The Assistant Director Regional Partnerships will assist in planning, directing, managing and overseeing the operations of the regional Human Resources function including employee and labour relations, discipline and performance management, talent management and workforce communications

WATER AND SEWERAGE AUTHORITY OF TRINIDAD AND TOBAGO

Job Title:  Assistant Director, Regional Partnerships

Division:  People Transformation and Central Services

Department/Section: Regional Partnerships

Reports to:  Director, People Transformation and Central Services

1. JOB PURPOSE:  

Under general direction of the Director, People Transformation and Central Services, the Assistant Director Regional Partnerships will assist in planning, directing, managing and overseeing the operations of the regional Human Resources function including employee and labour relations, discipline and performance management, talent management and workforce communications, recruitment and employment, classification and compensation, HRIS, and risk assessment and management. Duties involve coordinating assigned activities with other departments, divisions, and outside agencies; and providing administrative support on complex HR related matters to the Director.

The role supports a transformed Authority in achieving its strategic mandate through the development and execution of policies and /or programs, accountability for staffing and leading teams to achieve the stated strategic goals.

2.0KEY ACCOUNTABILITIES:

STRATEGIC LEADERSHIP AND MANAGEMENT

2.1Contributes to the development of the strategic plan for the Division/Department/Unit by planning, organising and coordinating HR and Change management activities designed to achieve the transformation agenda.

2.2Reviews analytical briefs, research papers by analysing and verifying the information received to assist in the policy formation and decision-making process. 

2.3Provides HR and business advice, comments and recommendations to the Executive Leadership Team on policy and strategic direction by conducting research and analysis of the utility and environment. 

2.4Assesses the long-term plans for the Division/Department/Unit and proposes amendments based on national and /or international demands by monitoring and analysing the socio-economic environment and identified performance indicators. 

2.5Reviews Government’s plans and long-term goals and makes evidence-based recommendations for human resources management by conducting primary research and/or analysing research data on the local, regional and international sectors including trends, strategic issues and socio-economic climate. 

2.6Prepares policy status and research papers on human resources management activities relevant to the Division and as required by the Utility by reviewing existing policies to identify and recommend policy changes/modifications. 

2.7Develops and implements strategies to build stakeholder relationships through collaboration with relevant internal, external and international bodies. 

OPERATIONS

2.8Leads initiatives related to talent management, employee development and change management, lead and develop a team of HR Professionals, providing strategic direction and focus; lead nationwide HR projects and programs.

2.9Collaborates with senior leadership to develop goals and action plans for staffing, training and development and retention.

2.10Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.

2.11Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

2.12Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.

2.13Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.

2.14Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

2.15Develop and execute strategies to enhance employee engagement and satisfaction.

2.16Monitors and ensures the organization's compliance with local employment laws and regulations; recommended best practices; reviews and modifies policies and practices to maintain compliance.

2.17Develops, manages and implements departmental budgets while supporting projects and activities that aim to improve the financial and budgeting management of various departments and divisions as may be required.

2.18Conducts employee surveys and feedback sessions to gather insights into employee opinions on key organisational issues.

2.19Facilitates professional development, training, and certification activities for HR staff.

2.20Develops and implements change management strategies to support the organisation transformation.

2.21Fosters a culture of adaptability and continuous improvement among employees.

2.22Collaborates with HR leadership to identify, attract, and retain top talent within WASA.

2.23Designs and ensures the execution of training and development programs to enhance employees’ skills and capabilities.  

2.24Performs other duties as required.

PEOPLE 

2.25Facilitates people transformation by holding meetings, training, discussions to orient and re-orient the team to WASA's transformation agenda, competency framework and to the Division/Department/Unit respective roles.

2.26Manages and accounts for the performance of the staff by holding persons in the districts and departments accountable for the delivery of performance goals/objectives.

2.27Provides continuous performance feedback by discussing performance expectations, completing performance appraisals by reviewing work performance, identifying training needs and making final assessment on work performance requirements in accordance with established guidelines and procedures.

 2.28Manages the engagement of staff by engendering a team spirit, proactively handling grievances in accordance with the human resource policies and procedures.

2.29Provides coaching and mentoring to staff by offering feedback, advice, and guidance to help employees develop and improve their performance.

2.30Ensures HR units adhere to established policies, procedures, rules, and regulations by conducting meetings and discussions to sensitize about same.  

2.31Ensures employee benefits are applied and administered in accordance with established procedures and guidelines.

REPORTS

2.31Provides reporting on all HR management activity to drive decision making. Leadership Output (Includes time spent coaching, appraising, training and supervising staff, compilation of reports and attendance at meeting)

2.32Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.

2.33Provides input into the annual strategic reporting and budgeting processes.

2.34Completes reporting that may be required of the organization to respond to relevant queries.

