CARIBBEAN COMMUNITY SECRETARIAT DETAILS OF THE POST OF TALENT MANAGEMENT AND LEARNING SPECIALIST CHANGE MANAGEMENT OFFICE

Transcription

1 CARIBBEAN COMMUNITY SECRETARIAT DETAILS OF THE POST OF TALENT MANAGEMENT AND LEARNING SPECIALIST CHANGE MANAGEMENT OFFICE Applications are invited from interested and suitably qualified nationals of Caribbean Community (CARICOM) Member States and Associate Members of the Caribbean Community to fill the abovementioned position in the Caribbean Community Secretariat with assigned duty station in Guyana. 2. FUNCTIONS OF THE POST Reporting to the Head of the Change Management Office, you have responsibility for developing and implementing the Management and Leadership Development program. Additionally, you will spearhead the Graduate-in-Training program and lead the Learning and Development function. Assisting with all aspects of the implementation of the Job Evaluation project is within your purview. With at least 10 years experience in the Talent Management and Learning and Development arena, you will possess hands-on experience designing bespoke management and leadership development programmes and training courses. You will have extensive experience coaching and training senior managers and executives. Familiarity with using psychometric tools, developing job descriptions and competency models will be an asset. You possess outstanding communication and influencing skills, and are adept at collaborating, and overcoming barriers to change. 3. KNOWLEDGE, SKILLS, ABILITIES AND OTHER ATTRIBUTES A. Candidates should possess at least an Advanced Degree, Masters or equivalent in Human Resource Management, or Human Resource Development or a related field and possess at least 10 years experience at an equivalent level. The following are other specifications for the post. Proven ability to design and implement graduate-in-training and management and leadership development programmes in a complex organisation; Demonstrated expertise designing technical training courses where you are not the subject matter expert; Adept at capturing and reporting on metrics related to talent management and learning and development initiatives; Demonstrated competence in designing and implementing coaching and mentoring programmes;

2 Highly skilled at conducting performance review sessions, providing employee feedback, career coaching and performance management. Previously worked at a large complex public sector organisation, a regional private sector organisation or a Multinational Corporation is preferable; and SHRM-CP, SHRM-SCP or CIPD will be an asset. B. BEHAVIOURAL COMPETENCIES Ability to influence and negotiate without formal direct authority, consultative in approach; diplomatic. Ability to manage consensus at various levels and cultivate strategic internal relationships across a matrixed organization. Strong collaborative skills and the ability to engage staff members across multiple business units. Ability to convey information and ideas using various media to engage groups and individuals while assisting them to understand and retain the message. 3. DUTIES AND RESPONSIBILITIES KEY RESULT 1: Design and development of the Secretariat Management Development Programme. 1.1 Develops a framework for the Management Development Programme including a project plan, budget and rationale to support decision making and the mobilisation of funding. 1.2 Reviews and analyses data gathered. Collect additional data as needed to identify the specific competencies and experience required within the target roles. Work in conjunction with Human Resource personnel to finalise a management competency model to support the target roles. 1.3 Designs and conducts modules (face-to-face, online, webinar) to provide effective delivery of training to participants. 1.4 Designs performance assessments to ensure that managerial performance remains within and above the agreed standard. Provide a train-the-trainer course on conducting employee performance reviews to Human Resource personnel. 1.5 Designs and conducts train-the-trainer sessions to ensure the effective delivery of modules utilising in-house experts. 1.6 Develops and delivers coaching and mentoring sessions to support managers in the programme. 2

3 1.7 Works collaboratively with Human Resource personnel to design career pathing options for participants and train the respective managers to conduct these sessions with their direct reports. 1.8 Explores options to expand the Management Development Programme to the Regional Institutions. KEY RESULT 2: Design and development of the CARICOM Young Professionals Programme for technical support. 2.1 Develops a framework for the Young Professionals Programme including a project plan, budget and rationale to support decision making and the mobilisation of funding. 2.2 Reviews and analyses data gathered and collect additional data as needed to identify the specific competencies and experience required within the target roles. Liaise with HR to develop a technical competency model to support the target roles. 2.3 Designs modules (face-to-face, online, webinar) to provide effective delivery of training and on-boarding of participants. 2.4 Designs assessments to monitor and report on the progress of programme participants in relation to the expected growth and performance. 2.5 Designs and conducts train-the-trainer sessions to ensure the effective delivery of modules utilising in-house experts. 2.6 Develops and delivers coaching and mentoring sessions to support participants in the programme 2.7 Designs career pathing options for participants and train the respective managers to conduct these sessions with their direct reports. 2.8 Works closely with the Human Resource department to develop recruitment and an offboarding process to support the programme. 2.9 Establishes a network of relationships with appropriate tertiary education providers to provide a pipeline of appropriate participants. KEY RESULT 3: Standardised all roles in the Secretariat based on empirical job evaluation criteria 3.1 Ensures the completion of the work activities required to finalise the bespoke Job Evaluation tool; 3.2 Works collaboratively with the Human Resource personnel to review and revise all job descriptions to reflect appropriate levels of authority, complexity and accountability; 3

4 3.3 Trains the staff members of the Human Resource Department, the Job Evaluation Committee and others as appropriate on the use of the bespoke Job Evaluation tool; 3.4 Participates in the Secretariat s job evaluation exercise, providing support to the committee as needed; 3.5 Develops standardised career paths and job families for the Secretariat; 3.6 Participates in the steering committee set up to complete a market comparison on compensation for the Secretariat. KEY RESULT 4: Design and development of the Secretariat Leadership Development Programme. 4.1 Reviews and analyses data gathered and collect additional data as needed to identify the specific competencies and experience required within the target roles. Work synergistically with Human Resource personnel to finalise a leadership competency model to support the target roles. 4.2 Develops a protocol including a selection criteria and nomination approach to identify potential persons for the leadership pool. 4.3 Designs modules (face-to-face, online, webinar) to provide effective delivery of training to participants. 4.4 Develops a coaching and mentoring program to support managers in the programme. 4.5 Works collaboratively with the Director of Human Resource Management to design career pathing options for participants. 4.6 Designs assessments to monitor and report on the progress of programme participants in relation to the expected growth and performance. In addition to the outlined above, the incumbent is expected to perform other related duties as assigned. 5. EMOLUMENTS AND BENEFITS An attractive remuneration package will be offered. 6. EDUCATION GRANT The officer shall be eligible for the payment of an education grant in respect of children (including step children and legally-adopted children) who require reasonable education facilities that are not available at the assigned duty station or whose education the officer would not want to disrupt in relocating to take up this appointment. The grant shall apply to children under the age of twenty-three years and shall not exceed seventy-five per cent of the cost of tuition (including text books), room and 4

5 board up to a maximum total of EC$16, per year per child for a maximum of two children at any one time. The grant is payable for a maximum of five years. 7. SETTLEMENT GRANT On assumption of duty in Guyana, the officer shall be paid a settlement grant in respect of the staff member, his or her spouse and each eligible child or other approved dependent. The number of dependents eligible for Settlement Grant shall not exceed six (6) persons. 8. RECRUITMENT AND APPOINTMENT Appointment may be on contract or on secondment from a Public Service or a statutory body of a Member State or approved regional organisation. It will be subject to such regulations, rules, orders and instructions as exist and as may be introduced from time to time in respect of service with the Secretariat. An officer recruited from outside the assigned duty station, on first appointment, will be provided economy class air passages by the most direct route for the officer, spouse and children (provided they are below the age of eighteen years, unmarried and dependent on the officer) and for such other dependents as may be approved by the Secretary-General, provided that the number of children and other dependents does not exceed six (6) in all. In addition to passages, the officer will be granted the following transportation allowances: (i) (ii) (iii) ocean freight charges, including insurance, for shipping personal and household effects to Guyana, not exceeding 1250 cubic feet, plus a motor car (if the officer already owns one); the cost of transporting in a single shipment baggage, personal and household effects from the home of the officer to the place of embarkation and from the port of disembarkation to the place of residence in Guyana; and the cost of packing and crating personal and household effects. 9. LEAVE The officer will be eligible for the grant of vacation leave at the rate of twenty working days a year and a leave grant after every twelve months of service in respect of the officer, spouse and up to two dependent children. 10. PRIVILEGES AND IMMUNITIES The officer will be granted the privileges and immunities extended to officials of the Caribbean Community in accordance with Article 8 of the Community s Headquarters Agreement with the Government of Guyana. 5

6 11. GROUP HEALTH AND LIFE AND ACCIDENT INSURANCE The officer will be required to participate in the Secretariat s group health and group life and accident insurance schemes. With respect to the health scheme, the officer will contribute fifty per cent of the premium. The life and accident insurance scheme is non-contributory. 12. SUPERANNUATION An officer on contract shall, subject to his/her services being satisfactory and having completed at least six (6) months of the contractual term of employment be eligible for the payment of a gratuity. The gratuity shall be at the rate of twenty per cent of the officer s basic salary, calculated for each day of completed service and shall be payable at the end of the officer s contractual period (including for this purpose any period of extension or approved leave). Where the appointment is on secondment, the Secretariat will pay to the officer s substantive employer, over the period of secondment, a contribution not exceeding twenty-five per cent of the pensionable salary normally payable to the officer by that employer so as to maintain the pensionable status of the officer in the substantive employment. 13. APPLICATIONS Applications in English Language with full curriculum vitae details, including nationality, date of birth, work experience, educational qualifications, summary of professional skills and/or expertise, language proficiency, list of professional publications, coordinates (including addresses) of three referees (at least two of whom must be familiar with the applicant s work), and other relevant information, should be addressed to: The Director, Human Resource Management, Caribbean Community Secretariat, Turkeyen, Greater Georgetown, Guyana and sent by to applnhrm@caricom.org 14. Applicants must complete the Profile Summary Form included within the website notices. 15. The deadline for the submission of applications is 19 March