EmployTT

Job Description

The Head - Human Resources is responsible for providing strategic leadership for iGovTT's people, culture, organisational development, workforce capability, and performance management agenda.<div>The role serves as the enterprise leader for workforce transformation, organisational effectiveness, leadership development, culture change, and talent strategy, ensuring that iGovTT possesses the people, capabilities, structures, and culture necessary to achieve its Strategic Plan and fulfil its mandate as Trinidad and Tobago's trusted digital authority.</div><div> </div><div>The Head - Human Resources is accountable for developing an engaged, capable, innovative, and values-driven workforce while ensuring compliance with all employment legislation, industrial relations requirements, governance obligations, and organisational policies.</div><div> </div><div>The role serves as a strategic advisor to the CEO, Executive Team, and Board HR Committee on workforce planning, organisational effectiveness, leadership capability, succession planning, culture transformation, and human capital risk.</div><div>The position is directly accountable for the achievement of enterprise workforce KPIs relating to organisational structure, critical role staffing, performance alignment, leadership effectiveness, employee engagement, succession planning, and cultural alignment.</div>

Key and Critical Responsibilities

1. Strategic Human Capital Leadership <ul><li>Develop and execute iGovTT's Human Capital Strategy aligned with the organisation's strategic objectives and long-term vision.</li><li>Ensure workforce capability supports the organisation's transition to a platform-led, product-centric operating model.</li><li>Lead strategic workforce planning initiatives that anticipate future capability requirements.</li><li>Advise the CEO, Executive Team and Board on workforce trends, organisational risks, talent strategies, and emerging HR practices.</li><li>Position Human Resources as a strategic business partner that drives organisational performance and sustainability.</li></ul> 2. Organisational Design and Workforce Planning<ul><li>Lead workforce and capability assessments across all organisational units.</li><li>Design and maintain organisational structures that support strategic priorities and operating model maturity.</li><li>Ensure alignment between organisational design, business objectives, and operational requirements.</li><li>Develop and maintain a rolling workforce plan that addresses current and future talent requirements.</li><li>Drive workforce optimisation initiatives that improve organisational effectiveness and productivity.</li><li>Develop succession strategies for critical organisational roles.</li></ul> 3. Leadership Development and Succession Planning<ul><li>Design and implement enterprise-wide leadership development programmes.</li><li>Establish structured mentoring, coaching, and executive development initiatives.</li><li>Build leadership pipelines to support organisational continuity and succession.</li><li>Develop succession plans for key and critical positions.</li><li>Monitor and improve leadership effectiveness throughout the organisation.</li><li>Foster a culture of accountability, innovation, professionalism, and continuous improvement.</li></ul> 4. Performance Management and Organisational Effectiveness<ul><li>Lead the design, implementation, and continuous improvement of the organisation's performance management framework.</li><li>Ensure alignment between employee performance plans and organisational strategic objectives.</li><li>Establish performance standards linked to organisational outcomes and key performance indicators.</li><li>Support managers in managing employee performance and developing improvement plans where necessary.</li><li>Promote a culture of accountability and results-based management.</li><li>Provide regular performance analytics and workforce insights to senior leadership.</li></ul> 5. Culture Transformation and Employee Engagement<ul><li>Lead the development and implementation of iGovTT's culture transformation strategy.</li><li>Embed organisational values into all people management processes and practices.</li><li>Drive initiatives that strengthen employee engagement, collaboration, innovation, professionalism, accountability, and customer-centricity.</li><li>Conduct employee engagement and culture assessments and implement action plans.</li><li>Design and implement recognition and reward programmes that reinforce desired behaviours.</li><li>Promote employee wellbeing, inclusion, and a positive workplace culture.</li></ul> 6. Change Management and Organisational Transformation<ul><li>Lead organisational change management initiatives.</li><li>Develop change readiness assessments and change adoption strategies.</li><li>Establish operating model training programmes and competency frameworks.</li><li>Monitor organisational adoption and transformation outcomes.</li><li>Serve as the executive sponsor for enterprise workforce transformation initiatives.</li></ul> 7. Talent Acquisition and Workforce Capability Development<ul><li>Develop and execute strategic recruitment and talent acquisition plans.</li><li>Build employer branding initiatives that position iGovTT as an employer of choice.</li><li>Lead learning and development strategies focused on future-ready digital and leadership skills.</li><li>Identify and address organisational capability gaps.</li><li>Promote continuous learning and professional development across the organisation.</li></ul> 8. Human Capital Analytics and Workforce Intelligence<ul><li>Establish a data-driven Human Resources function using workforce analytics and predictive insights.</li><li>Develop workforce dashboards and reporting frameworks to support executive decision-making.</li><li>Monitor workforce metrics including:</li><li>&nbsp;&nbsp;&nbsp;&nbsp;Employee engagement</li><li>&nbsp;&nbsp;&nbsp;&nbsp;Retention and turnover</li><li>&nbsp;&nbsp;&nbsp;&nbsp;Absenteeism</li><li>&nbsp;&nbsp;&nbsp;&nbsp;Productivity</li><li>&nbsp;&nbsp;&nbsp;&nbsp;Capability development</li><li>&nbsp;&nbsp;&nbsp;&nbsp;Recruitment effectiveness</li><li>Provide workforce intelligence reports and recommendations to senior leadership and the Board.</li><li>Utilise data analytics to support workforce planning and organisational decision-making.</li></ul> 9. Industrial Relations and Employee Relations<ul><li>Maintain positive industrial and employee relations across the organisation.</li><li>Lead negotiations with recognised bargaining units where required.</li><li>Provide strategic guidance on employment and industrial relations matters.</li><li>Ensure fair, consistent, and legally compliant application of HR policies and procedures.</li><li>Resolve employee relations matters while protecting organisational interests.</li><li>Promote a healthy and productive work environment.</li></ul> 10. Governance, Compliance and Risk Management<ul><li>Ensure compliance with all applicable employment legislation, industrial relations requirements, occupational health and safety standards, and governance obligations.</li><li>Develop, review, and maintain HR policies, procedures, and frameworks.</li><li>Manage human capital risks within the Enterprise Risk Management framework.</li><li>Support audit, compliance, and governance reviews affecting Human Resources.</li><li>Ensure confidentiality and integrity in the management of employee information.</li></ul> 11. HR Technology and Digital Transformation<ul><li>Lead the modernisation and continuous improvement of Human Resources Information Systems (HRIS) and digital HR tools.</li><li>Promote automation and digitalisation of HR processes.</li><li>Evaluate emerging HR technologies, including AI-enabled HR solutions.</li><li>Ensure HR systems provide accurate workforce data and reporting capabilities.</li><li>Support the organisation's broader digital transformation agenda through innovative HR practices.</li></ul> KEY PERFORMANCE ACCOUNTABILITIES:The Head - Human Resources shall be accountable for:<ul><li>Organisational Structure Implementation</li><li>Critical Role Fill Rate</li><li>Performance Plan Alignment</li><li>Leadership Effectiveness</li><li>Employee Engagement</li><li>Succession Planning Coverage</li><li>Workforce Capability Development</li><li>Cultural Alignment to Corporate Values</li><li>Operating Model Adoption</li><li>HR Service Delivery Effectiveness</li><li>Workforce Retention and Talent Management.</li></ul>

