DR. KWAME R. CHARLES

Dr. Charles is the former Director of Quality Consultants Limited, a Caribbean-based business research and management consulting firm which he co-founded and operated for over 25 years, with his wife and business partner. During this time, the company pioneered conducting employee satisfaction and engagement surveys throughout the English-speaking Caribbean, as well as parts of the Dutch and Spanish-speaking Americas. Beginning in 2000, and over the next decade and a half, the company conducted their proprietary Employee Benchmark Survey, surveying over 100,000 employees from more than 100 public and private sector organizations in the Caribbean, and creating the largest database of employee sentiment data in the region.

Dr. Charles obtained a Bachelor’s degree in Psychology from the University of Toronto, Canada, in 1976; and Master’s and Ph.D. degrees in Social & Organizational Psychology from Howard University in the United States in 1978 and 1980, respectively.

Prior to starting his own consulting business in 1996, he had both a practical and academic career in management in general and Human Resource Management in particular. In 1982, he joined a local energy company as one of the first persons in the country to be given the title of “Human Resource Manager,” rather than “Personnel Manager,” the prevailing title at the time.

His academic career has included both fulltime and parttime appointments at the St. Augustine and Mona Campuses of the University of the West Indies, the latter being a four-year stint at the University’s Centre for Hotel and Tourism Management in the Bahamas. He has also taught at the Arthur Lok Jack and Cave Hill Schools of Business in Trinidad and Tobago and Barbados, among other regional and international tertiary institutions.

Dr. Charles has conducted numerous consultancies throughout the Caribbean and the Americas for several regional governments and international agencies, including the European Union, International Labour Organization, Organization of American States, and Caribbean Development Bank. He has published extensively in books, academic journals, magazines and local and regional media, and has been listed in the Marquis Who’s Who in the World and the Dictionary of International Biography.

In retirement, Dr. Charles’ interests include Artificial Intelligence, neuroscience and quantum mechanics, which he doesn’t really understand, but which he believes will shape and determine humanity’s future; as well as ornamental plants, in particular, crotons, which keep him grounded… literally

DR RUDRAWATEE NAN GOSINE- RAMGOOLAM, PHD

Dr. Rudrawatee Nan Gosine-Ramgoolam is celebrated as a leader who was responsible for transmogrifying personnel division within the Public Service of Trinidad and Tobago into Human Resource Management Divisions via the Ministry of Education (MoE was the pilot Ministry was the pilot Ministry for the rolling of HRM within the Public Service). As the first Human Resource Officer ever appointed in the Public Service of Trinidad and Tobago, was a Senior Human Resource Officer. she pioneered the transition from Personnel Administration to a strategic Human Resource Management model that was subsequently rolled out within the Public Service. Her work at the Ministry of Education therefore produced the model HRM Division, complete with new functional frameworks, structures, job descriptions, and this later rolled out across all ministries and departments. 

Dr. Gosine-Ramgoolam also the first Employee Assistance Programme (EAP) Manager in the Public Service (MoE) was introduced as the Pilot to be rolled subsequently to manage the EAP which was subsequently rolled out in all Ministries and Departments,. out employee wellbeing into national HR policy. Her leadership extended to the decentralisation of the Ministry of local government which resulted in the creation of the Municipal Corporations Act No. 21 of 1990, and this local Government Reform helped to shape the modern governance of Local Governance systems that currently exists. 

As Minister of Public Administration, she launched the landmark Green Paper “Transforming the Civil Service: Renewal and Modernisation”, thereby advancing the Public Service Reform Agenda. 

A scholar, educator, and diplomat, she trained generations of public servants and students through the Arthur Lok Jack Global School of Business and throughout the Caribbean. She also represented Trinidad and Tobago internationally. Her enduring legacy lies in reforms that institutionalised professional Human Resource Management practices that contributed to strengthened governance across the nation and across the region. 

DR ROLAND G BAPTISTE BA, MA, MSC, PHD

Dr Roland Baptiste is currently an adjunct lecturer at UWI ROYTEC where he lectures in the field of Human Resource Management. Through his extensive professional career, he has developed expertise in Human Resource Management, specializing in Learning and Development, Organization Development, and Organization change. He honed and nurtured these areas of expertise through academic pursuits and extensive practice.

Dr Baptiste has had a varied and stimulating academic history. He attended Howard University (USA) where he obtained a BA (Cum Laude) and MA, both in History. On returning to Trinidad from the USA in 1975 and having obtained a job as a training officer in the Public Service, he decided to study management. Accordingly, he pursued a Post Graduate Diploma in Management at University of the West Indies (UWI), St. Augustine. A few years later, he attended the University of Manchester Institute of Science and Technology, UK where he obtained the MSc in Management Education and Organization Change. Finally, years later, during his stint as a senior lecturer at UWI, he read successfully for the PhD (Management Studies). In addition to these academic programmes, he attended training at the National Training Laboratories (USA), where he was trained in conducting T-Groups, and Myers-Briggs Type Indicator courses.

Dr Baptiste spent approximately half his career in the Personnel Department of the Public Service of Trinidad and Tobago. As stated before, he joined as a Training Officer in 1975. At that time, the Public Service was experiencing exponential growth because of the oil boom.

