HUMAN RESOURCES SERVICES MANAGER
Job Description/Key Responsibilities
| GPL-HRD-001/19 (M) | OUTPUT FOCUS JOB DESCRIPTION | DEPARTMENT/DIVISION-HUMAN RESOURCES SERVICES | |
| Position: Human Resources Services Manager | Grade: SM | Incumbent: | Reports To: Divisional Director- Human Resources
|
| Manages: Senior Labour & Employee Relations Officer, HR Officer – Compensation Benefits and Welfare and Human Resources Officer. | |||
JOB PURPOSE: Responsible for creating the environment for executing and implementing company’s evolving and development strategies.
To plan, organize and co-ordinate HR activities of the company to maximize the strategic use of human
resources and maintain functions such as recruitment, employees compensation, welfare employment relations, manpower planning employees’ grievance and performance Management,
KEY OUTPUTS:
- Process improvement policies.
- Signed revised collective agreements
- Operationalise budgetary allocation of department
- Compilation of statistics on exit interviews.
- Compile minutes of negotiation meetings.
KEY RESPONSIBILITY AREAS:
- Implement and evaluate compensation policies/programs pay structures based upon internal
equity and external market conditions. - In conjunction with Divisional Director, conduct formal Negotiations with recognized Unions in
order to arrive at a consensus on Collective labour Agreements
- Conduct benefits programs salary needs assessment survey.
- Revise constantly, systems in the Department with a view of improving overall efficiency
- Engage in the process improvement policies of the company.
- Prepare the Departments’ budget and overall objectives in consultation with Unit Heads
- Visit locations/departments with a view of meeting staff, understanding their problems and at
the same time try to resolve same. - Carry out exit interview with departing staff and provide findings
- Ensure staff contracts are up to date and advised on contract renewal and extension where necessary.
- Assist with Implementation and monitoring of Performance Management System.
- Arrange Management/Union meetings with the primary objective of resolving issues that fall
outside of negotiations.
Required Competencies
| Core/ Leadership | Skill Level & Importance | Description/Behaviours | |
| Adaptability & Managing Change |
H |
3 | Ø Helps others to a changing work environment and to embrace change. Ø Promotes the benefits of a proposed change. Ø Takes time to question, understand and speak to the underlying needs of stakeholders beyond those initially expressed. Ø Makes/ recommends changes to work processes or systems to improve business results. Ø Develops plans and prioritizes resources to effectively implement change Ø Remains focused on the desired outcome to help self and others implement change. |
| Applying Learning | H | 2 | Ø Applies acquired knowledge quickly and appropriately on the job. Ø Improves skill through practice and application. Ø Creates opportunities to share new knowledge with others. Ø Puts new knowledge, understanding, or skill to practical and I or innovative use on the job. |
| Communication |
H |
1 | Ø Actively listens and seeks to understand by getting the facts and pertinent information. Ø Clearly expresses ideas using both written and oral communication. Ø Uses appropriate grammar and vocabulary. Ø Uses a respectful tone, appropriate eye contact, gestures and other body language. |
| Customer Services
|
H |
1 | Ø Ensures professional and courteous service Ø Acts promptly to ensure customer expectations are met and problems are resolved Ø Takes personal responsibility for providing excellent service Ø Interacts well with all customers and understands that each customer is different. |
| Decision Making | H | 2 | Ø Makes appropriate independent decisions in non routine situations Ø Considers the risks and consequences of action and decisions. Ø Focuses on innovation rather than ordinary solutions to problems. Ø Monitors impact and effectiveness of decisions. |
| Creativity & Innovation | M | 2 | Ø Regularly challenges traditional approaches. Ø Addresses current opportunities and problems by improving and adapting existing approaches. Ø Generates ideas and solutions that reflect thinking outside the box. Ø Proposes new approaches, method, or technologies. |
| Results Oriented | M | 1 | Ø Clarifies what is expected and accepts accountability for completing tasks. Ø Takes pride and ownership in own work Ø Demonstrates a high level of dependability in all aspects of the job. Ø Respects the rights of others while achieving one’s own goals. Ø Adjusts easily to changes at work. |
| Teamwork | H | 3 | Ø Proactively solicits ideas and opinions and shares information and learning with others Ø Addresses conflicts or issues within the team in a positive and open manner. Ø Provides clear feedback to team members. Ø Uses understanding of different interest and agendas to achieve positive outcomes. Ø Engages others in collaborative problem – solving, encouraging them to share their ideas and opinions. Ø Is open, sincere, and empathetic in dealing with all individuals and in all circumstances. |
Technical/ Functional Competencies
| Technical/Functional | Skill Level B, W, A,E | 1,2,3,4 |
| Ability to define problems, collect data, establish facts and draw conclusions | A | 3 |
| Excellent interpersonal dilemmatic and negotiation skills | A | 2 |
| A detail understanding of labour and employment legislations. | A | 2 |
| Strong analytical skills | W | 2 |
| In depth knowledge of the best practices in HR policies, process and strategies | E | 3 |
| Ability to exercise judgment in matters of sensitive nature | W | 2 |
Legend:
| H: | High Requirement. Required performance could not be achieved without demonstration of this competency. |
| M: | Medium Requirement. Required performance would be difficult to attain without demonstration of this competency. |
| L: | Low Requirement. Required performance is not dependent on demonstration of this competency. |
| I,II,III,IV: | The skill level required for effective performance. Skill levels are defined in the Competency Model |
| * | If a formal leader, all leadership competencies will apply. A formal leader is primarily responsible for the leadership and/or supervision of others of others. |
| Duties are generally different than the duties of the others in the group. | |
| B: | Basic – Brief, general familiarity. Understanding of where knowledge can be applied, but limited on-the-job application. |
| W: | Working – Detailed familiarity and understanding. Proficient in applying the knowledge and skills for regular job requirements. |
| A: | Advanced – Comprehensive understanding (in-depth familiarity with fine points). Able to handle complex or non-routine applications |
| E: | Expert – Comprehensive and conceptual understanding. Expert, “go to” resource, can handle highly complex problems or situations. |
Required Qualifications and Experience
- BSc. Degree in Management/Law/Sociology/Human Resources Management, with seven (7) years relevant experience, at a Senior Management Level.
OR
- Diploma in Industrial Relations and Personnel Management, with ten (10) years relevant experienc
How to Apply
The Divisional Director
Human Resources Division
Guyana Power and Light Inc.
257/259 Middle Street
Georgetown
- OR –
Email to: bparsaud@gplinc.com
Copy: ddhrsec@gplinc.com