Job Summary

The Human Resources Manager will establish, lead and strengthen the people function across a growing operations, maintenance, facilities support and residential services business. This is a senior, hands-on role suited to a practical HR professional who can build structure, improve systems, guide managers, manage complex employee relations matters and support workforce growth across both office-based and field-based teams.

The successful candidate will create a trusted, scalable HR function by strengthening employment documentation, HR governance, recruitment, onboarding, performance management, employee relations, training, reporting and culture. The role requires sound judgement, discretion, independence and the ability to balance strategic HR leadership with day-to-day operational execution.

Key Responsibilities

• Develop and implement a practical HR strategy, roadmap and operating rhythm aligned with business priorities, workforce needs and future growth.
• Assess current HR structures, workflows, policies, employee data, documentation, HR systems and workforce risks, and recommend practical improvements.
• Establish HR governance, controls, reporting standards, employee-file requirements and policy-management processes.
• Act as the primary HR adviser to Directors, department heads, managers, supervisors and coordinators on people-related matters.
• Lead the regularisation of employment fundamentals, including contracts, employee records, job descriptions, probation, onboarding, attendance, leave and payroll-change controls.
• Maintain accurate, confidential and properly controlled HR records through WebHR, SharePoint and approved HR documentation processes.
• Review, refine and implement HR policies, procedures, employee handbook content, letters, templates and acknowledgement processes.
• Ensure HR policies and procedures are practical, clearly communicated and consistently applied across field-based and office-based teams.
• Manage employee relations matters, including grievances, disciplinary issues, investigations, performance concerns, attendance issues, workplace conflict and misconduct.
• Prepare clear and professional HR documentation, including disciplinary correspondence, hearing packs, investigation records, statements, outcome letters, meeting notes and confidential case files.
• Guide managers and supervisors on fair, consistent, well-documented and legally sound employee management practices.
• Escalate high-risk, complex or sensitive HR matters to Directors and external HR, industrial relations or legal advisers where required.
• Lead recruitment standards, candidate assessment, approvals, offer processes, onboarding, probation reviews, confirmations, transfers and exit management.
• Ensure recruitment activity is supported by clear job descriptions, structured interview tools, reference checks and appropriate approval controls.
• Work with Operations, HSE and Finance to ensure employees are not deployed until employment, payroll and site-readiness requirements are complete.
• Assess training needs across the business and develop practical training, leadership development and succession plans.
• Map critical roles, technical capabilities, leadership requirements, skills gaps, high-potential employees and succession risks.
• Develop competency profiles, skills matrices and internal development pathways for key operational, supervisory and management roles.
• Identify appropriate development solutions, including coaching, mentoring, job rotation, technical training, certification, online learning or targeted recruitment.
• Implement a practical performance-management framework for field, administrative, supervisory and management roles.
• Coordinate appraisals, performance-improvement plans, promotion recommendations and individual development plans.
• Coach managers in employee feedback, accountability, performance conversations and people leadership.
• Support employee engagement, recognition, communication and culture initiatives that reinforce professionalism, accountability, safety, respect and retention.
• Own HR system standards and improve the use of WebHR across recruitment, employee data, attendance, leave, probation, training and reporting.
• Produce monthly HR dashboards covering headcount, vacancies, turnover, contracts, attendance, leave, disciplinary matters, probation, recruitment, training and workforce risks.
• Partner with Finance to establish clear payroll-change approvals, cut-off dates and reconciliation controls.
• Promote the company culture of professionalism, fairness, accountability, performance and respect.

Required Qualifications

• Bachelor’s Degree in Human Resource Management, Industrial Relations, Business Administration, Management Studies or a related discipline.
• Minimum of seven (7) years progressive Human Resources experience.
• Minimum of three (3) years in a senior HR generalist, HR Manager, HR Business Partner, standalone HR lead, People Operations or employee relations role.
• Strong practical knowledge of employment and industrial relations practices in Trinidad & Tobago.
• Demonstrated experience managing employee relations, disciplinary processes, workplace investigations, grievances, attendance concerns and performance issues.
• Proven experience with employment documentation, contracts, onboarding, probation, leave administration, employee records and payroll-change controls.
• Experience building, implementing or materially improving HR systems, policies, processes or department structures.
• Strong working knowledge of Microsoft 365, Excel, Word, SharePoint and HR information systems.

Preferred Qualifications

• Professional HR certification such as SHRM, HRCI, CIPD or an equivalent qualification.
• Experience supporting a field-based, operational, industrial, construction, maintenance, facilities, logistics or similarly workforce-intensive organisation.
• Experience using WebHR or a comparable HRIS for recruitment, attendance, leave, employee data, training and reporting.

Skills and Competencies

• Strategic and operational HR leadership
• Employee relations, investigations and conflict resolution
• HR compliance, industrial relations and employment documentation
• Talent acquisition, onboarding and workforce planning
• Performance management and manager coaching
• Learning and development, succession planning and capability building
• HRIS administration, HR reporting and workforce analytics
• Policy development, process improvement and governance
• Clear written communication, report writing and HR documentation
• Sound judgement, confidentiality, emotional maturity and professional credibility
• Ability to work effectively with Directors, managers, supervisors, field employees and office staff
• Practical, commercially aware and solutions-driven approach

Experience

The ideal candidate will have a strong track record as a hands-on HR leader who has personally managed employee relations matters, built or improved HR processes, strengthened compliance and documentation, supported senior leadership and operated with independence in a live business environment. Experience in a growing, family-owned or operationally intensive business would be an asset.

Working Conditions

• Senior management role supporting both office-based and field-based employees.
• Regular interaction with Directors, department heads, managers, supervisors, coordinators and employees across the business.
• The role requires visibility across operations and the ability to understand field realities while maintaining professional HR independence and confidentiality.

Key Success Measures

• Employee files, contracts and HR documentation are accurate, compliant and consistently maintained.
• Clear HR workflows are implemented for recruitment, onboarding, probation, attendance, leave, discipline, performance and exits.
• Employee relations matters are handled promptly, fairly and consistently with complete documentation and appropriate escalation.
• WebHR is actively used and reliable HR dashboards are delivered to Directors.
• Managers and supervisors receive practical HR guidance, tools and coaching.
• Skills matrices, training needs assessments and people-development plans are established.
• HR presence, communication, employee confidence, accountability and retention are strengthened.

Ideal Candidate Profile

The successful candidate will be mature, fair, firm, credible and highly confidential. They will be comfortable respectfully challenging managers where necessary, making practical recommendations and bringing order to incomplete systems. They must be hands-on, organised, commercially aware and able to work independently while building trust across leadership, office teams and field employees.

REF: J.C