The Central Training Unit (CTU) of the Personnel Department was responsible for Public Service training and responded to the increasing training needs by first restructuring. Dr Baptiste who had entered the CTU as a Training Officer 1, rose to be Head in 1981, when the CTU was in the final stages of having all posts of Training Officer filled, and when it was ready to increase the quality and quantity of in-service training in the Public Service.,

Dr Baptiste expertly led this expansion. Under his leadership, 1981-1987, the CTU conducted courses for all levels and classes of staff at venues in Chaguaramas, Port-of-Spain, San Fernando, Sangre Grande, and Tobago. Its consultancy and departmental training arm provided training advice and bespoke training to Ministries. Hundreds of Public Officers benefitted annually.

Dr Baptiste’s contribution to training in the Public Service culminated in the part he played in designing and implementing a programme entitled “Service begins with me”. At the beginning of 1987, the Head of the Public Service tasked a team consisting of Dr Baptiste and other trainers from the state enterprise and private sectors with the job of training 10,000 public officers in customer service. The team produced an innovative programme entitled “Service begins with me”. With the assistance of a small staff Dr Baptiste implemented the programme successfully at the yet to be used Eric Williams Medical Sciences Complex, using several trainers from various sectors.

In October of 1987, Dr Baptiste was appointed Chief Personnel Officer and a Training Officer of the CTU was assigned to conduct “Service begins with me” under Dr Baptiste’s overall supervision. The programme continued through 1988.

Arguably Dr Baptiste presided over a period of the most intensive training in the Public Service since independence.

Dr Baptiste was appointed Chief Personnel Officer (CPO) at a challenging time. The boom of the nineteen seventies was followed by a bust in the middle nineteen eighties. All CPOs have had to face periods of serious challenges; however, the late nineteen eighties and early nineties stand out. The actions taken by the Government of the day were unprecedented and have not been repeated since. These actions were the suspension of the payment of Cost-of-Living Allowance, the implementation of a Voluntary Termination of Employment programme, the cutting of salaries, and the non-implementation of the increase awarded by the Special Tribunal of the Industrial Court. Through it all the Personnel Department under Dr Baptiste never faltered.

Notably, early in his tenure as CPO Dr Baptiste publicly articulated support for the introduction of contemporary Human Resource Management in the Public Service, an approach to the management of people in the workplace that was emerging internationally in the nineteen eighties, replacing the traditional Personnel Management.

In keeping with this he initiated discussions on the restructuring of the Personnel Department. The objective was to dispense with the many different job titles that the technical staff of the Department held and to create the job stream of Human Resource Officer. Dr Baptiste was unable to complete this before leaving. A few years after his departure, Human Resource Management Units were established throughout the Public Service with the creation of relevant posts. Simultaneously, the Personnel Department was restructured along similar lines.

Dr Baptiste served in the post of CPO until 1992 when he left to take up the post of Deputy Director at the University of the West indies/Institute of Business (now the UWI Arthur Lok Jack Global School of Business). Five years later, in 1997 he was appointed to the post of Senior Lecturer, Management Studies Department, where he worked until retirement in 2011.

During his academic career, Dr Baptiste lectured undergraduate courses on Organization Development, Human Resource Development, and Human Resource Management, At the

graduate level, he facilitated Human Resource Management courses and advised students working on MSc theses.

Dr. Baptiste published journal articles and book chapters on topics related to Organization Change, Human Resource Management, and Public Service Reform. He also prepared the Organization Behaviour text used for several years by UWI Open Campus, and edited a book entitled ‘Human Resource Management: A Reader for Students and Practitioners’ published by The University of the West Indies Open Campus (St. Augustine). He wrote the first two chapters: “What is Human Resource Management?” and “Labour Disturbances in Trinidad, 1937”. The other chapters, except one, are the abridged theses of MSc students whom Dr Baptiste supervised.

Since retiring from the University of the West Indies, Dr. Baptiste has done consulting work in the Public Service. In 2013, he served as an assessor on the Assessment Centre organized by the Public Service Commission, and from 2016 to 2020 he served as a Leadership and Management Development Consultant at the Ministry of Public Administration. In that capacity, he conducted two workshops for Permanent Secretaries, developed and implemented a Management Development programme for senior Public Officers, facilitated training for Deputy Permanent Secretaries, and developed and facilitated a Customer Experience training programme for the Public Service working through teams in various Ministries.

Finally, Dr Baptiste conducted three Webinars for senior Public Officers, delivered at the request of the Public Service Academy, Ministry of Public Administration. These were: “Problem Solving and Decision Making” (2023), “Insights from Neuroscience that help us to understand Organizational Change, Motivation in the workplace, Learning and Development, Leadership, and Performance Management” (2022), and “Change in Turbulent Times” (2021).

Dr Baptiste is married to paediatrician Dr June Webb and is the father of three and grand father of two. He grew up in Tunapuna and attended Tunapuna Boys RC. He uses any opportunity to point out that CLR James’ famous book, “Beyond a Boundary” begins with the word ‘Tunapuna’. Dr Baptiste is a proud St. Mary’s College past student, and a loyal fan of Massy Trinidad All Stars.

