Public Sector Learning
and Development Portal

CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
HR Business Partnering
The alignment of HR practices with organizational strategy by providing policy guidance, ensuring compliance, and building trusted advisory relationships with leadership to drive accountability and strategic execution.

Sub-competencies

Behavioural Competencies

Return to Clusters
external-Human-Resource-office-beshi-color-kerismaker
Technical Competency: HR Business Partnering
Professional Descriptors for HR Business Partnering
Foundational

Responsibilities and Expertise

Provide essential support for HR operations by assisting with policy interpretation, maintaining compliance records, and delivering administrative support for HR initiatives. Ensure accuracy and timeliness in routine HR tasks while developing a basic understanding of HR policies and their application.

Sample Job Roles

HR Assistant; Assistant HR Development Officer

Qualifications and/or Certification

  • Associate degree in HRM, Business Administration or a related field
  • 0-1 year of experience
  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field

Responsibilities and Expertise

Act as operational enablers, providing HR advice to managers, supporting policy implementation, and aligning HR practices with organizational goals. Collaborate with leadership to address compliance and governance matters, ensuring HR initiatives are effectively executed.

Sample Job Roles

Human Resource Specialist; HR Business Partners

Qualifications and/or Certification

  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field
  • 1-2 years or more of relevant work experience
  • Postgraduate Certificate/Diploma

Responsibilities and Expertise

Serve as strategic architects, developing and adapting policies to meet organizational needs, leading compliance initiatives, and providing strategic input to management. Play a pivotal role in facilitating change management and ensuring alignment with Vision 2030 Jamaica and public sector mandates.

Sample Job Roles

Director Employee Relations and Welfare; Senior Director HR Management and Development.

Qualifications and/or Certification

  • Bachelor’s degree in management studies, HRM&D, Public Sector Management, Public/Business Administration, or a related discipline.
  • 3 years of relevant work experience
  • Master’s Degree
  • Certification in HRM&D, Workforce Planning or related discipline

Responsibilities and Expertise

Visionary leaders who shape HR governance frameworks, lead policy development, and serve as principal advisors to senior leadership on strategic HR matters. Drive organizational transformation and ensure alignment with public sector priorities and Vision 2030 Jamaica.

Sample Job Roles

Principal Director Corporate Services; Principal Director, Human Resource Policy Dev. Research & Info. Mgt.

Qualifications and/or Certification

  • Master’s Degree in HRM, Organizational Development, Organizational Design, Public Administration/Policy or a related discipline
  • 5 years of managerial work experience in a related field
  • Advanced certification in HRM&D, Change Management and/or Leadership, or related discipline
Performance Indicator for HR Business Partnering
Foundational
  • Accurate and timely maintenance of compliance and employee records.
  • Effective administrative support for HR initiatives and projects.
  • Basic understanding and application of HR policies and procedures.
  • Successful implementation of HR policies and procedures across departments.
  • Timely and accurate advice provided to managers on compliance and governance issues.
  • Effective collaboration with leadership to strengthen HR governance frameworks.
  • Development of policies that address organisational challenges and align with national goals.
  • Successful facilitation of organisational change-management initiatives.
  • Evidence-based recommendations for improving HR governance and compliance.
  • Demonstrated ability to align HR practices with Vision 2030 Jamaica objectives.
  • Recognition as a trusted advisor to senior leadership on strategic HR matters.
  • Demonstrated impact on organisational transformation and governance.
  • Successful alignment of HR practices with Vision 2030 Jamaica and public sector priorities.
  • Establishment of HR governance frameworks that enhance accountability and compliance.
  • Contribution to sector-wide HR policy development and best-practice frameworks.

Learning Pathways Operating Models

HR Business Partners
HR Shared Services Centre
Centres of Expertise