Head of People and Culture

The Business & Employment Centre on behalf of its client Business Barbados, is recruiting for the full-time role of Head of People and Culture.

Business Barbados is designed to modernise and enhance the way the business is conducted in Barbados. The entity is responsible for corporate and intellectual property registration, with an expanded portfolio of services to come. The statutory corporation is at the forefront of making Barbados’ business landscape accessible to all, helping companies start, maintain and protect their businesses and investments. Business Barbados is at the heart of business for local and global investors, redefining business facilitation.

Job Title: Head of People and Culture
Reports To: Chief Executive Officer (CEO)
Direct Reports: Human Resources Officer, Office Manager

Key Responsibilities:
HR Strategy and Leadership:

• Develop and implement People strategies and initiatives aligned with the overall business strategy.
• Lead the People department, providing guidance and support to People staff.
• Act as a strategic partner to senior management, advising on People matters and organizational development.

Talent Acquisition and Management:

• Oversee the recruitment and selection process to attract, hire, and retain top talent.
• Develop and implement onboarding programs to ensure smooth integration of new employees.
• Manage talent pipelines and succession planning to ensure continuity and growth.

Performance Management:

• Develop and implement performance management systems, including goal setting, performance reviews, and feedback processes.
• Provide coaching and support to managers and employees on performance-related issues.
• Identify and address performance gaps through training and development programs.
• Design and oversee the implementation of performance improvement plans for underperforming employees.
• Provide guidance to managers on how to set realistic improvement goals and timelines.
• Track the progress of employees on PIPs and determine further actions if performance does not improve.

Occupational Health and Safety:

• Design and implement comprehensive occupational health and safety policies and procedures.
• Ensure that OHS policies are aligned with local regulations and industry best practices.
• Regularly review and update OHS policies to reflect changes in legislation and emerging risks.
• Foster a workplace culture that prioritizes health and safety.
• Communicate the importance of OHS to all employees and promote safe working practices.

Employee Development and Training:

• Design and implement employee development programmes to enhance skills and career growth.
• Coordinate training sessions, workshops, and other learning opportunities.
• Promote a culture of continuous learning and professional development.

Employee Relations and Engagement:

• Foster a positive work environment and organizational culture that promotes employee engagement and satisfaction.
• Address employee concerns and grievances in a timely and fair manner.
• Implement initiatives to enhance employee well-being and work-life balance.

Compensation and Benefits:

• Oversee the development and administration of compensation and benefits programs.
• Ensure competitive and equitable compensation practices.
• Manage employee benefits programs, including health insurance, retirement plans, and other perks.

Compliance and Policies:

• Ensure compliance with labour laws and regulations.
• Develop, implement, and update HR policies and procedures.
• Conduct regular audits to ensure adherence to HR policies and legal requirements.

Industrial Relations:

• Develop and implement procedures for handling workplace disputes and grievances.
• Mediate conflicts between employees and management to reach amicable resolutions.
• Establish clear disciplinary procedures and ensure they are communicated to all employees.
• Oversee the fair and consistent application of disciplinary actions.
• Advise senior management on disciplinary and industrial relations issues, potential risks, and strategies for improvement.

Diversity, Equity, and Inclusion (DEI):

• Promote diversity, equity, and inclusion initiatives within the organization.
• Develop and implement programs to enhance diversity and foster an inclusive workplace.
• Monitor and report on DEI metrics and progress.

HR Metrics and Reporting:

• Track and analyze People metrics to assess the effectiveness of People programs and initiatives.
• Provide regular reports to senior management on People performance and trends.
• Use data-driven insights to make informed decisions and improvements.

Perform any other job -related duties as assigned

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Masters preferred.
• Minimum of 7-10 years of experience in human resources, with at least 3-5 years in a leadership role.
• Professional HR certification (e.g., SHRM-SCP, SPHR) is preferred.

Skills and Competencies:

• Strong leadership and management skills.
• Excellent interpersonal and communication skills.
• Strategic thinking and ability to align HR initiatives with business goals.
• In-depth knowledge of HR best practices, labor laws, and regulations.
• Proficiency in HR software and systems.
• Strong problem-solving and decision-making abilities.

Key Attributes:

• High level of integrity and professionalism.
• Proactive and results-driven.
• Ability to build and maintain positive relationships with employees and stakeholders.
• Strong organizational and time management skills.
• Adaptable and able to navigate change effectively.
• Commitment to continuous improvement and professional development.

Working Conditions:

• This position operates primarily in an office environment, with occasional travel for meetings or presentations.
• Flexibility in working hours may be required to accommodate client needs or deadlines.
• Professional demeanour and adherence to confidentiality standards are essential.