SANDRA MARCHACK

Sandra Marchack is a retired Permanent Secretary to the Prime Minister and Head of the Public Service, a position which she held over the period June, 2004 to September, 2010. Immediately prior to this appointment, she served as Chief Personnel Officer, Personnel Department, from April, 1996.

Having joined the Public Service in August, 1972, she served under several Administrations and was Permanent Secretary to two Prime Ministers. In this capacity, Sandra provided advice and support to the Prime Minister in his/her role as Head of Government. She was, accordingly, responsible for assisting the Prime Minister with, inter alia, all arrangements required for putting a new government in place and played a critical role in managing the transition from one Administration to the other – both where the same political party remained in power and where there was a change of party. This included providing professional support to the Prime Minister in ensuring the continuity of government between successive administrations and enabling the government of the day to understand and recognize the established conventions of government. It also required astute management of the Board of Permanent Secretaries as they grappled with fast paced change and the urgent requirement for implementation of the new policy agenda.

As Head of the Public Service, Sandra served as the main link between the Prime Minister and the Public Service, working with Permanent Secretaries to manage the Service from an objective, non-partisan public policy perspective and to ensure effective leadership within the Service. She managed the introduction of a Ministerial Performance Management system in the Civil Service, involving the setting of Ministerial goals and objectives and an assessment of the Ministry’s attainment of same, as well as of the competencies, qualities and overall performance of the Ministry’s management team through the 360-degree method of assessment. Sandra served as Chair of the Board of Permanent Secretaries, which discussed, addressed and exchanged views on, inter alia, programmes and matters of policy and procedures impacting the Public Service. At the time of her retirement, she left a vibrant and committed forum of Permanent Secretaries.

Sandra has a strong background in Human Resource Management, particularly in the areas of Industrial Relations, Employee Benefits and Compensation Management. As Chief Personnel Officer, she was one of the major players who, in the late 1990’s, managed the transformation of the then existing system of Personnel Management in the Public Service to one of strategic Human Resource Management – which saw the establishment of a more cohesive and coherent approach to managing the human resources in the Public Service. Also, as Chief Personnel Officer, she was deemed the Employer of government employees and the adviser to Government on industrial relations matters, not only in respect of the Public Service but also, in respect of Statutory Authorities and Boards and Public Sector Agencies. She conducted negotiations with no less than twelve Trade Unions and Associations representing public officers and government daily rated employees. Highlights of her tenure as CPO include the settlement, in 1997, of Agreements covering three consecutive periods (1990-1992; 1993-1995; 1996-1998) during a single round of negotiations and the introduction of new Classification and Compensation Plans for the Teaching Service, the Police Service and the Fire Service following the completion of Job Evaluation exercises in those Services.

Sandra possesses a wide range of skills and expertise and has sound knowledge of legislation governing the Public Service. She holds a Bachelor of Arts degree in French and Spanish from the University of the West Indies, St. Augustine and has pursued post graduate training programmes in Industrial Relations at the Industrial Society, London, England; in Human Resource Development at Utah State University, Utah, USA; and in Public Service Transformation and Strategic Management, Universalia Management Group, Ottawa, Canada. She has also received training in Classification and Compensation, Alternative Dispute Resolution, Mediation, Employee Assistance Programmes and competency-based Assessment Centre Techniques.

Following her retirement from the Public Service, Sandra served in the Ministry of Public Administration, providing guidance and leadership for several projects, including the design and implementation of the Gold to Diamond Journey geared towards public service renewal over the period

2012 to 2022.

In September, 2015, Sandra was one of a four-member Transition Team (comprising of retired Permanent Secretaries) appointed by the newly elected Prime Minister to assist the new Administration in transitioning into government, focusing specifically on Public Service issues.

During the period 2013 to 2016, Sandra performed in the capacity of Assessor and Quality Control Co-Ordinator for Assessment Centre Excercises conducted for the recruitment of individuals to the office of Deputy Permanent Secretary in the Public Service.

In March, 2017, Sandra was nominated and served as a Member of an Evaluation Team appointed by the Cabinet to assess Expressions of Interest (EOI) for the services of an Operator for the Couva Medical and Multi-Training Facility; while in July, 2017, she was appointed and served as Chairman of a Committee established by the Cabinet to make recommendations for, inter alia, the development of a Policy Framework for the creation of the office of Head of the Public Service in keeping with contemporary philosophy and practices for Public Management.

Subsequently, Sandra was appointed by Her Excellency the President of the Republic of Trinidad and Tobago as a Member of the Salaries Review Commission (SRC) for a period of three (3) years with effect from 4 February, 2019. This appointment was renewed for a further period of three (3) years with effect from 4 February, 2022 and again, for another period of three (3) years with effect from 4 February, 2025.

For her contribution to the Public Service, Sandra was selected as one of 50 graduates of the University of the West Indies from across a timeline of 50 years, to receive a Distinguished Alumni Award at the Inaugural UWI Alumni Association’s Distinguished Alumni Awards held in April, 2011, in commemoration of the 50th Anniversary of the St. Augustine Campus of the UWI. In 2012, Sandra was awarded the Chaconia Medal (Gold) in recognition of her long and meritorious service in the field of Public Service. Also in 2012, Sandra was one of 50 former and serving Public Officers honoured for their contribution to the Public Service at a gala celebration of the 50th anniversary of the inauguration of the Public Service of Trinidad and Tobago.