2.35Together with such other tasks as required by the Director and which are appropriate up to the grading level of the post.

3.0COMPETENCIES

CORE

3.1 Safety: Adherence to the safety practices, laws and codes guidelines, as outlined in the Safety Policy, Operational Manuals and other company documents. Safety First!

3.2 Teamwork: To work together with one or more persons / organizations to complete a project or task, working towards a common good to benefit the team or organization. Demonstrating the ability to develop, maintain, and strengthen partnerships with others both inside and outside the organization.

3.3Enterprise Customer Advocacy: An obvious focus on what is best for the customer throughout the enterprise, a desire to help and/or serve customers and meet their needs. Taking personal responsibility for addressing issues in customer-service, with prompt and effective solutions and without becoming defensive; Ability to prioritize multiple customer needs and take action which aligns with the department initiatives and the organisation's core values. It is simply about putting the customer first in everything that we do at WASA.

3.4Professionalism: The habitual and judicious use of communication, technical and problem-solving skills, clinical reasoning, emotions, values, and reflection in daily practice for the benefit of the company and community.  Demonstrates a conscientious, courteous, and business-oriented manner while on the job. 

3.5Uprightness: Adhering to the company’s Code of Conduct policy and all other company policies and guidelines. Promotes professionalism, morality, civility and ethical principles, demonstrating commitment to openness, being transparent and honest in one’s dealings with persons internal and external to WASA i.e., Doing the Right Thing All the Time.

TECHNICAL COMPETENCIES

3.6Strategic human resources management for a unionized, industrial process facility

3.7        Leverage HR technology and data analytics to make data-driven decisions.

3.8Expertise and familiarity with an HRIS solution, Talent Acquisition and Management Software, understanding how to operate cloud-based applicant tracking systems to enhance employee engagement and retention.

LEADERSHIP

3.9People Leadership:Successfully lead and manage a team and/or program, demonstrating a high level of independence and inspires a sense of purpose and direction and to collaborate and partner with others to achieve successful outcomes.

3.10Business Acumen:  Demonstrates a deep understanding of the business environment. Capable of developing strategies that secure sustainable development of the company, capable of building and cultivating external relationships.

3.11Critical & Strategic Thinking:  Sees the bigger picture and strives to effectively integrate the organisation into a cohesive whole.  Takes a strategic approach to leadership and planning, thinking about the longer term. Works to implement the strategic plan, monitoring and reviewing activities to ensure they are aligned with the broader goals. Self-directed thinking that produces new and innovative ideas and solves problems. Reflecting critically on learning experiences and processes and making effective decisions.  

3.12Analytical Skills:  Demonstrate ability to identify and analyse complex issues and develop and implement options and approaches.

3.13Results Orientation:  The ability to set challenging goals with desired results and to focus one's effort and the effort of the unit on the desired result. Demonstrating a strong sense of urgency about achieving results and solving problems to accomplish work.

3.14Communication:  The ability to communicate effectively both verbal and written. Effectively and appropriately interacts with others to build and foster existing relationships, influence, and facilitate the sharing of ideas and information.  Communicates with influence, highly developed written and verbal communication and interpersonal skills and the ability to effectively represent the department.

3.15Stakeholder Management:  The ability to work co-operatively with stakeholders, business professionals and partners and advise on strategic and operational issues, through insights that support business decisions.  Well-developed stakeholder relationship management skills with the demonstrated ability to build and sustain productive working relationships.  Proven ability to work collaboratively with a broad range of stakeholders.

3.16Planning and Organising:  Proven ability to manage available resources to complete competing priorities within tight timeframes. 

3.17HR Technology and Analytics:  Leverage HR technology and data driven decisions.  Stay updated on industry trends and best practices in HR technology.

4.0QUALIFICATIONS & EXPERIENCE:

4.1.Bachelor’s Degree in Social Sciences, Human Resources,  Business Administration, or related field and/or the equivalent combination of education and experience.  A Master’s degree would be an asset.

4.2.Professional in Human Resources (PHR) / Senior Professional in Human Resources (SPHR) Certification or other relevant qualification

4.3Proven experience in HR leadership roles, with a focus on transformation and change management.

4.4At least ten (10) years’ of HR experience, with at least five (5) years at managerial/senior level.

5.0KEY RELATIONSHIPS:

5.1.Direct Reports: Team Lead HR - Business Partner (Northeast); Team Lead HR - Business Partner (Northwest); Team Lead HR - Business Partner (Central); Team Lead HR - Business Partner (South); Team Lead HR - Business Partner (Tobago)

5.2.Indirect Reports: Leads

5.3.Internal Contacts: Board; Managers 

5.4External Contacts: Government departments, external agencies and auditors

6.0ACCOUNTABILITIES/OUTPUTS:(Areas for which the incumbent is directly answerable for attaining and delivering in the course of duty)