Main Purpose of Job: 

The Senior HR Manager - Manpower Planning and Administration is responsible for the strategic development and execution of workforce planning and HR administration. This role ensures that the organization has the right talent, in the right places, at the right times, to meet business needs and drive growth. The Senior HR Manager will work closely with department heads and senior leadership to anticipate workforce requirements, develop succession plans, and manage day-to-day HR operations.

Essential Duties and Responsibilities:

Workforce Planning & Strategy:

• Develop and implement workforce planning strategies that align with the organization’s business objectives.
• Forecast workforce needs based on business growth, market trends, and the Group’s goals.
• Analyze workforce data to identify trends, gaps, and future requirements.
• Collaborate with department heads to ensure manpower planning supports operational efficiency.

Succession Planning:

• Lead the development of succession planning initiatives to ensure leadership continuity.
• Identify key positions and develop talent pipelines to ensure readiness for critical roles.
• Work with leadership to create and maintain development plans for high-potential employees.

Talent Acquisition & Retention:

• Oversee recruitment strategies to attract and retain top talent.
• Ensure that recruitment processes are aligned with manpower plans and organizational goals.
• Develop strategies to enhance employee retention, reduce turnover, and maintain a positive employer brand.

Operations & Administration:

• Manage day-to-day HR operations, including employee records, HRIS management.
• Oversee HR administration functions, including payroll, benefits, and employee relations.
• Ensure the HR department delivers timely and efficient services to employees and managers.
• Conducts annual review of benefits with vendors to maintain a competitive recruiting advantage.
• Oversee the benefits administration processes for all of the organization’s benefit programs.
• Maintains an up-to-date Employee Handbook and other policies and processes, acting as a resource for answering questions and interpreting policies.
• Collaborate with team members to develop and monitor an annual budget that includes Human Resources services, employee recognition and benefits administration.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
• Develop and administer programs, procedures, and guidelines to help align the workforce with the strategic goals of the Group.

Employee Relations:

• Support a positive employee relations environment, ensuring alignment with the organization’s people-centred culture.
• Support collective bargaining processes and ensure compliance with union agreements.

Performance Management:

• Lead the implementation of performance management systems to drive a high-performance culture.
• Collaborate with leadership to ensure performance goals are aligned with business objectives.
• Provide guidance and support to managers in conducting performance evaluations and addressing performance issues.

HR Metrics & Reporting:

• Develop and maintain HR metrics to measure the effectiveness of HR initiatives.
• Provide regular reports to senior leadership on workforce trends, staffing levels, and HR performance.
• Use data to inform decision-making and continuous improvement of HR processes.
• Maintains an accurate and up-to-date HRIS and payroll system via the HR Officer – HR Systems. Ensuring reports are provided and other data as required by the organization to use in planning.

Required Qualifications/Experience/Competencies/Attributes

• Bachelor’s Degree from a regionally accredited institution with a major in Human Resource Management, Business Administration or related field or equivalent level of experience, training and education
• At least five years’ experience at a managerial level.
• Strong experience in workforce planning, succession planning, and HR operations.

Required Knowledge/ Skills/ Abilities:

• A high level of oral and written communication skills.
• A high level of interpersonal skills.
• Computer literacy in the suite of Microsoft Office applications.
• Ability to thinkstrategically.
• Sound ability to deal with conflict situations in a rational and constructive manner.
• Sound analytical ability to identify and analyze problems and formulate and implement appropriate courses of action.
• Ability to perform under pressure, respond quickly to requests and achieve effective results within given and at times tight time frames.
• Ability to be flexible and adaptable in response to organisational and operational change and develop creative solutions to problems.
• Ability to coach and guide less experienced staff and contribute to their on-going training and development.
• Sound knowledge of industrial and employee relations theory, principles, policies and practices.
• Sound knowledge of the legislative framework within which industrial relations operate, within Trinidad and Tobago.
• Strong leadership, communication and influencing skills required.
• Knowledge of, and strong commitment to, the principles of human resource management and administration.