Background & Qualifications

Regency Recruitment and Resources Limited, founded in 1996, is a leading HR and recruitment services provider, serving more than 40,000 job seekers over nearly three decades. As a “One Stop HR Shop,” Regency offers a comprehensive suite of services including recruitment for temporary, contract, and permanent roles, customized training workshops, payroll management, HR audits, outplacement support, and expatriate relocation assistance. The firm combines European standards with Caribbean warmth, leveraging advanced tools such as eSkill™ for talent evaluation and Vincere™ recruiting technology to enhance search and selection capabilities.

Regency’s success is anchored in its commitment to employee well-being, inclusivity, and sustainability. The company fosters a welcoming environment designed to reduce stress and enhance productivity, subscribing to the philosophy that treating staff well leads to better client service. This approach has resulted in exceptional employee loyalty, with an average tenure of 10 years and 35% of team members serving for more than 15 years.

The company offers flexible arrangements such as a 9/80 schedule, hybrid work options where staff come into the office only once per week, and wellness allowances that include monthly stipends for gym and other health activities. Mental health days are promoted, and weekday office lunches are provided to encourage social connection. Tuition support and paid time off for studies related to its business areas reinforce their commitment to professional growth.

Inclusivity is central to its culture, with policies supporting LGBTQI+ employees, HIV/AIDS non-discrimination, and regular audits to align with global best practices. Regency is also the first company in Trinidad and Tobago to welcome service animals and has signed on as a Menopause Mandate workplace champion, promoting support for employees experiencing peri-menopause and menopause.

Employee engagement is strengthened through initiatives such as staff surveys to monitor satisfaction and work-home balance, customized training programs in business etiquette, customer service, interviewing techniques, and networking. Regency extends its impact beyond the workplace by delivering career guidance and interview skills talks to schools, colleges, and tertiary institutions, helping to prepare the next generation for success.
Regency demonstrates strong leadership in responsible business through its ESG initiatives, whereby the company seeks to reduce its carbon footprint with hybrid work arrangements, recycling programs, and paper reduction via laptops and cloud-based systems. It also engages in community projects such as youth steel pan programs and partnerships with Promise House and Rotary Club.

Its commitment to excellence has earned recognition, including AFETT’s Best Small Company for Female Executives and Top 5 Company for Female Executives, as well as acknowledgment from EY for contributions to philanthropy in areas such as youth business development, turtle conservation, and support for the TTSPCA.

Regency has a people-first philosophy, inclusive policies, sustainability initiatives, and dedication to continuous improvement

Gerard Pinard

Background & Qualifications

Mr. Gerard Pinard currently serves as Chief Executive Officer and Managing Director of Zatopek Solutions Inc., a management consultancy firm he co-founded in 2009. Through Zatopek, he provides specialized consultancy services in Human Resource Management and Industrial Relations to employers and trade unions across Trinidad and Tobago and the wider Caribbean. With over forty-seven years of experience, he is widely regarded as a pioneering practitioner in industrial relations and human resource development, known for his strategic leadership and commitment to ethical labour practices and social dialogue.

He began his career in 1977 as a Chemical Engineer at the Trinidad and Tobago Oil Company Limited (TRINTOC) after earning a Bachelor of Engineering degree in Chemical Engineering from McMaster University in Canada. In 1980, he transitioned into Human Resources, completing a Diploma in Personnel and Industrial Relations at Cranfield University, UK, in 1982. He rose to the position of Senior Employee Relations Officer at TRINTOC before moving on in 1990. He later held senior leadership roles at Angostura Group of Companies as Group Executive Manager – Human Resources and Corporate Public Relations, and at Guardian Holdings Limited as Group Vice President – Corporate Resources. His career also included executive appointments as Deputy Managing Director of Guardian Media Limited and Chief Executive Officer of All Media Projects Limited (AMPLE).

Mr Pinard’s expertise spans collective bargaining, conflict resolution, grievance handling, mediation, executive coaching, training and development, motivational speaking, and crisis management. His reputation as a trusted advisor has earned him appointments to numerous boards and national committees.

He served as a Director of the Government Human Resource Services Company Limited from 2007 to 2012, and as a long-serving Director of the Employers’ Consultative Association (ECA) from 1992 to 2010, including four consecutive terms as Chairman from 1998 to 2002. He also served as First Vice President of the Caribbean Employers’ Confederation from 2009 to 2011 and was appointed by the President of Trinidad and Tobago to the Salaries Review Commission from 2009 to 2018.

His public service includes membership on several Cabinet-appointed committees, such as the Standing Tripartite Committee on Labour Legislation, the ILO 144 Committee, and the Committee that established the Tripartite Social and Economic Compact, which led to the historic signing of “Compact 2000 and Beyond.” Mr Pinard played a pivotal role in national tripartite dialogue, representing the business sector in negotiations with government and labour to advance social and economic development.

