CAREER OPPORTUNITY: - EXECUTIVE MANAGER HUMAN RESOURCES AND TALENT MANAGEMENT Position Description: The National Commercial Bank of Anguilla Ltd. (NCBA), Anguilla’s leading indigenous financial institution and a systemically important bank within the Eastern Caribbean Currency Union, invites applications from suitably qualified and experienced professionals for the position of Executive Manager Human Resources and Talent Management. This is a senior executive appointment reporting to the Chief Executive Officer, with responsibility for leading the Bank’s Human Resource functions and shaping talent strategies that support NCBA’s strategic objectives, organisational capability, employee engagement and high-performance culture. developing and executing Human Resource strategy, governance and policy; leading talent acquisition, onboarding, orientation, job-specific training and exit management; driving performance management, learning and staff development across the Bank; coordinating compensation, benefits, employee relations and staff engagement initiatives; leading succession planning, talent management, workforce planning and HR reporting; and providing sound advice to the CEO, Executive Management Team, Department Heads and staff on Human Resource matters. The successful candidate will be expected to strengthen workforce capability, build leadership pipelines, promote employee engagement and retention, and ensure that NCBA has the right talent in the right roles to meet current and future business needs. Role Purpose: The Executive Manager Human Resources and Talent Management is a core member of the Bank’s leadership team and is responsible for providing executive-level leadership for HR strategy, talent management, policy development, employee relations, organisational development, compensation and benefits, performance management, learning and development, succession planning and HR reporting. The role works closely with the CEO and Executive Management Team to align human capital strategies, organisational structure and talent initiatives with the Bank’s strategic objectives, relevant labour legislation and approved policies. Strategic HR Leadership, Governance & Policy Prepare comprehensive strategic and operational plans and budgets for the Bank’s Human Resource functions for submission to the CEO annually. Develop, implement and review Human Resources policies and procedures, ensuring approved policies are reviewed at least every two years. Work closely with the Executive Management Team to review the organisational structure annually to ensure functionality and alignment with the Bank’s objectives. Act as a change agent and influence positive change throughout the Bank. Talent Acquisition, Performance & Development Exercise overall responsibility for recruitment, interviews, orientation, onboarding, job-specific training and exit management. Lead execution of the Bank’s performance management system and support timely, consistent completion of performance assessments across departments. Ensure the Bank’s training plan, programme and budget are effectively prepared, implemented and coordinated. Recommend and evaluate trainers, training programmes and knowledge-transfer initiatives for staff development. Succession Planning, Talent Management & Workforce Capability Lead the Bank’s succession planning programme and broader talent management initiatives to support continuity, capability building and leadership readiness. Develop and implement a comprehensive talent management strategy aligned with workforce capability, leadership development, career progression and retention priorities. Establish talent review processes to identify high-potential employees, critical skills, capability gaps, successor readiness and development priorities. Partner with Department Heads to create individual development plans, career pathways, coaching opportunities, job enrichment, job rotation and targeted learning interventions. Employee Relations, Compensation & HR Reporting Coordinate the Bank’s compensation and benefits programme, including salary administration, statutory deductions, insurance, leave, uniforms and other staff benefits. Provide sound advice and counsel on recruitment, staff development, change management, performance, disciplinary and other Human Resource-related matters. Monitor staff climate through meetings, surveys, absenteeism, vacation and sick leave trends, and recommend appropriate action. Prepare and submit timely Human Resource reports to support executive decision-making and regulatory or internal reporting requirements. Department Oversight, Culture & Service Delivery Oversee the Human Resource Department’s workflow, priorities and service delivery to ensure timely and effective support to the Bank. Maintain accurate physical and electronic HR records and an up-to-date HRIS, where applicable. Develop and implement Employee Assistance, Reward and Recognition, engagement and retention initiatives as required. Promote teamwork and contribute to the development of a results-driven culture within the department and across the Bank. Qualifications & Experience A Master’s Degree in Human Resource Management, Talent Management, Organisational Development, Business Administration or a related field is preferred. A Bachelor’s Degree in Human Resources or a related field, together with HR certification from a recognised HR body such as SHRM, may be considered. A minimum of eight (8) years’ experience in Human Resources, including at least five (5) years at a senior or managerial level, preferably within a financial institution. Strong knowledge of relevant labour legislation, generally accepted HR practices, talent management, succession planning and organisational development is required. Skills & Competencies Strong executive leadership, judgement and decision-making skills. Excellent interpersonal, communication, coaching and advisory skills. Strong strategic planning, talent management and organisational development capability. Ability to design and execute talent management frameworks, talent reviews, succession plans, leadership development programmes and retention strategies. High level of confidentiality, ethical conduct, integrity and sound judgement. Strong organisational, analytical and problem-solving skills with the ability to manage multiple priorities. To Apply Interested candidates should submit a detailed résumé and cover letter outlining how their experience aligns with the requirements of the position. Applications should be addressed in confidence to: M s. Karen Hodge Executive Assistant Deadline of submission is on Friday 31 st July 2026 Only shortlisted candidates will be contacted.