Senior Director, Human Resource Management and Development (GMG/SEG 4)

Job Purpose

Reporting to the Principal Director, Corporate Services, the incumbent has responsibility for the overall administration and coordination of human resource management and development functions to ensure effective service delivery to internal and external customers. 

The incumbent ensures that human resource management, training and development, employee relations, welfare, performance management and organization development functions are executed in alignment with the Ministry’s Vision and Mission and in compliance with the Government’s HR policies, circulars and regulations. 

Key Responsibilities

Management/Administrative 

• Provides technical advice, guidance and interpretation on human resource management and development policies, procedures and matters to executive management, senior management, middle management and staff across the Ministry; 
• Serves as a member of the Ministry’s Executive Team, providing leadership and strategic guidance to support the overall direction of the Ministry; 
• Develops, reviews and updates Standard Operating Procedures (SOPs) and processes to ensure they remain current, efficient and compliant with relevant GoJ regulations;
• Prepares and submits activity reports, performance reports, ad-hoc, and other required submissions to inform decision-making; 
• Establishes sub-committees and work groups to support the delivery of human resource services; 
• Establishes and sustains effective working relationships with Trade Unions and Staff Associations to support harmonious workplace relations; 
• Collaborates with key stakeholders, including the Ministry of Finance and the Public Service (MoFPS) – Strategic Human Resource Management Division, Accountant General’s Department (AGD), and other relevant bodies, on staff benefit matters and workforce-related policies; 
• Represents the Ministry at meetings, conferences, and other fora; 
• Develops the HRM&D’s Branch cash flow projections and budget; 
• Develops the HRM&D’s Branch Strategic Business, Operational, and Procurement Plans in alignment with the Ministry’s strategic objectives and conducts periodic reviews to ensure continued relevance and successful implementation of the Plans; 
• Ensures the delivery of HRM&D services are in a manner that upholds the Ministry’s credibility; 
• Fosters a positive organisational culture and collaborative environment that promotes trust, transparency, and cooperation in the delivery of human resource service;
• Develops Individual Work Plan in alignment with the Branch’s Operational Plan;
• Conducts staff appraisals for direct reports. 
• Strategic HR Policy 
• Leads the formulation, development and review of HRM&D strategies, policies and frameworks for the Ministry, ensuring alignment with the Public Service Regulations, Staff Orders, and other relevant laws, guidelines, and Government priorities; 
• Develops, implements, and enforces policies, systems, and procedures that promote occupational health and safety within the workplace; 
• Interprets, implements and monitors new and revised GoJ HR policies into frameworks, ensuring equity, consistency and compliance; 
• Monitors and evaluates the implementation of HRM&D programmes, identifying gaps and initiating corrective actions to improve; 
• Keeps abreast of emerging HR trends, best practices, and industry developments and analyses their relevance for potential adoption to strengthen existing policies and procedures. 

Delegation of HR Functions 

• Manages all Human Resource Executive Committee (HREC) matters and ensures timely submission of recommendations to the Permanent Secretary; 
• Liaises with the Permanent Secretary and the Principal Director, Corporate Services, to address matters arising from HREC decisions and submissions; 
• Ensures the accurate preparation and review of all submissions related to staff appointments, promotions, retirements, disciplinary actions, study leave requests, and grants, in alignment with established policies and standards; 
• Oversees the timely preparation and dispatch of all decision letters resulting from HREC deliberations;
• Provides responses to audit queries from the Office of the Services Commission;
• Reviews and submits Quarterly Delegation Reports to the Office of the Services Commission (OSC); 
• Supports the management of disciplinary matters, including providing administrative support to the Disciplinary Committee. 

HRM, Employee Relations, Occupational Health and Safety 

• Develops and implements a strategic workforce plan aimed at profiling existing employees and forecasting the Ministry’s short and long-term staffing needs; 
• Analyzes workforce trends, including staff turnover, exit interviews feedback, and emerging challenges such as an aging workforce, and recommends strategies to improve retention, performance, and operational effectiveness. 
• Ensures the effective administration of employee benefits (eg. retirement, compensation), entitlements (eg. leave), discipline and grievance procedures, industrial relations, welfare and separation processes in compliance with GoJ regulations, ensuring fairness and consistency; 
• Ensures that the recruitment and selection process effectively attracts, selects, and retains qualified and competent employees, in compliance with relevant GoJ policies, procedures and guidelines; 
• Designs, evaluates and enhances selection tools and methodologies to strengthen recruitment strategies and improve hiring outcomes; 
• Participates in recruitment and selection activities within the Ministry, including interviews for senior-level positions, and provides recommendations on staffing arrangements;
• Evaluates the current utilisation of human resources and develops strategies to optimise workforce efficiency; 
• Mediates internal disputes and facilitates conflict resolution to maintain a supportive and cohesive work environment; 
• Ensures the timely investigation, reporting and resolution of workplace accidents, incidents, and emergencies impacting employees; 
• Manages and monitors human resource information systems to ensure efficiency;
• Monitors employee satisfaction within the Ministry and recommends and implements strategies to address identified gaps. 

