INTRODUCTION
The Caribbean Development Bank (CDB) is seeking to recruit a Head, HR Operations and Analytics to join the Human Resources Division in the Human Resources and Administration Department. The successful candidate will be based at CDB’s Office located in St. Michael, Barbados.
THE DIVISION
The Human Resources Division, within the Human Resources and Administration Department, serves as the institutional centre of expertise for the Bank's people and workforce agenda. The Division provides leadership and operational oversight across a broad portfolio, including rewards and compensation, benefits, talent management, staff relations and welfare, performance management, employee engagement, learning and development, people analytics, and workforce planning. As the focal point for all staff-related transactions and advisory services, the Division plays a critical role in shaping a positive and consistent employee experience.
The Human Resources Division consists of the HR Operations and Analytics Unit and the Talent and Culture Unit.
THE ROLE
Reporting to the Deputy Director, Human Resources Division, the Head, HR Operations and Analytics Unit is responsible for leading the delivery, optimisation and governance of the Bank’s core human resources operations, workforce data management, and people analytics functions to support effective decision‑making, regulatory compliance, and a consistent, high‑quality employee experience.
The role provides strategic and operational leadership across HR operations, employee lifecycle administration, HR systems and data governance, compensation and benefits administration, and workforce analytics. The incumbent ensures that HR policies, processes and systems are efficiently implemented, risk‑controlled, data‑driven, and aligned with the Bank’s people strategy, governance requirements, and service standards.
The role partners closely with management, staff, and HR colleagues to translate HR strategy into reliable operational delivery, evidence‑based insights, and continuous process improvement that strengthens organisational effectiveness, workforce accountability, and transparency.
This role supervises the HR Operations, Compensation and Benefits Administration, HR Systems, and HR Analytics functions.
KEY RESPONSIBILITIES
The Head, HR Operations & Analytics will be required to:
HR Operations & Service Delivery
- Lead the development and implementation of integrated talent management strategies aligned with the Bank’s strategic priorities and workforce requirements.
- Lead the delivery of end‑to‑end HR operational services across the employee lifecycle, including onboarding, employee records management, contract administration, staff movements, separations, and related HR transactions.
- Ensure HR operational processes are efficient, standardised, well‑documented, and consistently applied across the organisation.
- In collaboration with the Advisor to the Director, HRA, oversee the implementation and ongoing administration of HR policies, procedures and guidelines, ensuring compliance with internal governance frameworks and applicable employment regulations.
- Monitor HR service delivery performance, identify operational risks or service gaps, and implement corrective and improvement actions.
- Support the preparation and management of budgets related to HRD operations, systems and employee benefits administration.
Compensation, Benefits & HR Administration
- Oversee the administration of the Bank’s compensation and benefits programmes, ensuring accuracy, timeliness, confidentiality and compliance with approved policies and governance standards.
- Support periodic reviews of compensation structures, allowances and benefits, providing analytical input to inform decision‑making and policy development.
- Ensure effective coordination with payroll, finance and external service providers to support accurate remuneration and benefits delivery.
- Maintain robust controls and documentation to mitigate operational, financial and reputational risks associated with HR administration.
HR Systems, Data Governance & Digital Enablement
- Lead the administration, optimisation and continuous improvement of HR information systems to support efficient operations, data integrity and user experience.
- Establish and enforce HR data governance standards, ensuring the accuracy, confidentiality, consistency and appropriate use of workforce data.
- Partner with internal technology teams and external vendors to implement system enhancements, automation initiatives and digital solutions that improve HR service delivery and reporting capability.
- Ensure HR systems and processes support regulatory reporting, audit requirements and organisational transparency.
HR Analytics & Workforce Insights
- Lead the development and application of HR analytics and workforce reporting to support strategic, operational and policy decision‑making.
- Produce regular and ad‑hoc HR dashboards, reports and analyses on workforce trends, headcount, turnover, absenteeism, diversity metrics, compensation data and other people indicators.
- Translate workforce data into actionable insights, identifying trends, risks and opportunities to inform leadership decisions and HR interventions.
- Partner with the Head, Talent and Culture Unit and other stakeholders to support workforce planning, talent initiatives and organisational development activities through evidence‑based analysis.
Leadership & Stakeholder Management
- Lead, coach and develop staff within the HR Operations and Analytics Unit to ensure high performance, technical competence and continuous professional development.
- Build collaborative working relationships across the Human Resources Division to ensure integrated HR service delivery and alignment between strategic and operational functions.
- Engage effectively with internal stakeholders, auditors and external partners to support HR operational objectives and governance requirements.
