NOTICE OF OPENING

Applications for “HR Supervisor (Labor Relations, Payroll and Policies)” will be accepted effective immediately.

Opening Date: October 5, 2026

Review of applications begins: October 16, 2026

Location of position: Tupper, Ancon, Republic of Panama.

Type of position: Indefinite– Local Payroll

Open to All: We welcome applications from all qualified candidates, regardless of nationality. Before a Final Offer Letter can be issued, the selected candidate must provide proof of legal residency in Panama and a valid work permit authorizing employment with any employer in Panama.

INTRODUCTION 

The Smithsonian Tropical Research Institute (STRI), located in the Republic of Panama, is a unit of the Smithsonian Institution dedicated to advancing tropical research and the diffusion of knowledge. 

This position is based at the Earl S. Tupper Center in Panama City, Panama, and reports to the Director of Human Resources. The Human Resources Supervisor is responsible for coordinating labor and employee relations activities, payroll administration, policy interpretation, and compliance with applicable local labor regulations and Smithsonian policies. The incumbent serves as a liaison with Smithsonian offices and service providers that support Smithsonian personnel stationed in Panama, including both Federal and Trust employees. 

The incumbent serves as advisor to management and staff on matters related to the Panamanian Labor Code, employee relations, workplace conduct, liaises with SI-Civil anti-harassment requirements, payroll administration, and personnel policies. The position also provides leadership to assigned Human Resources staff and supports the Director in ensuring the effective delivery of Human Resources services throughout the Institute. 

MAJOR DUTIES 

Labor and Employee Relations 

• Serve as STRI's principal advisor on labor and employee relations matters affecting local payroll employees and Smithsonian NFC personnel stationed in Panama and the United States. 
• Interpret and apply the Panamanian Labor Code and other applicable employment regulations, providing guidance and recommendations to management on employee relations matters. 
• Advise management and employees on workplace conduct, employee rights and responsibilities, anti-harassment requirements, disciplinary matters, grievances, investigations, conflict resolution, and related personnel issues. 
• Coordinate with the Smithsonian Office of General Counsel (OGC), Labor and Employee Relations (LER), and other Smithsonian offices, as appropriate, to ensure consistency in the interpretation and application of personnel policies and employment regulations. 
• Serve as a liaison with SI Civil and other Smithsonian offices regarding personnel actions and provide recommendations based on applicable laws, regulations, and institutional policies. 
• Ensure compliance with local labor regulations and Smithsonian policies affecting both local payroll and NFC employees. 

Payroll Administration: 

• Oversee the administration of local payroll and ensure compliance with applicable labor laws, compensation practices, and statutory requirements. 
• Review and coordinate local payroll salary adjustments, contractual compensation changes, DSSR allowances, DSSR differentials and other payroll-related personnel actions. 
• Oversee NFC timekeeping activities and coordinate with appropriate Smithsonian offices to ensure compliance with payroll and timekeeping requirements. 
• Ensure employment contracts, payroll practices, and related personnel actions comply with Panamanian labor laws and institutional policies. 
• Review payroll reports and personnel data to ensure accuracy, compliance, and proper documentation. 

Policy Administration and Compliance 

• Oversee the review, development, and maintenance of local Human Resources policies, procedures, and Smithsonian directives applicable to the unit.
  
• Ensure local policies remain current and aligned with Smithsonian Institution directives, standards, and best practices, while remaining consistent with Panamanian labor laws and regulations. 
• Evaluate proposed policy changes and make recommendations regarding implementation and compliance requirements. 
• Provide guidance and interpretation of Human Resources policies, procedures, and employment regulations to management and staff. 
• Monitor changes in labor legislation and Smithsonian policy and recommend updates to local policies and practices, as appropriate. 

Other Responsibilities 

• Serve as back-up to the HR Director when needed, assisting with HR leadership tasks and ensuring seamless operations during the Director's absence. 
• Support the HR team in cross-functional initiatives and special projects when needed. 
• Perform other HR duties as assigned by the Director of Human Resources. 

