Public Sector Learning
and Development Portal

CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
Employee Advocacy
Promoting a supportive and inclusive work environment by championing employee well-being, safety, and engagement initiatives. It also includes managing industrial relations through effective negotiation, conflict resolution, and compliance with labour laws to foster a harmonious and productive workplace.

Sub-competencies

Behavioural Competencies

Return to Clusters
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Technical Competency: Employee Advocacy
Professional Descriptors for Employee Advocacy
Foundational

Responsibilities and Expertise

Demonstrate basic knowledge of employee advocacy and industrial relations principles. Assist in implementing wellness programs, documenting labour-related issues, and ensuring compliance with basic labour laws and workplace policies under supervision.

Sample Job Roles

HR Assistant; Administrator HR Business Partnerships

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

Independently apply knowledge and skills to support employee advocacy and industrial relations initiatives. Participate in union-management discussions, assist in resolving grievances, and collaborate with managers to address workplace inclusivity, safety, and compliance.

Sample Job Roles

HR Officer; HR Business Partner

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

Lead the development and management of employee advocacy and industrial relations programs. Oversee collective bargaining processes, address systemic workplace issues, and ensure alignment with labour laws and organizational goals.

Sample Job Roles

Director Employee Relations, Safety and Wellbeing;

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, Industrial Relations or related discipline

Responsibilities and Expertise

Shape organizational strategies for employee advocacy and industrial relations. Develop frameworks for collective bargaining, advise senior leadership on labour trends, and ensure alignment with Vision 2030 Jamaica and other national development goals.

Sample Job Roles

Senior Director HRM&D; Principal Director Employee Relations.

Qualifications and/or Certification

  • Master’s Degree in HRM, Organizational Development, Organizational Design, Public Administration/Policy
  • 5 years of managerial work experience in a related field
  • Advanced certification in HRM&D, Industrial Relations or related discipline
Performance Indicator for Employee Advocacy
Foundational
  • Assists in the logistics and coordination of wellness programmes.
  • Demonstrates basic understanding of labour laws, grievance procedures, and inclusivity principles.
  • Accurately documents employee concerns and labour-related issues for escalation.
  • Communicates labour policies and agreements effectively to employees.
  • Participates in union-management meetings and collective-bargaining discussions.
  • Mediates minor disputes between employees, unions, and management.
  • Ensures compliance with labour agreements and workplace policies in day-to-day operations.
  • Analyses engagement-survey results and provides actionable insights to improve employee satisfaction.
  • Leads collective-bargaining processes and union negotiations, ensuring alignment with labour laws and organisational objectives.
  • Proactively addresses union concerns to prevent disputes and foster positive labour relations.
  • Designs and implements impactful wellness programmes with measurable improvements in employee well-being.
  • Provides guidance to managers on fostering positive union-management relationships.
  • Develops organisation-wide labour-relations strategies, including frameworks for collective bargaining and union engagement.
  • Advises senior leadership on labour trends, union dynamics, and negotiation strategies.
  • Ensures alignment of labour-relations practices with national development goals and legal standards.
  • Demonstrates measurable improvements in employee engagement, workplace inclusivity, and industrial harmony.

Learning Pathways Operating Models

HR Business Partners
HR Shared Services Centre
Centres of Expertise