Job Description
<b>JOB OBJECTIVE</b><div>To provide accurate, responsive and confidential human resource support across the employee lifecycle and assist the Director, Finance and Administration in implementing approved people policies, workforce initiatives and organisational development activities. The People and Organisational Development Officer maintains reliable employee records and people data, coordinates recruitment and development processes, supports employee relations and helps improve the consistency and efficiency of people operations.</div><div><br></div><div><span style="letter-spacing: 0.4px;"><b>QUALIFICATIONS AND EXPERIENCE</b></span></div><ul><li><span style="letter-spacing: 0.4px;">Bachelors degree in Human Resource Management, Management, Business Administration, Industrial Relations, Psychology or a related discipline.</span></li><li><span style="letter-spacing: 0.4px;">Minimum three years relevant experience in human resource administration or a generalist HR role.</span></li><li><span style="letter-spacing: 0.4px;">Working knowledge of recruitment, employee records, performance management, learning administration and employee-relations support.</span></li><li><span style="letter-spacing: 0.4px;">Working knowledge of employment legislation and workplace obligations in Trinidad and Tobago.</span></li><li><span style="letter-spacing: 0.4px;">Proficiency in standard office applications and experience using an HR information system or digital employee-record system.</span></li><li><span style="letter-spacing: 0.4px;">Professional certification in Human Resource Management or Knowledge Management will be an asset.</span></li><li><span style="letter-spacing: 0.4px;">Demonstrated ability to maintain confidentiality, manage competing priorities and produce accurate work with limited supervision.</span></li></ul>
Key and Critical Responsibilities
<b>KEY RESULT AREA 1: RECRUITMENT, ONBOARDING AND EMPLOYEE LIFECYCLE (DUTY WEIGHTING = 25%)</b><ul><li><span style="letter-spacing: 0.4px;">Coordinate approved recruitment and selection activities, including advertisements, applicant records, interview arrangements, references and candidate communication.</span></li><li><span style="letter-spacing: 0.4px;">Prepare recruitment documentation and draft appointment, contract, variation, confirmation and separation correspondence for review and approval.</span></li><li><span style="letter-spacing: 0.4px;">Coordinate onboarding, induction, probation reviews, transfers, promotions and off-boarding activities.</span></li><li><span style="letter-spacing: 0.4px;">Maintain current job descriptions, organisational charts, establishment records and position information.</span></li><li><span style="letter-spacing: 0.4px;">Ensure that employee-lifecycle transactions are complete, properly approved, accurately recorded and communicated to relevant functions.</span></li><li><span style="letter-spacing: 0.4px;">Provide timely guidance to employees and managers on routine people processes and refer complex matters to the Director.</span></li></ul><div><b><br></b></div><div><b>KEY RESULT AREA 2: HR ADMINISTRATION, RECORDS AND EMPLOYEE SERVICES (25%)</b></div><ul><li><span style="letter-spacing: 0.4px;">Maintain complete, accurate, secure and confidential personnel files and electronic employee records.</span></li><li><span style="letter-spacing: 0.4px;">Administer leave, attendance, benefits, employee-status changes and other routine people records in accordance with approved policies.</span></li><li><span style="letter-spacing: 0.4px;">Prepare and verify employee information required for payroll, benefits, pension, insurance and statutory reporting and coordinate corrections where necessary.</span></li><li><span style="letter-spacing: 0.4px;">Maintain HR calendars, trackers, forms, templates, correspondence and standard operating procedures.</span></li><li><span style="letter-spacing: 0.4px;">Respond to employee requests for routine HR information, letters and records within approved service standards.</span></li><li><span style="letter-spacing: 0.4px;">Protect personal information and ensure that HR records are retained, accessed and disposed of in accordance with approved requirements.</span></li></ul><div><br></div><div><b>KEY RESULT AREA 3: PERFORMANCE, LEARNING AND WORKFORCE (20%)</b></div><ul><li><span style="letter-spacing: 0.4px;">Coordinate performance-planning, mid-year review, appraisal and probation processes and track completion and quality issues.</span></li><li><span style="letter-spacing: 0.4px;">Maintain training-needs, competency, certification, succession and development records.</span></li><li><span style="letter-spacing: 0.4px;">Coordinate approved training, learning and employee- development activities, including logistics, attendance, evaluation and reporting.</span></li><li><span style="letter-spacing: 0.4px;">Assist with workforce planning, succession planning, role reviews and competency framework implementation.