- Prepare reports, analyses and recommendations for HR leadership and senior management on HR operations performance, workforce data and emerging issues.
- Ensure compliance with relevant policies, procedures and governance standards in all areas of responsibility.
QUALIFICATIONS AND EXPERIENCE
The successful candidate must have:
- A Master’s degree in Human Resources Management, Business Administration, Management Information Systems, Data Analytics or a related field.
- At least seven (7) years’ progressively responsible experience in HR operations, HR systems, compensation and benefits administration, workforce analytics or related human resources functions, including supervisory experience.
- Demonstrated experience leading HR operational functions and applying workforce analytics.
- Strong knowledge of HR systems, data management, HR operations controls and contemporary HR practices.
- Well‑developed analytical, stakeholder management and communication skills.
The following will be considered assets:
- A recognised professional HRM certification such as the PHR, SPHR, CHRP, CIPD.
- Experience within an international or development-oriented organisation.
FUNCTION SPECIFIC COMPETENCIES
The Head, HR Operations & Analytics must demonstrate the ability to:
- Build organisational capability through effective coaching, mentoring and development of employees and teams.
- Uses data and operational insights to anticipate workforce trends and support informed decision‑making.
- Build strong partnerships and deliver responsive, high-quality HR services.
- Interpret workforce data and metrics to identify patterns, risks and improvement opportunities.
- Communicate clearly, persuasively and appropriately with diverse stakeholders.
- Drive and support organisational transformation and continuous improvement initiatives.
- Establishe productive partnerships across functions and levels.
- Proactively identify opportunities and implement solutions to improve organisational effectiveness.
- Align actions and decisions with the Bank’s mission, values and strategic priorities.
BEHAVIOURAL COMPETENCIES
The Head, HR Operations & Analytics should demonstrate strong proficiency in the following organisational core competencies:
Acting as a Champion for Change
Actively identifies problems and opportunities for change and implements solutions where appropriate. Maintains effectiveness when experiencing major changes in work tasks or the work environment; and supports people in their efforts to try new things.
Acting Decisively
Moves quickly to make decisions and commits to a clear course of action; comfortable making decisions based on partial information; willing to take risks in order to maintain momentum; shows a strong bias toward action.
Acting Strategically
Aligns day-to-day activities around broader organisational goals and objectives; prioritises resources based on the strategic objectives of the organisation; recognises and rewards people based on how their actions support the broader needs of the organisation.
Championing Customer Needs
Calls attention to issues that impact customer satisfaction; views situations from the perspective of customers; encourages people to think about customers when making decisions and develops and sustains productive customer relationships.
Communicating Effectively
Consistently communicates with clarity and thoroughness to optimise audience understanding. Communicates information in a clear, concise, and timely manner. Demonstrates effective speaking and presentation skills.
Delivering High Quality Work
Critically reviews work processes to ensure quality; addresses problems that could impact quality; makes sure project deliverables and services meet all requirements and expectations; does not make the same mistakes twice.
Displaying Technical Expertise
Keeps his/her technical skills current; effectively applies specialised knowledge and skills to perform work tasks; understands and masters the technical skills, knowledge, and tasks associated with his/her job; shares technical expertise with others.
Driving for Results
Bottom-line oriented and pushes self and others to achieve results. Keeps current on project status; makes sure people are aware of project status and what they need to do to keep things moving; redirects project resources and activities to overcome setbacks; elevates project concerns to senior levels of leadership when appropriate.
TERMS OF APPOINTMENT
This role is a full-time position with the successful candidate being contracted on a two-year basis in the first instance, with the possibility of renewal. The salary is competitive and commensurate with qualifications and experience. The salary scale for this Grade 21 role starts at USD110,448 per annum net of taxes. The benefits package includes a pension plan, life, and medical insurance.
Before you proceed to apply, please consider the following requirements:
- You must be a national of one of CDB’s member countries.
- You will be required to produce evidence of any educational and professional qualifications to support your application if you are selected for an interview.
- All appointments are subject to satisfactory background checks and references.
CDB fully respects the need for confidentiality of information supplied and assures you that we will not discuss your background and interest with anyone including references, without your prior consent.
The deadline for submission of applications is September 25, 2026 at 11:59 pm AST.
The Caribbean Development Bank is an equal opportunity employer and values diversity. We encourage all qualified candidates to apply regardless of their racial, ethnic, religious, cultural background, gender, sexual orientation, or disabilities. Women are strongly encouraged to apply.
The Bank provides reasonable accommodation to individuals with disabilities who participate in the job application or interview process. Please contact us to request such accommodation.