Head, Human Resources

The Head Human Resources is a senior management role with responsibility for the execution of talent strategy, including talent acquisition, workforce planning, onboarding, learning and development, succession planning, and leadership development functions. The role s accountable for, and provides leadership in, the implementation of modern, technology-enabled recruitment and learning systems, ensuring that talent processes are data-driven, transparent, and aligned with best practices.

Employment type: Contract, 1 year renewable (based on performance)
Location: Port-of-Spain
Salary: $28,500
Travel allowance: $2,000

ROLES & RESPONSIBILITIES

Strategic, leadership and administrative responsibilities

• Serve as a senior expert and advisor on the application of talent acquisition and development policies, procedures, and frameworks required to meet organizational and programmatic goals.
• Provide strategic support to Executive and Senior Management in the development of corporate plans, workforce strategies, and departmental objectives.
• Champion organizational change initiatives related to talent acquisition, employee development, and workforce transformation.
• Support the Head of Department in the oversight, management, and execution of strategic HR and talent-related projects and initiatives.
• Ensure that targets outlined in the Corporation’s strategic and workforce plans are achieved, monitored, and updated as required.
• Provide accurate and timely reporting on recruitment, training, succession planning, and workforce metrics.
• Support the preparation of operating budgets, manpower plans, training plans, and related proposals.
• Advocate for and drive cross-functional collaboration to strengthen talent acquisition, employee capability, and organizational effectiveness.
• Lead the mentoring, coaching, and development of staff within the function, ensuring alignment with the culture and employee development policies.
• Maintain effective stakeholder relationships with internal departments and external partners.
• Carry out other duties and assignments as directed by the Head of Department.

Functional responsibilities

Talent Strategy and Workforce Planning, including:

• Provide strategic leadership in improving talent acquisition and development performance.
• Defining and communicating a clear talent and workforce strategy.
• Lead the implementation of workforce planning, succession planning, and talent pipeline initiatives.
• Support the Board of Directors and management of the talent portfolio, ensuring alignment with strategic priorities.
• Ensure adherence to HR governance frameworks, policies, and procedures.
• Contribute to the development and continuous improvement of talent strategies, including workforce analytics and organizational capability development.
• Make recommendations regarding staffing, resourcing, training priorities, and talent sourcing strategies.

Talent Acquisition and Recruitment Management, including:

• Provide expert advice and leadership in the management of recruitment and selection processes.
• Oversee end-to-end recruitment activities including job design, sourcing, assessment, selection, and onboarding.
• Ensure recruitment practices are aligned with competency-based frameworks and best practices.
• Drive improvements in recruitment systems, processes, and candidate experience.
• Ensure consistency, fairness, and transparency in all hiring decisions.
• Manage and strengthen relationships with recruitment partners, institutions, and talent pipelines.

Learning and Development, including:

• Provide leadership in the design and implementation of training and development programmes.
• Conduct training needs analysis and support the development of learning strategies.
• Ensure training programmes align with organizational goals and performance management systems.
• Oversee the delivery, evaluation, and continuous improvement of training initiatives.
• Ensure that learning interventions build leadership capability and technical competence.

Talent Management and Succession Planning, including:

• Lead the development and implementation of succession planning frameworks.
• Support the identification and development of high-potential employees.
• Ensure integration of performance management, career development, and succession planning processes.
• Provide guidance to management on employee development and performance improvement strategies.

Talent Analytics and Reporting, including:

• Provide leadership in the use of workforce data and analytics to inform decision-making.
• Develop reporting tools, dashboards, and metrics related to recruitment, training, and workforce trends.
• Monitor and evaluate the effectiveness of talent initiatives and recommend improvements.
• Ensure data accuracy, integrity, and compliance with reporting standards.

Employee Engagement and Organizational Development, including:

• Support initiatives that enhance employee engagement, retention, and organizational culture
• Provide guidance on organizational development interventions to improve performance and effectiveness
• Promote a culture of continuous learning, accountability, and high performance

Project Delivery and Change Management, including:

• Provide leadership on talent-related projects and change management initiatives.
• Develop proposals and secure resources for talent programmes and initiatives.
• Oversee implementation of HR systems, learning platforms, and recruitment tools.
• Ensure projects are delivered within scope, timelines, and budget.
• Drive adoption of new talent practices across the Corporation.

EXPERIENCE:

• Minimum of eight (8) years’ to ten (10) senior management experience in human resources department/unit, learning & development, or any related HR function.
• Experience in a unionized environment is considered an asset.
• Proven track record in designing and implementing talent strategies.
• Experience managing large-scale recruitment or transformation initiatives.

EDUCATION, SKILLS & SPECIALISED TECHNIQUES:

• Bachelor’s Degree in Human Resource Management, Business Administration, or related field.
• MBA or MSc in Human Resource Management, Organizational Development, or related discipline.
• SHRM Certification is an asset.
• Certification in Talent Management, Learning & Development, or HR Analytics is an asset.

PERFORMANCE CRITERIA & STANDARDS:

Performance will be assessed based on the incumbent’s contribution to strategic and performance objectives, as well as their ability to carry out the strategic and core functions and assigned duties and responsibilities in a sustainable and efficient manner.

Ref: AB