DEPUTY PROGRAMME MANAGER HUMAN RESOURCE MANAGEMENT



Closing Date: February 28, 2022

Type of Vacancy: /

Details of the Post

Applications are invited from interested and suitably qualified nationals of Caribbean Community (CARICOM) Member States and Associate Members of the Caribbean Community to fill the abovementioned position in the Caribbean Community Secretariat with assigned duty station in Guyana.

2.         FUNCTIONS OF THE POST

The incumbent will support the Human Resource Management Sub-Prgramme to achieve the strategic objectives, as set out in the HRM Strategy.  The DPM will assist in the  daily functions of the Human Resource Management (HRM) department including Talent Management, Employee Relations, HR Operations and HR Business Partnership; and will ensure that sound and consistent practices are applied for all employees through compliance with all CCS Staff Rules and Regulations, human resource policies, procedures and practices.

3.         QUALIFICATIONS AND EXPERIENCE

A Master’s Degree in Human Resource Management/Administration or Public Administration or related field. An HRM professional qualification or commitment to working towards this is desirable, plus at least five (5) years of relevant and equivalent level experience working in one of the following institutions:

  • Government Ministry
  • International/Regional organization/institution
  • Private Sector entity of comparative size

Specialised training and high level of competence in:

  • Recruitment, Selection & Manpower Planning
  • Employee Relations
  • HR Business Partnership
  • Talent Management Strategies
  • Employment Law
  • Organizational Development and Change Management
  • Principles and practice of strategic human resource management

A good working knowledge is desired in:

  • Human Resource Information Systems (HRIS)
  • Compensation & Benefits
  • Project Management
  • Microsoft Suite (Word, Excel, PowerPoint)
  • Microsoft Outlook, Visio, Projects

4.         DUTIES AND RESPONSIBILITIES

KEY RESULT 1: Ensures the acquisition, development and retention of talent needed to achieve organisational objectives by attracting and acquiring the right talents in a timely basis to the Secretariat’s success.

Activities

1.1 ENSURES that workforce planning, and employment activities are compliant with relevant Staff Regulations and Staff Rules;

1.2       WORKS with Managers to assist in identifying and resolving workforce requirements to achieve objectives;

1.3       ASSISTS in the creation or update of position descriptions. ANALYZES labour market for trends that impact the ability to meet workforce requirements and PROVIDES information and/or recommendations to the Director, Human Resources;

1.4       IDENTIFIES internal and external recruitment sources and IMPLEMENTS selected recruitment methods in keeping with the agreed Recruitment Strategy;

1.5       LEADS the Recruitment Process from preparation of Advertisements to the drafting of Offer Letters and Employment Contracts for selected candidates;

1.6       MAINTAINS the Organizations’ organograms as well as its Capability Frameworks/Models;

1.7       CONTRIBUTES to the evaluation and improvement of orientation and on-boarding processes and practices; and

1.8       MAINTAINS necessary documentation; PREPARES quarterly reports on recruitment assignments undertaken and CONTRIBUTES to the preparation of periodic human resource management analysis and reports.

KEY RESULT 2: Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

Activities

2.1       SUPERVISES the administration of new employee on-boarding and orientation;

2.2       DEVELOPS, OVERSEES and DIRECTS events to improve employee morale, including the Employee Wellness programmes and the Reward and Recognition programmes; `

2.3       IMPROVES employee communications and performance by proper use of formal counseling and progressive disciplinary procedures;

2.4       ASSISTS with the creation and distribution of internal communications regarding status changes, benefits, or company policies;

2.5       PROVIDES training, advice and guidance to supervisory and management staff on employee relations issues; and DELIVERS the tools to ensure employee satisfaction and growth through training;

2.6       CONDUCTS exit interviews with separated employees; MANAGES and RESOLVES complex employee relations issues. CONDUCTS effective, thorough and objective investigations; and PARTICIPATES as the HR Expert in the grievance and disciplinary committee; and

2.7       MONITORS employee morale and company culture.

Key Result 3:  Partners with leadership of Departments and Units to align HR strategy to business strategy

Activities

3.1       CONSULTS with line management, providing HR guidance when appropriate; and COACHES the Leadership team ensuring that they are delivering on their purpose and inspiring their teams;

