• Suva-based position (Fiji)
• Attractive expatriate package
• Join the principal development organization in the Pacific region

Description

The Pacific Community (SPC) is the principal scientific and technical organisation in the Pacific region, supporting development since 1947. We are an international development organisation owned and governed by our 27 country and territory members. In pursuit of sustainable development to benefit Pacific people, our organisation works across more than 25 sectors. We are known for our knowledge and innovation in such areas as fisheries science, education, public health, geoscience, and conservation of plant genetic resources for food and agriculture.

The Operations and Management Directorate (OMD) provides corporate services to all SPC Divisions and Programmes. It consists of three key departments: Finance, Human Resources and Information Services. OMD is focused on improving the effectiveness of systems, policies and management to provide high-quality customer-oriented services.

The role – Senior Human Resources Manager – Employee Relations, Operations and Advisory will lead a coordinating role with SPC-wide operational and HR advisory services as well as the lead employee relations specialist within SPC Headquarters (New Caledonia), the 4 SPC Regional Offices (Fiji, Vanuatu, Federated States of Micronesia, Tonga) and all other positions based outside of SPC official offices within country and territory member countries. This role will provide support and guidance to all managers by streamlining employee relations processes, managing audit compliance reports, CRGA HR decisions, and delivering high quality, strategic and cost-effective solutions for all locations. The role will also be responsible for effectively supporting the Human Resources Director in coordinating the HR Operations and Advisory team to ensure professional, comprehensive, business focused, and timely employee relations, operations and advisory support is provided to managers and staff.

The key responsibilities of the role include:

Overall Management, Compliance and Accountability for SPC Employee Relations, Operations and Advisory Section

• Work with the business on management initiatives that may result in individual or collective consultation and/or redundancy, restructuring, ensuring best practice requirements and commercial imperatives are balanced so that ER risk is minimised.
• Develop and deliver training programmes, in partnership with L&D to upskill managers unemployment legislation and the management of ER issues.
• Actively work collaboratively with managers and staff to fully understand their needs and identify the proactive ER solutions necessary in achieving continuous improvement for relevant business areas.
• Work in partnership with the SPC Legal Team/Governance, provide insight on our Manual of Staff and Policies.
• Provide ER support through business transformation/change.

Employee Relations Management

• Lead the management of employee relations cases and investigations, including complex disciplinary processes, grievances and appeals.
• Assess and advise on risk and proactively review ER trends and work in partnership with the HR Team and identify ER solutions that will continuously improve the management of ER challenges across the business.
• Provide expert ER advice to business leaders, managers, employees and HR Teams on highly complex ER issues such as: absence, grievances, disciplinary, appeals, health issues, discrimination, harassment claims, tribunals etc.
• Manage complex and/or long-term sickness cases including capability dismissals and act as key stakeholder with our Health Care supplier.
• Manage, track and document ER cases, providing ongoing, timely advice and guidance to the business to ensure cases conclude without delay.

Service Delivery

• Develop in consultation with the HR team, work plans for HR project initiatives and action plans to ensure successful delivery.
• Foster an environment where professional, quality service is measured, monitored, and provided to internal/external customers and stakeholders.
• Ensure ER, Operations and Advisory management advice are delivered strategically, efficiently, and effectively.
• Manage all negotiation & related invoicing linked to the section activities.
• Ensure a high-quality customer service is being delivered to managers and staff in all locations.

People Management

• Manage and coordinate resources effectivel.
• Manage staff performance, conduct fair, consistent, timely performance planning, review meetings and encourage open communication to discuss performance.
• Actively schedule time to help staff development and be the best they can (training, shadow mentoring etc).

HR Projects and Deliverables 

• Actively support the HRD and contribute to the HR Department’s strategic planning process such as workplan, reporting etc.
• Support the HRD in coordinating key HRM deliverables and inputs of the Senior HR Team such as CRGA meetings, SRC meetings, Team meeting etc.
• Support the Implementation of HR projects that enhance the people function and provide the business with enhanced systems, processes, and technology solutions.
• Manage exit interviews, analysing trends or opportunities for improvement, particularly in areas related to employee relations.

For a more detailed account of the key responsibilities, please refer to the online job description.

Key selection criteria

Qualifications

• Master’s degree in a relevant field such as law, human resources management, business administration or equivalent body of knowledge and experience.

Technical expertise

• At least 12 years of experience in human resources, including providing legal advice on employees relations, employment and labour law issues, with more than 5 years at international level.
• 3 – 5 years of experience and clear understanding of legal compliance in an employee relations context, including managing a team.
• Excellent legal analytical skills.
• Influencing and negotiation skills.
• Excellent people skills for effective communication, with ability to liaise with staff at all levels of the organisation.
• Excellent time management skills and organisational skills.

Language skills

• Excellent English communication skills (oral and written) with a working knowledge of French being an advantage.

Interpersonal skills and cultural awareness

• Ability to work in a multicultural, inclusive and equitable environment.

Salary, terms and conditions

Contract Duration – 3 years – subject to renewal depending on funding and performance.

Remuneration – The Senior Human Resources Manager – Employee Relations, Operations and Advisory is a band 13 position in SPC’s 2025 salary scale, with a starting salary range of 4,087‒5,109 SDR (special drawing rights) per month, which currently converts to approximately FJD 12,302–15,377 (USD 5,436–6,795; EUR 5,007–6,258). An offer of appointment for an initial contract will normally be made in the lower half of this range, with due consideration given to experience and qualifications. Progression within the salary scale will be based on annual performance reviews. Remuneration of expatriate SPC staff members is not subject to income tax in Fiji; Fiji nationals employed by SPC in Fiji will be subject to income tax.

Benefits for international employees based in Fiji – SPC provides a housing allowance of FJD 1,500–5,200 per month. Establishment and repatriation grant, removal expenses, airfares, home leave travel, health and life and disability insurances and education allowances are available for eligible employees and their eligible dependents. Employees are entitled to 25 working days of annual leave per annum and other types of leave, and access to SPC’s Provident Fund (contributing 8% of salary, to which SPC adds a 10% contribution).

Languages – SPC’s working languages are English and French.

Recruitment principles – SPC’s recruitment is based on merit and fairness, and candidates are competing in a selection process that is fair, transparent and non-discriminatory. SPC is an equal-opportunity employer, and is committed to cultural and gender diversity, including bilingualism, and will seek to attract and appoint candidates who respect these values. Due attention is given to gender equity and the maintenance of strong representation from Pacific Island professionals. If two interviewed candidates are ranked equal by the selection panel, preference will be given to the Pacific Islander. Applicants will be assured of complete confidentiality in line with SPC’s Privacy Policy.

Application procedure

Closing Date: 6 April 2025 at 11:59pm (Fiji time)

Job Reference: JM000859

Applicants must apply online at http://careers.spc.int/

Hard copies of applications will not be accepted.

For your application to be considered, you must provide us with:

• an updated resume with contact details for three professional referees
• a cover letter detailing your skills, experience and interest in this position
• responses to all screening questions

Your application will be considered incomplete and will not be reviewed at shortlisting stage if all the above documents are not provided. Applicants should not attach copies of qualifications or letters of reference. Please ensure your documents are in Microsoft Word or Adobe PDF format.

For international staff in Fiji, only one foreign national per family can be employed with an entity operating in Fiji at any one given time. SPC may assist on a case-by-case basis with submissions to Fiji Ministry of Foreign Affairs for their consideration and final approval. SPC cannot and does not make any guarantee whatsoever of approval for such applications to Fiji Ministry of Foreign Affairs and where an application is approved, the spouse or partner will subject to such terms and conditions as may be set from time to time by the Ministry.

SPC does not charge a fee to consider your application and will never ask for your banking or financial information during the recruitment process.

Screening Questions (maximum of 2,000 characters per question):

1. Can you describe your experience in leading HR advisory services and ensuring compliance with audit requirements while delivering strategic and cost-effective solutions to managers and staff?
2. How would you ensure that employee relations processes are streamlined and consistently applied across multiple regional offices and locations with varying cultural and operational contexts?
3. Can you describe your experience in leading and managing a diverse HR team across various locations? How have you ensured alignment with organisational objectives and fostered a high-performance, collaborative culture within the team?