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.

3. DUTIES AND RESPONSIBILITIES
KEY RESULT 1: Design and development of the Secretariat Management Development
Programme.
Activities
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.
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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.
Activities
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
Activities
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;
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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.
Activities
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 Activities outlined above, the incumbent is expected to perform other
related duties as assigned.

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;
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□ 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.

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
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board up to a maximum total of EC$16,200.00 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) 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);
(ii) 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
(iii) 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.
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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 email 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: