Human Development Officer

The Human Development Officer supports JSB Investments Inc.'s workforce capability and HR operations by coordinating recruitment and onboarding, employee development and training, performance-management administration, the appraisal and progression cycle, HR systems administration, HR reporting, workplace communication, policy and procedure support, discipline and grievance administration, and workforce-related HSE/ compliance activities as assigned by the CEO.

1. A relevant qualification in Human Resource Management, Business Administration, Management, Education/ Training or a related discipline.

2. Relevant experience in human resources, recruitment, training, administration or employee development.

3. Ability to prepare professional HR correspondence, reports, trackers, job descriptions and employee documentation, including warning letters, written notices and breach records.

4. Good interviewing, communication, facilitation and interpersonal skills.

5. Strong organization, confidentiality, recordkeeping and follow-up ability.

6. Proficiency in Microsoft Office or equivalent productivity tools and spreadsheets.

7. Ability to work across departments and handle sensitive employee matters professionally.

8. Proven ability to administer HR or workforce systems, maintain data integrity and drive system adoption across departments.

Recruitment and onboarding

• Coordinate approved recruitment activities, including vacancy preparation, application screening, interview scheduling, candidate assessment documentation and recruitment tracking

• Support structured interviews and prepare evidence-based recruitment recommendations for management consideration

• Prepare or coordinate approved recruitment and onboarding documentation, and track outstanding pre-employment requirements

• Support new-employee orientation and handover to the relevant supervisor or department

• Maintain a live recruitment pipeline covering all approved vacancies and priority roles : including loader, excavator and driver positions : and manage vacancies against measurable targets for time-to-fill, pipeline coverage and quality of hire

• Report recruitment performance against approved targets to the CEO as part of routine HR reporting

Training and employee development

• Identify documented training and competency needs in consultation with supervisors and Management

• Develop or coordinate practical training materials, sessions, assessments and follow-up activities appropriate to employee roles

• Maintain training records, attendance, assessment results and development trackers

• Evaluate training effectiveness using available evidence, and recommend retraining or other interventions where appropriate

Performance and HR administration

• Support probation reviews, performance documentation, improvement plans and other approved performance management processes

• Prepare HR letters, forms, trackers, reports and other workforce documentation as assigned

• Maintain accurate and confidential employee-related records within assigned authority

• Follow up with supervisors on outstanding HR actions, employee documentation and agreed deadlines

• Administer the company's progression framework, including role mapping, competency requirements and the criteria for progression at each level

• Own the appraisal cycle end to end : scheduling, documentation, completion tracking, escalation of outstanding appraisals, and application of the consequence that salary payments are held where appraisals are not completed

• Identify senior roles with supervisors and Management, and maintain a documented link between appraisal outcomes, progression, and recommendations for promotion or bonus

HR reporting, policy and workplace support

• Prepare routine HR, recruitment, training, attendance, performance and workforce-status reports for the CEO

• Support development, review, communication and implementation of approved HR policies, SOPs and workplace procedures

• Assist with employee communication and workplace concerns, while maintaining appropriate confidentiality and escalation

• Support workforce-related HSE and compliance initiatives : training, documentation and follow-up : without assuming responsibilities reserved for designated HSE personnel

• Act as administrator and custodian of the company's HR systems and the payroll interface, and be accountable for the integrity of leave, attendance and employee data held in those systems

• Enforce the requirement that leave and other workforce decisions are approved through the approved system or confirmed directly by the authorized manager

• Drive consistent use of the HR systems across all departments through training, monitoring and follow-up, so that adoption is sustained rather than addressed after the fact

Workplace conduct, discipline and grievance administration

• Prepare and administer approved workplace correspondence relating to conduct and performance, including warning letters, written notices and acknowledgement records, in accordance with company policy and applicable law

• Maintain confidential discipline, grievance and breach documentation, including timelines, supporting evidence and records of employee acknowledgement or response

• Escalate stock, documentation and procedural breaches to Accounting and through the established reporting line, and ensure such matters are documented and tracked to closure

• Support the resolution of employee concerns and grievances while maintaining confidentiality, neutrality and appropriate escalation