He has also served as a director on numerous corporate and non-profit boards, including Guardian Life of the Caribbean Ltd., Guardian Life Ltd. (Jamaica), West Indies Alliance Insurance Ltd. (Jamaica), Women’s World Banking (T&T), Kids In Need of Direction (KIND), and the Trinidad and Tobago Credit Union Deposit Insurance Fund. In sports administration, he chaired the Human Resource/Industrial Relations/Conciliation Committee of the Trinidad and Tobago Cricket Board and was appointed by the West Indies Cricket Board (WICB) as Industrial Relations Consultant from 2008 to 2015. In this capacity, he led negotiations with the West Indies Players Association (WIPA), served as a CARICOM-appointed mediator under Sir Shridath Ramphal, and advised the WICB Task Force investigating the aborted India tour in 2014.

Through his work in both the private and public sectors, he has helped shape the human resource and industrial relations landscape in Trinidad and Tobago and the Caribbean. Today, he continues to influence organizational strategies and mentor leaders, leveraging decades of experience to build resilient institutions and foster collaborative partnerships across sectors.

Davi Ramkallawan

Background & Qualifications

Ms Davi Ramkallawan currently holds the position of Librarian III at The National Library and Information System Authority (NALIS) Heritage Library Division. She has over 16 years’ experience in the Public Service and has been employed with the National Library since 2004, starting as Library Technician I and moving up through the years to her current position.

She recently completed Skills Builder Programme College of Science, Technology and Applied Arts of Trinidad and Tobago (COSTAATT) and holds a certificate in AI and Digital Information Literacy from GO School for Information (Netherlands), an ABE Level 5 – Diploma in Business Management and a Bachelors in Information and Library Studies from Aberystwyth University – Department of Information Studies. She also has certification and training in Psychology and Child Psychology, Family Intergenerational Literacy and Learning alongside Open and Distance Learning for Youth and Adult Literacy,

She was appointed to the IFLA (International Federation of Library Associations and Institutions) School Libraries Professional Section Standing Committee for the period 2025-2029. IFLA is the leading global body representing libraries and information services, advocating for equitable access to information, setting international standards, and fostering collaboration among professionals worldwide. In this role, Ms Ramkallawan will contribute to shaping global policies and best practices for school libraries, reinforcing her commitment to literacy development, educational equity, and innovative library-led initiatives in Trinidad and Tobago and across the Caribbean.

She is a member of several professional associations, but some notable ones include Association of Caribbean University, Research and Institutional Libraries (ACURIL), Library Association of Trinidad and Tobago (LATT), Emerging Tech for Schools and Libraries, Digital Learning and Leadership, Association for Supervision and Curriculum Development and ONE NALIS Committee of which she is the Caroni District Representative.

She participated in the UNESCO Institute for Lifelong Learning and Commonwealth of Learning for their programme on Implementing Open and Distance Learning for Youth and Adult Literacy and Family Intergenerational Literacy and Learning; and in both instances was the only Trinidadian to be in attendance. Ms Ramkallawan is big on volunteer work as evidence through her involvement with E.M.P.O.W.E.R. Trinidad and Tobago, Bocas Literary Festival – Children’s Festival and other activities that are hosted NALIS.

This year, she was recognized by NALIS at their 16th Annual First-Time Authors’ Appreciation event and has had her works featured in several literary showcases and publications. Her recent titles include Salt for the Mind (2024), Idyllic Island Musings (2024), My Big Book of Scrappy Puzzles (2024), and A Trinbagonian Travel Extravaganza (2025), reflect her creativity and cultural contribution, with a mission to foster literacy and lifelong learning.

Ms Ramkallawan actively participates in platforms, advancing innovation and transformative practices in education and library services. She has presented at the Association of Caribbean University, Research and Institutional Libraries (ACURIL) Conferences (2023, 2025), delivering poster and team presentations as an Executive Member of the Library Association of Trinidad and Tobago (LATT).

She was the driving force is the design and implementation of the Literacy Initiative for Empowerment (L.I.F.E.) at Chaguanas South Secondary School. The program integrated reading campaigns, storytelling, gamified learning, remedial support, and family involvement to improve literacy outcomes. Over one academic year, this program has already impacted 706 Forms 1 to 5 students and 81 staff members. In addition, 479 students and family members received Career Guidance Support (Resume/CV Writing and Interview Skills), Sign Language and Basic Conversational Spanish Tutorials.

The L.I.F.E Programme was presented as a poster discussion at the 2025 ACURIL Conference in Curacao and will be featured in the School Library Newsletter Publication of IFLA. It is set to be presented at this initiative at the Islands in Between Conference (Eastern Caribbean Cultures) in Dominica and The International Academic Forum (IAFOR): The 17th Asian Conference on Education in 2025.

Fallon Estrado

Fallon Estrado is a dedicated Human Resources professional with a Bachelor of Business Administration (BBA) in Human Resource Management and a master’s degree (MSc). She currently serves as an HR Analyst at the Legal Aid & Advisory Authority of Trinidad & Tobago, where she contributes to the Authority’s mission of delivering legal assistance and advisory services across the nation.

Beyond her formal role, Fallon has volunteered her time and expertise to the Advocacy Committee of HRMATT. In this capacity, she has contributed meaningfully to advancing HR advocacy, employee wellbeing, and community initiatives—embodying the spirit of service and collaboration. Her commitment to HR excellence, paired with her volunteer leadership, makes her a standout among her peers.

