One of our clients is looking for a Human Resource Director

 

About Princess Juliana International Airport Operating Company N.V. (PJIAE): 

Princess Juliana International Airport is a leading airport in the Caribbean, recognized internationally for operational excellence, strategic importance, and exceptional service standards. As a government‑owned corporation with a complex governance structure and a pivotal role in national economic development, PJIAE is committed to strengthening its governance, compliance, and board support functions.

 

ROLE SUMMARY 

The Human Resources Director is responsible for defining and executing PJIAE’s people and organizational strategy as a core enabler of long‑term institutional resilience, operational excellence, and public value creation. Providing strategic leadership on human capital, organizational design, culture, and workforce sustainability, the role ensures that PJIAE remains a high‑performing, future‑ready organization within a complex, regulated, and government‑owned environment. 

 

Through the delivery of forward‑looking workforce intelligence, governance‑aligned HR insights, and Board‑level strategic advisory, the Human Resources Director enables the Managing Board to make informed, risk‑aware decisions that balance performance, compliance, labor stability, and long‑term shareholder and public‑interest objectives, while acting as a trusted strategic partner to executive leadership in advancing PJIAE’s strategic trajectory and long‑term sustainability.

 

KEY RESPONSIBILITIES: 

Enterprise People & Organizational Strategy

  • Define and execute PJIAE’s people and organizational strategy to support long‑term resilience, operational excellence, and public value creation, in alignment with the PJIAE overall strategy.
  • Align workforce strategy with corporate objectives and shareholder expectations within a regulated, government‑owned environment.
  • Translate strategic priorities into practical people, culture, and capability initiatives that support the airport’s long‑term development.

 

Board and Executive Advisory

  • Act as a trusted advisor to the Managing Board and Supervisory Board on workforce sustainability, organizational risk, leadership capacity, and labor dynamics.
  • Provide forward‑looking workforce insights, analytics, and scenarios to support informed, risk‑aware decision‑making.
  • Ensure transparency, compliance, and integrity in people‑related governance and Board processes

 

Workforce, Talent and Leadership

  • Lead workforce planning, talent acquisition, succession planning, and leadership development to ensure future‑ready capabilities.
  • Strengthen leadership pipelines and performance management frameworks aligned with PJIAE’s strategic and operational needs.

 

Culture and Organizational Effectiveness

  • Foster a high‑performance, people‑centered culture that balances engagement, productivity, and public‑sector responsibility.
  • Lead constructive engagement with labor unions, ensuring stable labor relations, effective collective bargaining, and alignment with organizational objectives.
  • Promote constructive employee relations and long‑term labor stability.

 

Governance, Compliance and Risk

  • Ensure full compliance with labor legislation, employment regulations, internal policies, and corporate governance standards.
  • Identify and manage people‑related and organizational risks, maintaining audit readiness and ethical standards.

 

HR Operations 

  • Oversee HR operations, systems, analytics, and compensation frameworks to support data‑driven decision‑making and operational excellence.
  • Lead and develop a high‑performing HR function, acting as a role model for integrity, professionalism, and ethical leadership.

 

Innovation, Change and Continuous Improvement

  • Champion innovation, digitalization, and data‑driven decision‑making to keep PJIAE future‑ready.
  • Lead organizational development and change initiatives to enhance effectiveness, collaboration, and adaptability.
  • Lead strategic change initiatives that enhance commercial effectiveness and passenger value.

 

QUALIFICATIONS AND SKILLS: 

  • Master’s degree in Human Resources Management, Business Administration, Law, Organizational Psychology, or a related field, combined with at least 7 years of senior‑level human resources leadership experience in complex, regulated, and/or government‑owned environments, or,
  • Bachelor Degree in Human Resources Management, Business Administration, Law, Organizational Psychology, or a related field, combined with at least 10 years of senior-level human resources leadership experience in complex, regulated and/or government-owned environments
  • Demonstrated expertise in human capital strategy, workforce planning, labor relations, organizational development, and value‑based decision‑making within infrastructure‑driven organizations.
  • Strong understanding of aviation regulations, OSHA standards and of the airport operational structure represents a strong competitive advantage
  • Strong command of performance management frameworks, HR analytics, workforce information systems, and executive‑level reporting tools.
  • Proven strategic and analytical capability to translate workforce data, organizational insights, and regulatory considerations into actionable people strategies and enterprise‑level decisions.
  • Effective people leader with the ability to inspire, develop, and lead multidisciplinary HR and management teams.
  • Advanced negotiation, influence, and stakeholder‑management skills, including engagement with labor unions, regulators, and public‑ and private‑sector stakeholders.
  • Excellent verbal communication skills in English (Dutch is preferred), with strong written capabilities for Board‑level reporting, policy development, and strategic documentation.
  • High level of accountability for governance compliance, labor‑related risk management, audit readiness, and the integrity of people‑related decision‑making. 
  • Certifications like SHRM-SCP or aviation-specific HR credentials represent a competitive advantage

 

 SKILLS AND PERSONAL ATTRIBUTES:

  • Demonstrates strong executive organization and prioritization skills, effectively managing complex and multi‑stakeholder agendas.
  • Communicates with clarity, credibility, and influence at executive, Board, union, and external stakeholder levels.
  • Applies sound judgment and decisive problem‑solving in high‑impact, operationally critical, and time‑sensitive situations.
  • Operates with a high degree of independence, initiative, and accountability, while remaining aligned with governance and collective leadership.
  • Maintains strong attention to detail without losing sight of strategic, long‑term organizational objectives.
  • Builds effective collaboration across operational, commercial, technical, and corporate functions, as well as with external partners.
  • Demonstrate adaptability, resilience, and composure within a dynamic, highly regulated, and politically sensitive airport environment.
  • Upholds the highest standards of ethical conduct, professionalism, confidentiality, and integrity, setting the tone for the organization.

 

TERMS OF EMPLOYMENT 

• Remuneration is competitive and will be negotiated with the successful candidate.

• The position may require occasional travel to attend meetings, training courses and conferences.

 

HOW TO APPLY 

If you meet the qualifications / requirements and are interested in applying for 

this position, we invite you to apply via email to: BOO Dutch Caribbean 

Email: applications@bdo.sx 

Reference: application Human Resource Director - PJIAE

 

Additional queries (if any) should be forwarded to applications@bdo.sx. 

The deadline for submitting your resume and motivation is June 30, 2026. 

 

All applications should be submitted along with the following documents: 

• Cover letter with short motivation;

• Updated Curriculum Vitae;

• Certified copies of all academic transcripts, professional membership

qualifications, and certifications;

• Names of three referees, two of whom have closely supervised your

performance at work during the last 5-10 years.

 

Note: A clean police record and a comprehensive assessment are mandatory for the selection process together with a VDSM screening. Only candidates shortlisted will be contacted for interviews.