Key Competencies

<ul><li>Extensive knowledge of Human Resource Management principles and practices.</li><li>Strong understanding of organisational development and workforce transformation.</li><li>Demonstrated expertise in talent management, succession planning, and leadership development.</li><li>Knowledge of strategic workforce planning and organisational design.</li><li>Strong understanding of industrial relations and employment legislation.</li><li>Experience implementing performance management frameworks.</li><li>Ability to utilise workforce analytics and HR metrics for decision-making.</li><li>Knowledge of HR technology platforms and digital HR solutions.</li><li>Strong change management and organisational transformation skills.</li><li>Excellent leadership, communication, negotiation, and influencing skills.</li><li>Ability to operate effectively at executive and Board levels.</li><li>High level of professionalism, discretion, integrity, and confidentiality.</li><li>Strong analytical, critical thinking, and problem-solving abilities.</li></ul> EXPERIENCE:<ul><li>Minimum of ten (10) years progressively responsible experience in Human Resources, Organisational Development, Talent Management, or Workforce Transformation.</li><li>Minimum of five (5) years' experience in a senior leadership position with responsibility for strategic HR management.</li><li>Demonstrated experience leading organisational transformation, culture change, workforce planning, and leadership development initiatives.</li><li>Experience implementing enterprise-wide performance management frameworks.</li><li>Experience supporting technology, digital transformation, or knowledge-based organisations would be considered an asset.</li><li>Experience in a public sector, state enterprise, or highly regulated environment would be considered an asset.</li></ul> EDUCATION:<ul><li>Master's Degree in Human Resource Management, Organisational Psychology/Development, Business Administration, or a related discipline</li><li>Bachelor's Degree in Human Resources Management, Management Studies, Business Administration, Psychology, or a related discipline.</li><li>Certifications in SHRM-SCP/SPHR, MCIPD, Change Management Certification, Project Management, and Industrial Relations Certification would be considered an asset.</li></ul>

Head - Human Resources

Job Information

iGovTT

Job Description

Key and Critical Responsibilities

Key Competencies

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