Job: Civil Division & Court Administration Department (CDCAD) Human Resource Manager

The CDCAD – Human Resource (HR) Manager is the head of the Human Resource Management (HRM) Unit for Civil Division, including the Court of Appeal, Petty Civil (Small Claims) and the Department of Court Administration. The Manager provides strategic, technical and management support to the Deputy Court Executive Administrator through the provision of leadership and advice in the formulation of HR management policies to guide the effective and sustainable development of the Division. The incumbent is responsible for developing, directing, and implementing a full range of human resource policies and programmes in accordance with the Judiciary’s strategic and operational goals, and legal requirements.

• • Partners with judicial officers, department of court administration, unit heads and other stakeholders to engage in strategic planning in accordance with the strategic direction of the Judiciary.
  • Forms part of the strategic and advisory teams.
  • Shapes the strategic direction of the HRM Unit in accordance with the strategic direction of the Judiciary.
  • Formulates, evaluates and implements HR policies, plans, and practices through the establishment of appropriate processes and systems, monitors and reviews results, and implements required changes to achieve the strategic goals and targets set by the Judiciary, the Civil Division, Department of Court Administration and other Units.
  • Recommends and facilitates innovative strategies to attract, recruit and select staff with the best fit for the Civil Division, the Department of Court Administration and other Units.
  • Ensures the establishment of an orientation programme to provide staff with the knowledge and skills to perform their jobs effectively.

Training:

• • Consults with unit heads to enable the identification and creation of learning programmes to be translated into a training plan that supports a wide range of training opportunities for new and existing employees, teams, supervisors, unit heads and technical/functional professionals with a view to improving organisational effectiveness.

Retention:

• • Maintains a compensation and benefits plan for staff of the Civil Division, the Department of Court Administration and other assigned Units; and ensures equity in administering same.
  • Provides sound advice to the Deputy CEA on employee relations, industrial relations and disciplinary matters, seeking legal advice where necessary.
  • Advises and guides the Deputy CEA regarding staffing issues in which the union must be engaged.
  • Co-ordinates, documents and ensures the proper handling of all matters pertaining to industrial relations: such as dismissals, disputes, separation and retirement, in accordance with the Judiciary’s policies and procedures, and the laws of Trinidad and Tobago.
  • Ensures the implementation of the Occupational Safety and Health Act (OSHA) across all assigned Units and Divisions.
  • Ensures the implementation of the Employee Assistance Programme in keeping with the Judiciary’s policies and procedures.
  • Drives the effective implementation and management of the performance management processes and procedures to ensure employee engagement and that performance expectations are established, communicated and undated.
  • Creates career paths and manages talent within the assigned Units and the  Division to be able to retain the best knowledge workers.

Off-boarding/Exit:

• • Develops effective strategies and off-boarding procedures to transition employees out of the organisation as a result of involuntary separation, voluntary separation and retirement.
  • Ensures programmes are in place to prepare staff for their retirement.
  • Manages staff contracts and ensures that employment records are up to date to facilitate the timely processing of pension and gratuity.
  • Ensures the development and maintenance of the HR Policy Manuals to ensure equity and consistency in decision-making in compliance with the laws of Trinidad and Tobago and other Judiciary guidelines and policies.
  • Develops and manages the HR Integrated Information System efficiently and effectively, ensuring the confidentiality and integrity of data.
  • Sets performance standards for all HR functions in support of the successful operations of the Civil Division and other assigned Units.
  • Creates an excellent customer service culture and integrates HR procedures and processes in keeping with the needs of customers; and monitors same to ensure that the service delivery and overall operations are timely and of the expected quality and standards.
  • Develops and maintains strategic relationships with key stakeholders within the Public Service and other external agencies.
  • Develops Cabinet Notes for the approval of the Deputy CEA, and analyses and implements Cabinet decisions.
  • Co-ordinates the preparation of the annual HR Budget, and the administration of same.
  • Performs and other related duties.

• Knowledge of court operations.
• Extensive knowledge of Public Service regulations, policies and procedures.
• Excellent knowledge of functional HR management areas, practices and standards and HR development.
• Thorough knowledge of the principles of alternative dispute resolution, local industrial relations laws and other relevant legislation.
• Excellent Knowledge of HR Information Systems.

• Must have a global outlook with the ability to identify and assess trends and changes in the global environment, particularly as they relate to HR and Judicial issues.
• Must have excellent experience engaging Trade Unions.
• Demonstrated leadership and management abilities.
• Must have a high level of energy and drive.
• Ability to participate in various departmental and inter-departmental teams.
• Ability to build trust, credibility and effective working relationships with all levels of staff within the organisation, and with external stakeholders.
• Ability to deliver HR programmes which effectively address the needs of the Judiciary.
• Ability to counsel and advise management and all levels of staff on sensitive issues and appropriate courses of action.
• Must demonstrate tact, diplomacy, mature judgement and creative problem-solving skills.
• Excellent coaching, negotiation, and conflict resolution skills are essential.
• Ability to set, implement and monitor performance standards.
• Excellent command of the English language (verbal and written), with the demonstrated ability to express ideas clearly and concisely, both orally and in writing.
• Proficient in the use of Microsoft Office Suite.

• A First Degree in Management, public administration or relevant field from a recognised university.
• A Post Graduate Degree or Diploma in Human Resources Management or a Master’s in Business Administration.
• A minimum of eight (8) years’ experience operating in HR development and at least five (5) years at a senior management level.
• Any other equivalent combination of training and experience will be considered.