The Role
Leads day-to-day HR operations and implements human capital strategy across recruitment, employee relations, performance management, learning and development, compensation, compliance, workforce planning, HR analytics, and HR systems. Advises managers, supports employee engagement and organizational capability, oversees HR reporting and budgets, and drives continuous improvement and digital HR initiatives while ensuring compliance with Bahamian employment legislation.
Summary Generated by Built In
Job Summary
The People Development Expert (HR Manager) is responsible for leading the day-to-day delivery of Human Resource services and implementing the Human Capital Strategy established by the Director of People. The role provides operational leadership across recruitment, employee relations, performance management, learning and development, compensation and benefits administration, workforce planning, HR compliance, policy implementation, and Human Resource Systems.
The People Development Expert serves as a trusted advisor to managers, promotes a high-performing and value-driven workplace, and ensures that HR programmes, policies and processes are delivered efficiently, consistently, and in compliance with applicable employment legislation and organizational policies.
Working collaboratively with the Director of People, the position supports organizational growth by strengthening workforce capability, enhancing employee engagement, promoting continuous improvement, and delivering responsive HR services that align with SBDC’s Strategic objectives.
Duties/Responsibilities:
Human Resource Operations:
Duties/Responsibilities:
Human Resource Operations:
• Lead effective delivery of day-to-day Human Resource operations across the organization.
• Implement Human Capital strategies, initiatives, and programmes approved by the Director of People.
• Develop annual HR operational work plans and monitor departmental performance.
• Continuously improve HR service delivery through innovation, technology, and process improvement.
• Ensure HR operations support the strategic objectives of SBDC.
Workforce Planning and Talent Acquisition
• Coordinate workforce planning activities to support departmental staffing requirements.
• Manage end-to-end recruitment and selection process.
• Develop recruitment campaigns and employer branding initiatives.
• Coordinate interviews, assessments, reference checks, background screening, and employment offers.
• Oversee employee onboarding, orientation, and probationary programmes.
• Maintain talent pools and succession planning databases for operational positions.
• Monitor recruitment KPIs including time-to-fill, cost-per hire and quality-of-hire.
Employee Relations
• Foster a respectful, collaborative, inclusive, and high-performing workplace culture.
• Investigate employee grievances, complaints, misconduct, and disciplinary matters.
• Provide guidance to managers on employee relations issues.
• Facilitate conflict resolution and workplace mediation.
• Promote employee wellbeing, engagement, recognition, and retention initiatives.
• Ensure consistent application of organizational policies and employment legislation.
Performance Management
• Administer the organization’s Performance Management Framework.
• Coordinate annual and probationary performance review cycles.
• Support managers in setting objectives, conducting reviews, and implementing Performance Improvement Plans.
• Monitor performance outcomes and identify development opportunities.
• Assist with career development and succession readiness.
Learning and Organizational Development
• Conduct organizational learning needs assessments.
• Develop annual training and professional development plans.
• Coordinate internal and external training programmes.
• Support leadership development, mentoring, and coaching initiatives.
• Evaluate training effectiveness using measurable outcomes.
• Promote continuous learning throughout the organization.
Compensation, Benefits and HR Administration
• Conduct salary benchmarking and compensation analysis.
• Recommend compensation adjustments based on policy, market data, and performance.
• Collaborate with Finance to support payroll administration.
• Maintain employee records, HR system, contracts, and personnel files.
• Ensure the integrity and confidentiality of employee information.
Governance, Compliance, and Risk Management
• Ensure compliance with employment legislation, organizational policies, and HR procedures.
• Monitor HR compliance risks and recommend corrective actions.
• Support internal and external audits.
• Coordinate policy implementation and periodic reviews.
• Promote ethical HR practices and accountability across the organization.
HR Analytics and Reporting
• Develop and maintain HR dashboards to monitor and report on:
o Workforce demographics
o Employee turnover
o Recruitment performance
o Time-to-fill Vacancies
o Absenteeism
o Training participation and effectiveness
o Performance management completion
o Diversity and Inclusion Indicators
o Workforce trends
• Prepare monthly, quarterly and annual HR reports for the Director of People and Executive Management.
• Utilize HR analytics to identify trends and recommend operational improvements.
Stakeholder Management
• Build productive working relationships with employees and managers across the organization.
• Liaise with recruitment agencies, educational institutions, training providers, government agencies, and professional associations.
• Support organizational committees and cross-functional initiatives as assigned.
• Represent the HR function at meetings, workshops, and external engagements where appropriate.
Financial Management
• Assist in preparing the annual HR operational budget
• Monitor departmental expenditure.
• Manage recruitment, training, and employee engagement budgets.
• Ensure effective stewardship of allocated resources.
Continuous Improvement and Digital HR
• Recommend improvements to HR policies, procedures, and workflows.
• Support implementation and optimization of HR information systems.
• Promote automation and digital transformation within HR operations.
• Identify opportunities to enhance the employee experience through technology and innovation.
Requirements
Education/Experience:
Minimum of Bachelor’s Degree in Human Resource Management, Organizational Development, Industrial Psychology, Business Administration or related discipline
Professional Certification such as SHRM, PHR, or equivalent is highly desirable
3-5 years’ experience in Human Resource Management experience
Minimum 2 years’ experience in a supervisory or management capacity
3-5 years’ experience in Human Resource Management experience
Minimum 2 years’ experience in a supervisory or management capacity
HR competence and knowledge of HR principles, process and best practices
Strong knowledge of Bahamian employment legislation and labor regulations.
High emotional intelligence and interpersonal effectiveness
Ability to maintain a high level of integrity and discretion in handling confidential information
Engaging personality with the ability to cultivate strong relationships and work successfully with diverse internal and external stakeholders
Skills Required
- Bachelor's degree in Human Resource Management, Organizational Development, Industrial Psychology, Business Administration, or a related discipline
- Professional certification such as SHRM, PHR, or equivalent
- 3–5 years of experience in Human Resource Management
- At least 2 years of experience in a supervisory or management capacity
- Knowledge of HR principles, processes, and best practices
- Strong knowledge of Bahamian employment legislation and labor regulations
- High emotional intelligence and interpersonal effectiveness
- High integrity and discretion when handling confidential information
- Ability to build relationships and work effectively with diverse stakeholders
Am I A Good Fit?
Get Personalized Job Insights.
Our AI-powered fit analysis compares your resume with a job listing so you know if your skills & experience align.
Success! Refresh the page to see how your skills align with this role.
The Company
What We Do
Access Accelerator is a non-profit organization that supports Micro, Small and Medium-sized Enterprises (SMEs) in The Bahamas by providing business development services, mentorship, advisory, access to funding, and educational resources to foster their growth and success.
