The successful candidate will be responsible for providing professional Human Relations support across the Company by managing employee relations, overseeing HR operations, and ensuring compliance with Company policies and applicable labour laws. The role also includes providing guidance to management and staff, overseeing payroll and benefits administration, supporting workforce planning, and supervising HR team members to ensure the effective and consistent delivery of HR services.
Job Summary
- Type: full-time
- Location: Georgetown
- Category: Human Resources
- Closing Date: 2026-09-01
Key Responsibilities
- Manage employee relations matters, including disciplinary matters, grievances and investigations.
- Provide Human Relations guidance to management and staff and assist with resolving escalated employee concerns.
- Oversee HR administrative processes and ensure the timely and accurate completion of HR activities.
- Ensure adherence to Company policies and applicable labour laws and promote consistency and fairness in HR practices.
- Review HR documentation and payroll summaries and oversee the administration of employee benefits, including medical and pension matters.
- Review HR reports and support workforce planning and organizational updates.
- Assist with the development of HR policies and job descriptions.
- Supervise HR team members and provide guidance, coaching and feedback.
- Ensure the effective delegation and completion of assigned HR activities.
- Liaise with management and represent Human Relations at meetings when required.
Requirements
- Diploma/Degree in Business or Human Resources Management.
- Certificate in Human Resources Management.
- Three (3) years’ experience in Human Relations or Administration.
- Highly proficient in Microsoft Office programs, particularly Word, Excel and Visio.
- Knowledge of the Labour Laws of Guyana and HR practices.
- Experience with NIS documentation.
- Ability to maintain confidentiality and professionalism.
How to Apply
Apply by email: [email protected]
Phone: +5922222525
Phone: +5922222525
About the Company
The Correia Group of Companies is a well-established Guyanese conglomerate, playing a pivotal role in the nation's economic development. It is a dominant force in aviation, notably operating Trans Guyana Airways and managing the Eugene F. Correia International Airport at Ogle. The Group is also a key partner in Guyana Shore Base Inc. (GYSBI), providing crucial logistics and infrastructure support for Guyana's expanding offshore oil and gas industry. With interests also spanning shipping, manufacturing, and real estate, the Correia Group consistently contributes to job creation and national growth. Its diversified operations underscore a commitment to developing strategic sectors across Guyana.
Driving Guyana's future through aviation, logistics, and vital oil & gas infrastructure.
Frequently Asked Questions
What qualifications or certifications are typically required for a Human Relations Officer role in Guyana?
A bachelor’s degree in Human Resource Management, Psychology, Business Administration, or a related field is generally required. Many employers in Guyana also value professional certifications such as the CIPD Level 3 Foundation Certificate or local HR training from institutions like the University of Guyana or the Guyana School of Public Administration. Prior experience in HR administration or industrial relations within a Guyanese organisational context is often preferred.
What does a typical day look like for a Human Relations Officer working with a private-sector company like Correia Group in Guyana?
Day-to-day duties include managing employee onboarding, handling grievance and disciplinary processes in line with Guyana’s Labour Act, coordinating training initiatives, and supporting payroll liaison with finance teams. You’ll frequently engage with line managers across departments, maintain statutory records (e.g., employment registers), and ensure compliance with local requirements such as the National Insurance Scheme (NIS) contributions and workplace safety guidelines.
How does workplace culture and employer expectations differ for HR professionals in Guyana compared to other countries?
In Guyana, HR officers are expected to balance formal policy application with strong interpersonal diplomacy due to close-knit workplace dynamics and hierarchical management styles common in family-owned firms. Employers value cultural fluency — including awareness of ethnic diversity, regional work norms (e.g., time flexibility in rural operations), and sensitivity to informal communication channels that influence employee relations.
What realistic career progression paths exist for a Human Relations Officer in Guyana’s private sector?
With 3–5 years’ experience and demonstrated competence in labour law compliance and employee engagement, professionals often advance to Senior HR Officer or HR Manager roles. Further growth may include specialisation in industrial relations, learning & development, or transition into broader people leadership positions — especially with additional local credentials or postgraduate study through UG or regional institutions like UWI.
What benefits are typically offered to Human Relations Officers in medium-to-large Guyanese companies?
Standard benefits include 21 days annual leave, NIS-covered medical benefits, and mandatory pension contributions under the National Insurance Scheme. Some employers supplement this with private health insurance, paid sick leave beyond statutory minimums, and performance-based bonuses — though coverage varies significantly by company size and sector stability.
How should I apply for a Human Relations Officer role in Guyana, and what do employers specifically look for in candidates?
Applications are usually submitted via email or local job portals (e.g., GuyJobs, GYSB), with a tailored CV highlighting Guyana-specific HR experience and knowledge of the Labour Act and NIS regulations. Employers prioritise candidates who demonstrate sound judgment in conflict resolution, familiarity with local employment documentation (e.g., contracts, termination letters), and evidence of stakeholder engagement across diverse employee groups.