3.2       ANALYZES trends and metrics in partnership with the HR group to develop solutions, programs and policies;

3.3       PROVIDES HR policy guidance and interpretation. MENTORS managers and supervisors on employee development best practices and PROVIDES guidance on employee behaviour and conflict resolution;

3.4       SUPPORTS the development and DRIVES the achievement of the annual strategy considering business priorities and the global HR strategy;

3.5       DEFINES, COMMUNICATES and PUTS into effect specific capability requirements for business units;

3.6       MEASURES organizational health and LEADS appropriate employee engagement and reward and recognition strategies;

3.7       ACTS as change agent to business through process design and approaches that support change and transformation;

3.8       ANALYZES trends and metrics in partnership with HR peers to develop solutions; programmes and policies; and

3.9     PROVIDES day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development; and organizational design consultation.

In addition to the Activities outlined above, the incumbent is expected to maintain knowledge of trends, best practices, regulatory changes, HR Operations, new technologies in human resources, talent management, and employment law; as well as to perform other related duties as assigned.

5.         EMOLUMENTS AND BENEFITS

An attractive remuneration package will be offered.

6.         EDUCATION GRANT

The Officer shall be eligible for the payment of an education grant in respect of children (including step-children and legally-adopted children) who require reasonable education facilities that are not available at the assigned duty station or whose education the Officer would not want to disrupt in relocating to take up this appointment.

The grant shall apply to children under the age of twenty-three years and shall not exceed seventy-five per cent of the cost of tuition (including textbooks), room and board up to a maximum total of EC$16,200.00 per year per child for a maximum of two children at any one time. The grant is payable for a maximum of five years.

7.         SETTLEMENT GRANT

On assumption of duty in Guyana, the Officer shall be paid a settlement grant in respect of the staff member, his or her spouse and each eligible child or other approved dependent.  The number of dependents eligible for Settlement Grant shall not exceed six (6) persons.

8.         RECRUITMENT AND APPOINTMENT

Appointment may be on permanent establishment or on secondment from a Public Service or a statutory body of a Member State or approved regional organisation. It will be subject to such regulations, rules, orders and instructions as exist and as may be introduced from time to time in respect of service with the Secretariat.

An Officer recruited from outside the assigned duty station, on first appointment, will be provided economy class air passages by the most direct route for the Officer, spouse and children (provided they are below the age of eighteen years, unmarried and dependent on the Officer) and for such other dependents not exceeding two as may be approved by the    Secretary-General, provided that the number of children and other dependents does not exceed six (6) in all.

In addition to passages, the Officer will be granted the following transportation allowances:

(i)         ocean freight charges, including insurance, for shipping personal and household effects to Guyana, not exceeding 45.3 cubic meters, plus a motor car (if the Officer already owns one);

(ii)        the cost of transporting baggage, personal and household effects from the home of the Officer to the place of embarkation and from the port of disembarkation to the place of residence in Guyana; and

  • the cost of packing and crating personal and household effects.

9.         LEAVE

The Officer will be eligible for the grant of vacation leave at the rate of twenty (20) working days a year and a leave grant after every twelve months of service in respect of the Officer, spouse and up to two dependent children.

10.       PRIVILEGES AND IMMUNITIES

The Officer will be granted the privileges and immunities extended to officials of the Caribbean Community in accordance with Article 8 of the Community’s Headquarters Agreement with the Government of Guyana.

11.       GROUP HEALTH AND LIFE AND ACCIDENT INSURANCE

Subject to your acceptance by the Secretariat’s insurance carrier, Sagicor Life Inc., the Officer will be required to participate in the Secretariat’s group health, life and accident insurance schemes. With respect to the health insurance, the Officer will contribute fifty per cent of the premium.  The life and accident insurance scheme is non-contributory.

12.       SUPERANNUATION

An Officer appointed to this post will be required to participate in the Secretariat’s Defined Contribution Pension Plan and contribute 7 per cent of basic salary per month, while the Secretariat will contribute 13 percent of the Officer’s basic salary to the pension plan. Where the appointment is on secondment, the Secretariat will pay to the Officer’s substantive employer, over the period of secondment, a contribution not exceeding twenty-five per cent of the pensionable salary normally payable to the Officer by that employer so as to maintain the pensionable status of the Officer in the substantive employment.

13.       APPLICATIONS

Interested candidates must create a job profile and apply for the position via the                  CARICOM Secretariat’s Employment Portal.

14.       The deadline for the submission of applications is 28 February 2022.

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