With her combination of academic credentials, practical HR experience, and voluntary dedication to HRMATT’s community mission, Fallon exemplifies the values of service, integrity, and professionalism. She is therefore a deserving recipient of the “HRMATT Volunteer of the Year Award.”

Rotary Club of Central Port of Spain

Background & Qualifications

The Rotary Club of Central Port of Spain was founded in 1980, has been a pillar of service and leadership in Trinidad and Tobago and the wider Caribbean for over four decades. Guided by Rotary International’s motto “Service Above Self,” the Club has consistently delivered impactful programs across Rotary’s seven areas of focus: Peace and Conflict Prevention/Resolution, Disease Prevention and Treatment, Water and Sanitation, Maternal and Child Health, Basic Education and Literacy, Economic and Community Development, and Supporting the Environment.

One of its most distinguished initiatives is the Model United Nations (MUN) program, which celebrates its 25th anniversary in November 2025, coinciding with the 80th Anniversary of the United Nations. For the past 24 years, this annual youth development and education program has engaged up to 100 high school students each year from across Trinidad and Tobago, and now the wider Caribbean, in an immersive experience simulating the UN General Assembly.

Students research and debate global issues such as climate change, access to natural resources, sustainability, and the rights of refugees and marginalized communities, including LGBTQI+. They learn about the work of the UN, the role of global diplomacy, and acquire essential life skills such as conflict resolution and public speaking.

The MUN program supports Rotary’s Peace and Conflict Prevention/Resolution Area of Focus and is grounded in the philosophy that young people matter—because they are the shapers and leaders of our global future and have inherent human rights that must be fulfilled. The program raises awareness of youth participation in global issues and inspires delegates to pursue careers in international business, diplomacy, and development. Many alumni have gone on to work with organizations such as UNHCR, IOM, the Cropper Foundation, and the Inter-American Development Bank, and others return as trainers and advocates for future MUN events.

Delegates become advocates in their communities, understand their power to lead and make a difference, explore academic and career options in international development and human rights, and build lasting relationships across economic, ethnic, and religious divides. In 2025, the Club will host its largest cohort yet—250 young people from Trinidad and Tobago and six Caribbean nations—for a General Assembly discussion on Peace and Human Rights.

The success of MUN is made possible through partnerships with the UN system in Trinidad and Tobago, the Ministry of Education, Rotary District 7030, corporate sponsors, and Rotaract clubs. These collaborations ensure sustainability and broaden the reach of the program reinforcing their commitment to social responsibility.

Beyond MUN, the Rotary Club leads numerous community and international projects that address urgent social needs and promote sustainable development such as its Adopt-a-Child Programme provides school supplies, meals, and mentorship for vulnerable children, ensuring access to education and basic needs. New Generations initiatives focus on youth leadership training, vocational programs, and scholarships, empowering young people to become agents of change. Internationally, the Club partners on projects that advance literacy, health, and environmental sustainability, reinforcing Rotary’s global mission.

The Club also actively supports The Rotary Foundation, contributing to global efforts such as eradicating polio, improving access to clean water, and advancing education.

Guardian Shared Services Limited – The Guardian Group Human Capital Department

Background & Qualifications

Guardian Shared Services Limited (GSSL), established in 2003, is a strategic arm of the Guardian Group, one of the Caribbean’s most trusted financial services organizations. As part of Guardian Group, GSSL provides essential shared services that enable operational excellence across the Group’s diverse portfolio, which spans life, health, and property & casualty insurance, pensions, retirement planning, and wealth management in 21 countries across the English and Dutch Caribbean.

At the heart of GSSL’s impact is the Human Capital Department, whose Learning & Development (L&D) function has redefined what it means to invest in people. By embedding learning into the fabric of the organisation, Guardian Group has transformed development from a one-time initiative into a sustained culture of growth, excellence, and resilience. This commitment goes beyond training—it is about creating a culture where learning is continuous, leadership is nurtured, and compliance is uncompromising.

Between 2023 and 2025, the team delivered more than 15,600 hours of structured learning to over 1,000 employees across the Caribbean. This bold investment reflects Guardian Group’s unwavering commitment to building a future-ready workforce equipped with technical expertise, leadership capability, digital fluency, and regulatory readiness.

Through global partnerships with Coursera, LOMA, ExecOnline, Prosci, and other leading institutions, Guardian Group has ensured that employees gain internationally recognised credentials and are prepared to meet evolving industry standards. Nearly 100% of Guardian’s 410 leaders have engaged in world-class leadership development, while early career pathways such as the First Steps Internship and Graduate Trainee Programme continue to nurture the next generation of Caribbean talent.

L&D has also strengthened governance and compliance across the organisation, achieving 100% annual participation in Anti-Money Laundering, Counter-Terrorism Financing, and FATCA training, reinforcing Guardian’s integrity and regulatory trust. The reimagined onboarding process, powered by Coursera and NAVEX, has further aligned new employees with Guardian’s values, culture, and purpose from day one. Through its innovative initiatives, Guardian Shared Services Limited – Human Capital Department has demonstrated that investing in people is the most powerful driver of organizational success.

