee satisfaction surveys and implement improvement plans
5. Manage and resolve workplace conflicts, grievances, and disciplinary actions
6. Develop and deliver employee recognition and reward programs
7. Organize and facilitate team-building activities and company events

1. Design and implement performance management systems and processes
2. Conduct performance management training for managers and supervisors
3. Oversee the performance appraisal cycle across all divisions
4. Develop, maintain and manage succession planning arrangements for all business units to ensure the highest level of business continuity.
5. Develop and oversee the comprehensive roll-out and implementation of all Human Resource Policies and Procedures
6. Create and implement leadership development programs
7. Design and manage career development paths for employees
8. Conduct skills gap analysis and development planning

1. Develop competitive compensation structures and salary bands
2. Administer benefits programs including health insurance, retirement plans, and wellness programs
3. Conduct regular compensation benchmarking and market analysis
4. Manage employee benefits enrollment, changes, and claims processing
5. Implement cost-effective benefits strategies while maintaining employee satisfaction
6. Ensure compliance with benefits regulations and reporting requirements

1. Assess training needs across all divisions and departments
2. Develop and implement comprehensive training programs
3. Create onboarding programs for new hires and transfers between divisions
4. Develop leadership training and management development programs
5. Implement technical skills training for retail operations, warehouse management, and logistics
6. Manage training budget and evaluate training effectiveness
7. Stay current with industry trends and best practices in retail and distribution

1. Ensure compliance with all federal, state, and local employment laws and regulations
2. Stay current with labor law changes and implement necessary updates to HR policies
3. Manage workplace safety programs and OSHA compliance
4. Oversee all HR documentation and record-keeping requirements
5. Conduct internal audits for compliance and risk management
6. Develop and maintain employee handbooks and policy manuals
7. Manage workers' compensation claims and programs

1. Manage and optimize HR information systems and technology platforms
2. Implement HR analytics and reporting systems
3. Ensure data accuracy and security in HR systems
4. Develop HR dashboards and reporting for management
5. Implement and manage employee self-service portals
6. Integrate HR systems with payroll and other business systems
7. Provide technical support and training for HR systems users

1. Safety compliance: incident reports, workers' compensation claims reporting
2. Wage and hour compliance: Time and attendance records, overtime tracking, minimum    wage compliance reports

1. Headcount reports: Total workforce by department, division, location, and employment status
2. Turnover analysis: Voluntary/involuntary turnover rates, retention metrics by department/division
3. Productivity metrics: Labor productivity ratios, absenteeism rates, attendance patterns

1. Disciplinary action tracking: Records of performance improvement plans, warnings, terminations
2. Grievance and complaint reports: Employee survey results, complaint resolution tracking
3. Employee satisfaction metrics: Engagement survey results and trend analysis
4. Exit interview summaries: Key themes and insights from departing employees
5. Recruitment & Hiring Reports
6. Time-to-hire metrics: Average days to fill positions by role and division
7. Cost-per-hire analysis: Recruitment expenses by source and position type
8. Hiring pipeline reports: Application volume, interview rates, offer acceptance rates
9. New hire performance tracking: 90-day performance reviews and retention rates

1. Training completion reports: Mandatory training compliance by department/division
2. Skills gap analysis: Current vs. required skill sets across the organization
3. Development program metrics: Participation rates, completion rates, ROI analysis
4. Succession planning reports: Readiness assessments for critical positions

1. Total compensation analysis: Salary ranges, market competitiveness analysis
2. Benefits cost trends: Year-over-year cost analysis and projections

1. Performance review completion rates: Timeliness and consistency across divisions
2. Performance distribution: Rating patterns and calibration effectiveness
3. Goal achievement tracking: Department and individual performance against objectives
4. Development needs assessment: Training requirements based on performance gaps

1. HR budget vs. actual: Expense tracking and variance analysis
2. Cost-per-employee metrics: Total HR cost as percentage of payroll
3. Recruitment cost analysis: Cost by hiring method and position level
4. Benefits cost forecasting: Predictive modeling for future benefit expenses

1. Internal audit reports: HR process compliance and control effectiveness
2. Policy compliance tracking: Implementation status across all divisions
3. Risk assessment summaries: HR-related risks and mitigation strategies
4. Legal case tracking: Workplace disputes, claims, and litigation status

1. Monthly HR dashboard: Key metrics and trends for leadership review
2. Strategic HR initiatives: Progress reports on talent management programs
3. Workforce planning forecasts: Future staffing needs and talent pipeline status
4. Organizational development outcomes: Change management and restructuring results
5. These reporting requirements ensure the HR function can demonstrate value, maintain compliance, support strategic decision-making, and effectively manage human capital across all divisions of the retail, wholesale and distribution company.

• Displays enthusiasm and perseverance   
• Exhibits a model for good behaviour   
• Accepts constructive criticism   
• Focuses on the job and takes pride in own work   

1. Quickly focuses on important issues   
2. Identifies problems or unusual situations   
3. Makes sound decisions or suggests solutions   
4. Implements decisions/solutions effectively   

1. Contributes to company/department objectives   
2. Creates an environment of cooperation   
3. Respectful of others' views   
4. Assists and supports others   

1. Handles difficult people with tact and grace   
2. Interacts well with others at all levels   
3. Works effectively with others   
4. Respected and trusted by colleagues   

1. Uses efficient methods to meet deadlines   
2. Sets check points and controls for monitoring progress    
3. Maintains composure during stressful situations   
4. Maintains consistent effort daily    

1. Ability to inspire loyalty and cooperation    
2. Build/facilitate work teams and group morale   
3. Ability to inspire others to perform well   
4. Shows initiative and innovation   

1. Completes assignments in a timely manner   
2. Shows concern for quality, accuracy and completeness   
3. Pays attention to detail   
4. Adheres to company's procedures at all times     

1. Expresses self well; confident and persuasive   
2. Write in a manner that is well structured and logical   
3. Professional appearance; conform to dress code   
4. Seeks feedback to fully understand tasks   

1. Handles difficult customers professionally   
2. Follows up where necessary to ensure good service   
3. Confirms understanding of requests and delivers on time   
4. Performs in a manner to prevent errors      

1. Arrive to work on time   
2. Fulfills commitments to peers and supervisors   
3. Works to achieve agreement on time frame   

1. Bachelor’s. in Human Resource, Business Administration, marketing, or related field
2. Master’s degree in HR Management, Business Administration or related field an asset
3. Professional HR certifications (SHRM-SCP, SPHR or similar) preferred
4. Minimum of five [5] to seven [7] years of progressive HR experience required
5. Experience within a multi-divisional enterprise with proven success an asset
6. Knowledge of retail, wholesale and distribution an asset
7. Strong written and verbal communication skills required
8. Strong leadership qualities, strategic thinker with strong business acumen
9. Experience in implementing HR systems and technology platforms
10. Strategic thinking and planning abilities
11. Collaborative working style with internal stakeholders
12. Advance knowledge of employment laws and regulations
13. Experience with HR analytics and reporting
14. Must work well under pressure
15. Experience with compensation benchmarking and market analysis
16. Proficient in ERP software applications including MS Office Suite
17. Excellent record-keeping (computerized) and organizational skills
18. Exceptional communication and interpersonal skills
19. Customer service oriented
20. Ability to manage multiple priorities and deadlines
21. Strong conflict and mediation abilities

1. Requires travel both internally to company divisions and externally to conferences and workshops.
2. Strong integrity and ethical foundation
3. Some evening and weekend work required for events, meetings and completing projects