</span></li><li><span style="letter-spacing: 0.4px;">Support employee engagement, wellness, recognition and culture initiatives and analyse feedback for improvement.</span></li><li><span style="letter-spacing: 0.4px;">Assist with the capture and transfer of critical role knowledge during onboarding, movement and separation.</span></li></ul><div><br></div><div><b>KEY RESULT AREA 4: EMPLOYEE RELATIONS, POLICY AND COMPLIANCE (20%)</b></div><ul><li><span style="letter-spacing: 0.4px;">Provide administrative and research support for employee- relations, grievance, disciplinary and workplace-concern processes.</span></li><li><span style="letter-spacing: 0.4px;">Maintain accurate case records, timelines, correspondence and supporting documentation while preserving confidentiality and procedural fairness.</span></li><li><span style="letter-spacing: 0.4px;">Monitor compliance with approved people policies, employment obligations and required employee documentation and escalate exceptions.</span></li><li><span style="letter-spacing: 0.4px;">Assist with the development, review and communication of people policies, procedures, employee guidance and standard forms.</span></li><li><span style="letter-spacing: 0.4px;">Support employee and manager awareness sessions on workplace policies, conduct, performance and people processes.</span></li><li><span style="letter-spacing: 0.4px;">Monitor relevant employment and workplace developments and provide research summaries to the Director.</span></li></ul><div><br></div><div><b>KEY RESULT AREA 5: HR REPORTING, KNOWLEDGE AND PROCESS IMPROVEMENT (10%)</b></div><ul><li><span style="letter-spacing: 0.4px;">Compile accurate people metrics and periodic reports on establishment, recruitment, turnover, leave, performance, learning, engagement and employee relations.</span></li><li><span style="letter-spacing: 0.4px;">Maintain action trackers and prepare information required by the Executive Director and HR/IR Committee.</span></li><li><span style="letter-spacing: 0.4px;">Use approved digital systems and tools to improve HR workflow, record accuracy, service responsiveness and reporting.</span></li><li><span style="letter-spacing: 0.4px;">Document recurring issues, lessons and process knowledge and recommend practical improvements.</span></li><li><span style="letter-spacing: 0.4px;">Participate in departmental planning, risk monitoring, projects and cross-functional initiatives.</span></li><li><span style="letter-spacing: 0.4px;">Perform other related duties of a comparable level as assigned by the Director.</span></li></ul>
Key Competencies
<ul><li>Human resource administration: Applies sound knowledge of employee-lifecycle processes, records, policies and routine employment requirements.</li></ul><p></p><ul><li><span style="letter-spacing: 0.4px;">Confidentiality and integrity: Handles employee and organisational information with discretion, impartiality and appropriate care.</span></li><li><span style="letter-spacing: 0.4px;">Planning and organisation: Manages multiple deadlines, records and follow-up actions accurately and consistently.</span></li><li><span style="letter-spacing: 0.4px;">Customer service: Provides responsive, respectful and practical support to employees, managers and candidates.</span></li><li><span style="letter-spacing: 0.4px;">Communication and interpersonal skills: Communicates clearly, listens actively and handles sensitive interactions with tact.</span></li><li><span style="letter-spacing: 0.4px;">Attention to detail: Produces accurate records, correspondence, reports and transactions and identifies inconsistencies before completion.</span></li><li><span style="letter-spacing: 0.4px;">Analytical and reporting skills: Compiles and interprets people data and presents clear information for decision- making.</span></li><li><span style="letter-spacing: 0.4px;">Digital proficiency: Uses HR, document, spreadsheet and collaboration systems effectively and responsibly.</span></li><li><span style="letter-spacing: 0.4px;">Teamwork and collaboration: Works constructively with the Director, managers, employees and support functions.</span></li><li><span style="letter-spacing: 0.4px;">Continuous learning and curiosity: Demonstrates intellectual curiosity and a commitment to continuous learning by seeking new knowledge, embracing emerging technologies and adapting quickly to changing organisational and external environments.</span></li><li><span style="letter-spacing: 0.4px;">Adaptability and innovation: Anticipates change, embraces new ideas, leads through uncertainty and applies innovative approaches to improve organisational performance.</span></li><li><span style="letter-spacing: 0.4px;">Digital proficiency: Uses digital tools and data responsibly to improve service delivery, collaboration, control and decision- making.</span></li></ul><div><br></div><div>&nbsp;</div><div><b>Submission requirements<br><span style="letter-spacing: 0.4px;">Candidates must submit cover letter, curriculum vitae and names and email addresses of three referees by October 21, 2026.</span></b></div><p></p>