By prioritizing learning at every level, Guardian has created opportunities not only for employees to excel but also for their families and communities to benefit. This enduring commitment reflects a genuine belief that when people grow, Guardian grows. Guardian Group’s legacy is not simply financial services—it is empowering people to thrive. Through sustained investment in skills, leadership, compliance, and innovation. Guardian Shared Services Limited has proven itself a beacon of learning excellence in the Caribbean.

The Learning & Development team stands out because its work goes beyond internal training; it builds confidence, competence, and community impact. By investing in every stage of the employee journey, Guardian Group demonstrates that when people grow, the organization and its communities thrive. This unwavering dedication to learning excellence, leadership development, and ethical growth makes Guardian Group most deserving of recognition. It continues to embody its mission: to provide peace of mind and prosperity, powered by the growth of its people.

Dr Sterling Frost (ORTT)

Background & Qualifications

Dr. Sterling K. Frost, O.R.T.T., currently holds the position of professor of Practice in Management at the University of West Indies, St. Augustine (UWI) and is an international executive with over forty (40) years of experience of leadership across banking, governance, academia and diplomacy.

He holds a Doctor of Business Administration and a Master of Business Administration (MBA) from The University of the West Indies. He is a Fellow of the Chartered Governance Institute of Canada, an Accredited Director (Acc. Dir.), and a Chartered Secretary (FCG), demonstrating his expertise in corporate governance. He is also a Certified Change Management Practitioner through Prosci and completed Executive Coach training at the University of California, Berkeley. In 2021, he received the Distinguished Fellowship Award from the Institute of Banking and Finance of Trinidad and Tobago for his substantial contribution to the advancement of knowledge in the theory of banking and finance. His achievements have been recognized with Trinidad and Tobago’s highest national honour—the Order of the Republic of Trinidad and Tobago (O.R.T.T.).

During his tenure at First Citizens Financial Group from 2016 to 2023, as Group Deputy Chief Executive Officer (Operations & Administration), he oversaw mission-critical functions across five jurisdictions, integrating HR into enterprise-wide strategy, governance, and risk. Prior to this, he served as Director of Human Resources at Citibank for ten years, leading talent strategy and cross-border integration across 14 countries in Latin America. His work redefined Caribbean representation in global HR leadership and demonstrated that regional expertise can lead on the world stage.

Dr. Frost’s boardroom experience is extensive and diverse. He has served as Director for major institutions including St. Lucia Electricity Services Ltd. (LUCELEC), First Citizens Trustee Services Ltd., First Citizens Investment Services Ltd. (Trinidad & Barbados), Citibank (Trinidad & Tobago) Ltd., Banco Citibank Honduras, Cititarjetas de Nicaragua, Banco Citibank Panama, Angostura Holdings Ltd., Angostura Ltd., and Trinidad Distillers Ltd.

He also served as Director at the Mona School of Business and Management from July 2023 to July 2025 and currently chairs the Advisory Board of The UWI Global Institute for Climate-Smart and Resilient Development, reinforcing his commitment to sustainable development and regional resilience.

He has mentored thousands of HR professionals over 23 years as a Professor of Practice in Management Studies at UWI, where he continues to shape executive and graduate learning. His acclaimed book, Calibrating Organizational Culture for Competitive Advantage (2022), introduces an original diagnostic model linking organizational culture to performance, advancing thought leadership in HR and management.

Dr. Frost was instrumental in establishing Trinidad and Tobago’s Financial Services Ombudsman Office. He held concurrent appointments as Deputy Chairman of both the Public Service Commission (May 2020 – May 2023) and the Statutory Authorities Service Commission (October 2022 – present), a national first. He has served as an Assessor to the Industrial Court of Trinidad and Tobago since September 2021, contributing to the modernization of HR systems and reinforcing his authority in labour relations and policy reform. Since July 2023, he has also served as Honorary Consul for Costa Rica to Trinidad and Tobago, reflecting his diplomatic engagement and regional influence.

Beyond his professional and academic achievements, Dr. Frost has demonstrated a deep commitment to philanthropy and nation-building. He is the founding chairman of both the Angostura Foundation and the First Citizens Foundation, embedding HR values into community development. He also currently chairs the boards of the Foundation for the Enhancement and Enrichment of Life (F.E.E.L.), the UWI Development and Endowment Fund, the Faculty of Social Sciences Advisory Board, the Institute for Gender and Development Studies Advisory Board, and the UWI Global Institute for Climate-Smart and Resilient Development. He previously chaired The Lydians (arts and culture), the First Citizens Foundation, and has served as past president of the Garden Club of Trinidad and Tobago and Rotaract, as well as past secretary of the Horticultural Society. His leadership also extended to Citi’s Global Community Day initiatives, demonstrating a lifelong dedication to poverty alleviation, environmental stewardship, civil society, and educational advancement.

Tiersa Smith-Hall

Background & Qualifications

Mrs Tiersa Smith-Hall is the CEO and Founder of Impactful Imprints Training & Consulting, a firm dedicated to transforming workplace cultures and aligning people strategies with organizational goals. She is a seasoned HR and culture expert, certified Master Trainer, and Leadership & Engagement Coach, Tiersa brings over 19 years of experience in Hospitality and Human Resources, with a strong focus on the Caribbean sector.

