Chief Human Resources Officer

Job summary

The Chief Human Resources Officer will provide strategic leadership for human resource management across the Montserrat Public Service. This role is responsible for ensuring the development of a high-performing, modern workforce ready to deliver the Government's priorities through transformation and sustained organizational capability.
The position leads the delivery of HR strategies, policies, and systems across the complete employee lifecycle—including workforce planning, talent management, learning and development, performance management, reward and compensation, employee relations, and organizational development.
At the strategic level, the role ensures that the Human Resources Management Unit builds a management team capable of delivering modern HR functions with excellence and professionalism. The CHRO will set the HR strategy for recruitment, retention, and development across the public service, positioning the Montserrat government as an employer of choice.

Job description

1. Strategic HR Leadership and Reform Delivery

- Develop and implement a modern, integrated HR strategy that supports public service transformation, improved service delivery, and workforce sustainability

- Lead the strategic direction and priorities for human resource management across government

- Champion organisational development initiatives aligned with government transformation objectives

- Identify and implement HR solutions that enable government departments to operate more effectively

- Establish HR metrics and performance indicators to track progress and impact of strategic initiatives

- Build capability within the HRMU to deliver modern HR services across the public service

2. Senior Advisory and Governance - Serve as a trusted strategic adviser to the Governor, Deputy Governor/Head of the Public Service, and Heads of Departments on human resource management and organisational matters

- Provide expert guidance on statutory compliance and best practice in HR and employment law

- Ensure sound governance and informed decision-making on people-related strategic matters

- Support the Deputy Governor with policy recommendations on public service employment matters

- Maintain close working relationships with senior government leadership

- Advise on complex HR and organisational challenges requiring senior judgment and discretion

3. Organisational Capability and Leadership Development - Deliver initiatives that build leadership capability across the Public Service, including succession planning, talent management, and performance management systems

- Develop and implement a leadership development framework for current and emerging leaders

- Create a high-performing culture through talent identification, retention, and progression strategies

- Champion diversity and inclusion across the public service workforce

- Establish frameworks to identify and develop future leaders at all organisational levels

- Support departmental heads in building high-performing teams

4. Leadership of the HR Function

- Provide professional leadership and strategic direction to the Human Resources Management Unit

- Ensure effective delivery of HR policies, programmes, and systems across the complete employee lifecycle

- Foster a culture of professionalism, collaboration, and continuous improvement within the HRMU

- Build and develop the HR team's technical capability and professional expertise

- Establish systems and processes that enable HR to operate strategically rather than reactively

- Champion best practice and professional standards across the HR function

5. Change, Transformation and Service Improvement

- Provide strategic HR leadership and organisational development expertise in support of government-wide transformation initiatives

- Design and deliver people-focused change management solutions that enable effective implementation

- Support departments in managing organisational restructuring and change programmes

- Identify opportunities for process improvement and service enhancement within HR operations

- Build organisational resilience and adaptability

- Foster a culture of continuous learning and improvement across the public service

Person specification

Essential Criteria

- 1. Leadership and Strategic Capability

- Strategic Communication

- Senior Influence

-Leadership Excellence

- Pace and Delivery

2. Professional Knowledge and Experience

- HR Expertise

- Public Sector Understanding

- Professional Qualification

- Change Management

3. Business Acumen and Strategic Vision

- Organizational Development

- Commercial Awareness

- Data and Analytics

- Innovation

4. Judgement and Interpersonal Skills -

Discretion and Confidentiality

- Emotional Intelligence

- Stakeholder Engagement

- Collaboration

Benefits

- This advertised role is not within the Civil Service or an accredited Non Departmental Public Body, as such your continuity of service may be affected if you apply and are successful.
- This role does not include a option to apply for a Civil Service Pension as it is outside the Civil Service.

Note:

If you are a civil servant or an employee of a public body, this advertised role is not within the Civil Service or an accredited Non Departmental Public Body. As such, your continuity of service may be affected if you apply and are successful, and you should check the appropriate guidance with your HR team or line manager. .

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

All candidates will be processed through a shortlisting and interview process. The shortlisting process should be concluded within a week before proceeding to the interview stage.

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Medical

Successful candidates will be expected to have a medical.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

Please note this Post is NOT regulated by the Civil Service Commission.The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : Chief Human Resources Officer
• Email : hrmu@gov.ms
• Telephone : 6644912365

Recruitment team

• Email : recruitment.hrmu@gov.ms

Further information

https://gomjobs.com