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Recruitment & Selection Guide
Recruitment & Selection Guide
Ministry of People Development – HRM Department
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Vacancy
DIRECTOR, HUMAN RESOURCE MANAGEMENT
Ministry of People Development
Human Resource Management Division
Location: Ministry Headquarters
Salary Scale: [$Range based on Government Compensation Structure]
The Ministry of People Development invites applications from suitably qualified individuals to fill the post of Director, Human Resource Management.
JOB PURPOSE
The incumbent is responsible for directing the planning, implementation, and monitoring of the Ministry’s Human Resource Management programmes. The role supports national HR policy objectives and contributes to building a high-performing and future-ready public service workforce.
KEY RESPONSIBILITIES INCLUDE
  • Aligning HR strategies with the Ministry’s operational and strategic objectives.
  • Leading workforce planning and organizational development initiatives.
  • Driving performance management and succession planning efforts across the Ministry.
  • Managing policy development and compliance with relevant regulations.
  • Advising senior leadership on HRM best practices, trends, and legal requirements.
  • Fostering a culture of learning, inclusion, and continuous improvement.
REQUIRED COMPETENCIES
  • Demonstrated ability to lead strategic HR planning and institutional transformation.
  • Expertise in performance management systems, change leadership, and workforce development.
  • Strong interpersonal, consultation, and policy formulation skills.
  • Knowledge of Jamaica’s Public Service Regulations and labour laws.
  • Proven experience in senior-level HRM roles, preferably in the public sector.
QUALIFICATIONS & EXPERIENCE
  • Postgraduate Degree in Human Resource Management, Public Administration, Business Administration, or related field.
  • At least seven (7) years’ senior management experience in Human Resource Management.
  • Certification in Industrial Relations, Change Management, or Organizational Development is an asset.
APPLICATION PROCEDURE
Applications, along with résumés, should be submitted no later than [insert closing date] to:
The Director, Human Resource Management
Ministry of People Development
[Insert Physical Address]
Or via email to: [Insert HR email address]
Please include the post title in the subject line of your email or the envelope. Only shortlisted candidates will be contacted.
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Director, Human Resource Management
This guide provides structured, competency-based interview questions and scoring rubrics for the role of Director, Human Resource Management. It supports consistent and fair evaluation across all stages of the selection process.
Competency: Strategic HR Planning
Interview Question:
Tell us about a time when you developed or led a strategic HR initiative that impacted the entire organization or sector.
What to Look For:
  • Alignment with strategic or national goals
  • Integration across HR functions
  • Stakeholder consultation and approval
  • Measurable results or system-level change
Strategic HR Planning Scoring Rubric
Score: 1
Tactical or operational example with minimal strategic relevance.
Score: 2
Contributed to strategic planning, but not in a lead role or lacked integration.
Score: 3
Led a functional HR plan with some strategic elements and moderate results.
Score: 4
Managed a cross-functional HR initiative aligned with organizational goals and showed outcomes.
Score: 5
Demonstrated enterprise-level strategic alignment; led or designed complex HR strategy with long-term measurable impact.
Competency: Change Management
Interview Question:
Describe a major HR change you led where staff resistance was high. How did you manage the process?
What to Look For:
  • Change vision and communication
  • Stakeholder engagement strategy
  • Tactics for reducing resistance
  • Monitoring adoption and outcomes
Change Management Scoring Rubric
Score: 1
Did not demonstrate a real change leadership example.
Score: 2
Managed change reactively with poor stakeholder management.
Score: 3
Implemented change with minimal resistance handling; some communication structure evident.
Score: 4
Managed team-level or functional change using clear communication and staff input.
Score: 5
Led complex organizational change with structured approach, stakeholder engagement, and successful adoption.
Competency: Integrity & Ethics
Interview Question:
Tell us about a time you had to enforce a policy decision that was ethically correct but unpopular.
What to Look For:
  • Ethical clarity in decision-making
  • Courage in implementation
  • Fairness and transparency
  • Sensitivity in communication
Integrity & Ethics Scoring Rubric
Competency: Leadership & People Development
Interview Question:
Give an example of how you built leadership capacity within your HR team.
What to Look For:
  • Mentoring or coaching practices
  • Succession planning activities
  • Delegation and growth tracking
  • Systems for feedback and recognition
Leadership & People Development Scoring Rubric
Score: 1
No clear involvement in team development.
Score: 2
Minimal evidence of staff development activity.
Score: 3
Encouraged development but without a structured approach.
Score: 4
Mentored or coached individuals with clear growth impact.
Score: 5
Implemented systems or programs for leadership development; built succession depth.
Competency: Customer Service Orientation
Interview Question:
How have you shaped HR services to better meet the needs of internal stakeholders?
What to Look For:
  • Service delivery improvement initiatives
  • Use of feedback mechanisms
  • Response to recurring service issues
  • Systems thinking and reform orientation
Customer Service Orientation Scoring Rubric
1
Score: 1
No evidence of client-oriented thinking.
2
Score: 2
Addressed service concerns inconsistently or without a strategy.
3
Score: 3
Responded reactively to service issues; some success.
4
Score: 4
Improved HR services through stakeholder engagement and feedback.
5
Score: 5
Designed and implemented service improvements with measurable impact.
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