Mrs Smith-Hall holds a Master’s Degree in Human Resource Management with a minor in Marketing from Keller Graduate School of Management and a Bachelor of Arts in International Relations and Political Science with a concentration in Tourism from the University of Miami. She is a Certified Senior Professional in Human Resources (SPHR®) through HRCI, an ATD Master Trainer™, and holds certifications in The Five Behaviors® and DISC Behavioral Consulting, among others.

Through Impactful Imprints Training & Consulting, she delivers transformative HR and leadership solutions designed to align people strategies with organizational goals. Her firm specializes in strategic HR consulting, leadership development, corporate coaching, and culture transformation initiatives that foster engagement and drive measurable results. With a strong focus on people-first strategies, Impactful Imprints has successfully led projects across the Caribbean and internationally, helping organizations strengthen collaboration, improve performance, and create healthy, sustainable workplace cultures.

Her influence extends globally as an Expert HR Contributor for the Forbes Human Resources Council, where she writes on topics such as work cultures, talent management, and employee engagement. Forbes also appointed her Healthy Work Cultures Member Leader, a role in which she facilitates high-level discussions with CEOs and senior HR executives on repairing and sustaining positive workplace cultures. Additionally, Tiersa partners with Culture To Fit LLC (CTF) as a lead consultant and trainer on international culture transformation and leadership projects across the Caribbean, Latin America, and the USA.

Mrs Smith-Hall also serves as Lead Ambassador for Transform Global, where she launched a new chapter to give HR leaders access to global training, speaking opportunities, and cultural collaborations. Her work integrates psychological insights, relatable analogies, and practical tools to drive mindset shifts that strengthen collaboration and empower employees.

She is co-author of the book Customer Experience Management in the Caribbean: Challenges and Opportunities, amplifying her thought leadership in HR and organizational culture. She leverages social media platforms like TikTok, LinkedIn, and YouTube via blogs and podcasts to educate and inspire thousands on HR, leadership, and culture, building a vibrant online community of professionals.

She is passionate about creating lasting change, with people-first leadership and innovation

Republic Bank Ltd

Background & Qualifications

Republic Bank Limited was originally established as Colonial Bank in 1837 and was the first commercial bank in Trinidad and Tobago. Over the years, it underwent several transformations and name changes, eventually becoming Republic Bank Limited in 1981.

RBL has always encouraged employee engagement through coaching conversations and formal and informal mentoring, providing employees with solutions to help monitor and prioritise their workload, always show up prepared and de-cluttering your workspace to prevent employee burnout. They are about creating a safe and welcoming space for all groups, making sure that they receive equitable treatment, while also feeling seen and heard.

The Republic Bank Learning and Talent Development Centre, located at Brentwood, Chaguanas, plays a pivotal role in advancing the Group’s culture transformation and leadership development strategy. As part of the Group’s roadmap to 2028, the Centre focuses on improving employee experience, elevating leadership competence, and strengthening organizational culture through innovative and sustainable learning initiatives.

Republic Bank Limited was originally established as Colonial Bank in 1837 and was the first commercial bank in Trinidad and Tobago. Over the years, it underwent several transformations and name changes, eventually becoming Republic Bank Limited in 1981.

RBL has always encouraged employee engagement through coaching conversations and formal and informal mentoring, providing employees with solutions to help monitor and prioritise their workload, always show up prepared and de-cluttering your workspace to prevent employee burnout. They are about creating a safe and welcoming space for all groups, making sure that they receive equitable treatment, while also feeling seen and heard.

The Republic Bank Learning and Talent Development Centre, located at Brentwood, Chaguanas, plays a pivotal role in advancing the Group’s culture transformation and leadership development strategy. As part of the Group’s roadmap to 2028, the Centre focuses on improving employee experience, elevating leadership competence, and strengthening organizational culture through innovative and sustainable learning initiatives.

In addition, the organization prides itself on being a place where staff remain for a lifetime. In 2025, 382 employees were honoured through the Long Service Awards ranges from 20 years to 40 years services. This is a marked increase from 2024 in which 236 employees were honoured, showing that the employee loyalty persists.

Employees are also recognized and developed through several other initiatives as follows:

• Employee Recognition Initiatives Stars Under the Stars – Celebrating outstanding staff achievements.
• -Unit/Branch of the Year – Recognizing top-performing teams.
• -Talent Spectacular – Showcasing employee skills and creativity.
• -Family Day – Promoting work-life balance and team bonding.

• Talent Development Across Career Stages Youth Link Apprenticeship – Bridging the gap between school and work.
• – Promising Persons Program – Preparing high performers for supervisory roles.
• -Management Associates Program – Developing future leaders.
• -Graduate Internships – Offering hands-on experience for graduates.

• Advanced Development Opportunities Professional certifications and diplomas.
• -Management for RBL Appointed Leaders – Leadership training.
• -Spanish Literacy Program – Enhancing language skills.
• -Arbinger Training – Fostering mindset and behavioural change.

The Bank has Global partnerships with Harvard Business School Online, INSEAD and Arthur Lok Jack Global School of Business to ensure that employees have the knowledge and tools to perform at their best.

Beyond the workplace, employees give back through the Power to Make a Difference (PMAD) program focuses on Youth development, Healthcare, Education, Culture and Environmental sustainability.