KNOWLEDGE REQUIRED FOR THE POSITION 

• Bachelor's degree in Law preferred. Candidates with a bachelor's degree in Human Resources, Business Administration, or a related field with a concentration or demonstrated experience in labor law and employee relations may be considered.  
• Minimum of five (5) years of progressively responsible professional experience in labor and employment matters, acquired through legal practice, support to Human Resources management, or a related field. 
• Experience advising management on labor relations, employee relations, employment law, workplace investigations, disciplinary matters, policy interpretation, and employment compliance. 
• Experience drafting and reviewing policies, procedures, directives, internal guidance documents, or employment-related communications is highly desirable. 
• Knowledge of, or prior experience supporting, the Smithsonian Tropical Research Institute (STRI), the Smithsonian Institution, or similar research, academic, governmental, or nonprofit organizations is desirable. 
• Strong working knowledge of the Panamanian Labor Code and related employment legislation, including employee rights, employer responsibilities, workplace conduct, anti-harassment requirements, disciplinary actions, investigations, labor relations practices, and employment compliance requirements. 
• Ability and willingness to learn Smithsonian Institution policies, procedures, and requirements governing Federal (NFC) and Trust employees and to collaborate effectively with Smithsonian offices and subject matter experts in the United States. 
• Knowledge of payroll administration, compensation practices, employment contracts, statutory benefits, labor law requirements, and payroll compliance processes. 
• Experience interpreting laws, regulations, policies, and procedures and providing sound recommendations to management on labor relations, employee relations, payroll, and personnel matters. 
• Experience coordinating and collaborating effectively with legal counsel, Human Resources professionals, government agencies, management officials, and other internal and external stakeholders. 
• Demonstrated leadership capacity and the ability to build productive working relationships, foster collaboration, influence stakeholders, and contribute positively to team effectiveness. 
• Strong organizational and project management skills, including the ability to manage multiple priorities, deadlines, and sensitive matters simultaneously while maintaining attention to detail. 
• Excellent written and verbal communication skills, including the ability to prepare reports, policies, recommendations, guidance documents, process mapping, employment-related communications, and presentations for diverse audiences. 
• Excellent interpersonal, advisory, negotiation, and conflict-resolution skills. 
• Intermediate to advanced proficiency in Microsoft Office Suite, including Word, Excel, PowerPoint, and Outlook. 
• Fluency in English and Spanish, both written and spoken, is required. English proficiency is an essential requirement of the position. 
• Demonstrated discretion, sound judgment, professionalism, and the ability to manage sensitive and confidential information. 

SUPERVISORY CONTROLS 

The incumbent works under the direction of the Director of Human Resources, who establishes overall objectives, priorities, and policy direction. The incumbent exercises independent judgment in carrying out assigned responsibilities involving labor relations, payroll administration, policy interpretation, compliance, and personnel matters. 

The incumbent is expected to maintain regular communication with the Director of Human Resources and keep management informed of significant developments, recommendations, compliance concerns, employee relations matters, and other issues that may affect Institute operations. 

The incumbent directly supervises assigned Human Resources staff and is responsible for assigning and reviewing work, providing guidance, supporting employee development, monitoring performance, and fostering a collaborative and productive work environment. 

Work is reviewed primarily for effectiveness, accuracy, sound judgment, compliance with applicable laws and policies, and achievement of organizational objectives. 

GUIDELINES 

Guidelines include Smithsonian Institution directives, policies, procedures, goals, and objectives; guidance issued by Smithsonian Central Offices; applicable Panamanian labor laws and regulations; and relevant Federal regulations affecting Smithsonian personnel. The incumbent exercises judgment in interpreting and applying these guidelines to labor relations, payroll administration, policy interpretation, compliance, and personnel matters. When guidelines are unclear, conflicting, or insufficient to address a specific situation, the incumbent consults with the Director of Human Resources or the appropriate Smithsonian office. 

COMPLEXITY 

The work involves advising on and coordinating complex labor relations, payroll administration, policy interpretation, and compliance matters affecting local payroll employees and Smithsonian personnel. The incumbent must analyze and apply labor laws, regulations, policies, and procedures to a variety of personnel in situations that often require sound judgment, discretion, and coordination with Smithsonian offices and external stakeholders. 

The incumbent develops recommendations and solutions to address employee relations, payroll, policy, and compliance issues that directly affect Human Resources operations and the effective management of the workforce. The position also provides leadership and guidance to assigned staff and contributes to the quality, consistency, and effectiveness of Human Resources services throughout the Institute. 

SCOPE AND EFFECT 

The work performed directly impacts the Institution's ability to maintain compliance with labor and employment laws, administer payroll accurately, and provide effective labor and employee relations support. The position involves sensitive, confidential, and occasionally adversarial matters requiring a thorough understanding of labor law, institutional policies, and sound professional judgment. 

The incumbent's recommendations, actions, and guidance influence personnel decisions, employment practices, policy compliance, and workforce management throughout the Institute. The work contributes to the consistent application of Human Resources policies and practices and helps mitigate organizational risk. 

PERSONAL CONTACTS 

The incumbent frequently communicates with employees, supervisors, managers, directors, and officials throughout the Smithsonian Institution, including representatives from OGC, Labor and Employee Relations (LER), SI Civil, and other Central Offices. The incumbent also maintains contact with external stakeholders, including legal counsel, labor authorities, government agencies, payroll providers, and other organizations, as required. Contacts occur through meetings, consultations, training sessions, investigations, and routine or emerging Human Resources matters.  

PURPOSE OF CONTACTS 

To advise, inform, collaborate, negotiate, and resolve matters related to labor relations, payroll administration, personnel policies, and employment compliance. Contacts are maintained to support effective workforce management, ensure the consistent application of labor laws and institutional policies, mitigate organizational risk, and maintain productive working relationships with internal and external stakeholders. 

 PHYSICAL DEMANDS 

The work is performed primarily in an office setting. The incumbent may be required to travel locally and internationally to support Human Resources activities, attend meetings, provide training, or coordinate with Smithsonian offices and external stakeholders. Occasional visits to field stations, research facilities, government offices, and other STRI locations may be required. 

WORK ENVIRONMENT 

The work is performed primarily in an office setting. Occasional visits to STRI facilities, including field stations, research facilities, and government offices, may be required.