Home' Trinidad and Tobago Guardian : May 20th 2014 Contents B16
Guardian www.guardian.co.tt Tuesday, May 20, 2014
GROUP OF COMPANIES
Caribbean Development Company Limited, a subsidiary of the ANSA McAL Group of
Companies, is seeking suitably quali ed applicants to ll the vacancy of Head of Brewing &
SCOPE OF RESPONSIBILITIES:
To develop and manage all areas of the manufacturing operations, including brewing, utilities,
quality, bottling production and maintenance to achieve business goals and imperatives.
To manage the operational performance, asset care and reliability, brewing scheduling,
manufacturing systems and capital projects management. To ensure that products are of a high
quality, brewed to speci cation and manufactured in a cost e ective manner through maximizing
operational e ciency.
Minimum Quali cations/Competencies Required:
Undergraduate degree in Brewing Technology, Microbiology /Food Science, Chemistry or
Post Graduate certi cation in Brewing & Distilling
Minimum of 15 years progressive experience in a Brewing/Manufacturing Industry
Strong skills in technical aspects of manufacturing, brewing, distilling, quality control and
leadership, consistent with world class manufacturing standards
In depth knowledge of Total Productive Maintenance (TPM), Value Steam Mapping (VSM),
Visual Factory (VF), Overall Equipment E ectiveness (OEE) and Six Sigma preferred
Prior experience in managing multi-million dollars capital projects
An attractive compensation package inclusive of Incentives and Group bene ts is being o ered to
the successful candidate.
Interested individuals should submit their resumes to
e Human Resource Manager
P.O. Box 178, PORT OF SPAIN
Applicants are also requested to submit a copy of their resume to the
Chief Manpower O cer,
Ministry of Labour,
Level 9, Riverside Plaza, POS
HEAD OF BREWING & MANUFACTURING
With target employers in mind, your
personal brand "positioning" state-
ment should link your functional areas
of expertise (hard skills) with key per-
sonal attributes, values, and passions
(softer skills). The message should
showcase your promise of value and
position you as a good fit to meet
those employers current needs.
In my experience, job seekers may
have no problem with the first part --
zeroing in on their hard skills and func-
tional areas of expertise.
They can readily identify this part
of the value they offer their target
But that is often the ONLY part of
their brand they focus on in their brand
What happened to the "personal"
part of their personal brand?
Without the personal, their brand
statement is not much more than an
anemic job description, stringing
together functional areas of expertise.
Without the personal, their brand
statement probably reads about the
same as their job seeking competitors ,
and doesn t help people see what makes
them stand out above the rest.
Personal branding is not about same-
ness. It s all about differentiation.
That kind of so-called brand state-
ment does little to generate chemistry
for them as a candidate. After all, if
they re running an effective job search
campaign, most of their efforts will be
spent networking. This means that their
career documents (resume, biography,
etc.), LinkedIn profile, and whatever
contains their brand statement, have
to be reader-friendly.
In this case, human eyeballs will be
assessing them through their docu-
ments and profiles, so they need to be
an interesting, compelling read.
Of course, recruiters and hiring deci-
sion makers want to see relevant key-
words, so those need to be well rep-
resented in career documents and online
profiles. But these people also want to
know more about candidates than what
They want to know who they are
and how they make things happen. A
brand positioning statement gives them
the opportunity to provide that infor-
Find your personal brand
Sometimes the problem job seekers
have, when creating a brand statement,
is not giving themselves permission to
include their personality and be authen-
To get to the "personal," see my 10-
Step Personal Branding Worksheet. The
following questions I ask my clients in
consultation should also help:
• What are you known as the go-to
• What drives you? What things are
you most passionate about at
• What words do people use when
they introduce you?
• How do you describe your
leadership style? How do you get
the best out of your teams?
• What differentiates you from
others who do the same work --
your competition in the job
market? What combination of
things do you offer that no one
Here s an example of an exec-
utive brand positioning statement
that links hard skills with softer
skills to generate chemistry:
Take charge, game-changing
Project Portfolio Management
expert who over-delivers on
aggressive goals for highly-
matrixed organizations, while min-
imizing risk, reducing complexity,
and decreasing expense. A trusted
partner, I thrive on designing and
leading multi-million dollar pro-
grams and influencing globally
across functions and lines to deliv-
er on my mantra: OTOBOS -- on
time, on budget, on schedule.
You can see that it positions
the way this candidate s pivotal
strengths and areas of expertise
will impact bottom line, while
also highlighting her personality,
vibrancy and passions.
Take the time to do the brand-
ing work and bring out the "per-
Don t be afraid to "be you,"
generate chemistry, and differ-
entiate yourself in your resume,
LinkedIn profile, and other
career marketing communica-
Differentiation captures atten-
tion and resonates much better
than sameness ever will.
Links Archive May 19th 2014 May 21st 2014 Navigation Previous Page Next Page