Human Resource Development 

• Designs and implements programmes such as mentorship, coaching, and knowledge transfer initiatives to retain institutional knowledge and develop talent pipelines;
• Recommends and implements strategies to achieve and maintain optimal human resource capacity development; 
• Oversees the development and execution of a comprehensive training plan to address the Ministry’s workforce development needs; 
• Develops and implements a succession planning framework and programme to ensure employee growth, development and career advancement; 
• Implements and manages a skills and competency database and framework, identifying positions and requisite talents; 
• Administers an employee development programme that maximizes employee potential and ensures opportunities for growth. 

Organisational Development and Performance Management 

• Ensures effective and efficient performance management frameworks and systems are in place which promotes equity and maintains compliance; 
• Monitors and oversees the administration of the Performance Management and Appraisal System (PMAS) across the Ministry; 
• Reviews the Ministry’s organizational structure against manpower requirements, and implements adjustments, where necessary; 
• Ensures that all organisational changes align with the Ministry’s strategic objectives and operational needs; 
• Recommends the development and adjustment of Job Descriptions and Terms of Reference (ToR) to ensure positions remain relevant and effective; 
• Ensures that the organisational structure supports policy frameworks and associated strategies, recommending improvements where needed.; 
• Leads business process re-engineering and modernization initiatives to improve efficiency, effectiveness and service delivery. 

Human Resource 

• Monitors and evaluates the performance of direct reports, prepares performance appraisals, and initiates corrective actions, when necessary; 
• Participates in the recruitment of staff and recommends transfers, promotions, terminations, and leave in accordance with established human resource policies and procedures;
• Provides leadership and guidance to officers through effective planning, delegation, communication, training, mentoring, and coaching; 
• Facilitates the welfare and development of Staff in the Branch; 
• Establishes and maintains a system fostering a culture of teamwork, employee empowerment, and commitment; 
• Contributes to the development and implementation of a succession planning framework in collaboration with the HRM&D Branch. 

Required Knowledge, Skills and Competencies

Core: 

• Excellent problem solving and decision-making abilities 
• Planning and organizing 
• Stakeholder management 
• Strategic thinking and analytical skills 
• Report writing 
• Innovation 
• Teamwork and co-operation 
• Interpersonal skills 
• Confidentiality 
• Excellent oral and written communication skills 
• Leadership and people management skills 
• Integrity 
• Excellent mentoring and coaching skills 

Technical: 

• Sound knowledge of new and diverse talent and training methodologies
• Skills in succession planning 
• Sound expertise in selection, recruitment, and onboarding and understanding of retention and performance strategies 
• Sound knowledge of HRM&D practices, procedures and principles within the Public Service 
• Excellent knowledge of the Public Service Regulations, Staff Orders, relevant HR circulars and other related GoJ policies 
• Knowledge of Organizational Development and Change Management
• Knowledge of Grievance Procedures and employee welfare programmes
• Dispute Resolution 
• Ability to manage, monitor and utilize HRIS (including MyHR+, PEPAS)
• Knowledge of Microsoft Office Suite and other office productivity tools 

Minimum Required Qualification and Experience

• Graduate Degree in Public Administration, Psychology, Industrial Relations, Human Resource Management or Human Resource Development. 
• At least five (5) years’ experience in Human Resource Management field at a Senior Management Level 

OR 

• Bachelor’s Degree in Public Administration, Psychology, Industrial Relations, Human Resource Management or Human Resource Development . 
• At least seven (7) years’ experience in Human Resource Management field at a Senior Management Level 

Special Conditions of the Job

• Extended hours may be required to meet project deadlines. 
• Ability to work under pressure and with minimum supervision 
• Typical office working conditions/environment. 

Please note that only shortlisted applicants will be contacted.