Manager of Organizational Development & Innovation Administration Department (Maternity Leave Month Term)

Transcription

1 MUNICIPALITY OF THE COUNTY OF CUMBERLAND Position Description Administration Department (Maternity Leave Month Term) Overview The position is responsible for leading the organizational development that supports the growth of both employees and the organization. This position provides leadership in managing assigned innovative human resources strategic priorities, developing and implementing policies, programs, and procedures regarding human resources planning, recruitment, collective bargaining, training and development, job classification, compensation, and benefit administration. The Manager of Organizational Development & Innovation represents management and participates actively on various joint committees to maintain ongoing relations between management and employees. This position is also responsible for providing a leadership role in managing the development, approval, and the implementation of new organizational policies and by laws, as well as reviewing and consolidating existing policies and by laws. Positions that report to the include Recruitment & Procurement, Planner, and Desktop Help & Support Administrator. This position reports to the Chief Administrative Officer. Behavioural Competencies Behavioural competencies are how we behave, act, and think in the workplace. They are attained through formal and informal education, training, life and work experiences, and in our relationships. The core competencies required for this position include: Communication Customer Service Innovation Relationship Building Working Strategically Teamwork January 3, 2019 Page 1

2 Key Outcomes and Responsibilities Develop and Implement Long and Short Term Planning Efforts and Organizational Development Strategies, Policies, Programs, and Procedures Lead the research, development, implementation, monitoring, and evaluation of the Municipality s human resources strategies, policies, programs, and procedures; Advise and assist employees and supervisors on interpretation and administration of personnel policies and programs including the Personnel Policy, Collective Agreement, and employment contracts; Oversee the evaluation, classification, and rating of occupations and job positions; Analyze statistical data and reports to identify and determine causes of personnel issues (ex. absenteeism) and develop recommendations for improvement of the Municipality s personnel policies and practices; Provide guidance for change management initiatives and succession planning, and prepare personnel forecast to project employment needs and to accomplish municipal goals and objectives; Prepare and follow budgets for personnel operations; Ensure that all relevant policies, procedures, practices, processes, and systems are in compliance with applicable labour legislation; and Maintain and foster a network of relationship with other municipalities, provincial staff, and academic organizations to obtain and share knowledge in organizational development. January 3, 2019 Page 2

3 Provide a Leadership Role in Managing the Development, Approval, and the Implementation of New Organizational Policies and By Laws, and Review and Consolidate Existing Policies and By Laws. Develop an annual workplan and schedule in collaboration with the Municipal Clerk/Records Manger, CAO, and directors for research and actions required to develop, prepare reports, and make recommendations on the development and implementation of new policies and by laws; Work with the Municipal Clerk/Records Manger, in conjunction with appropriate staff members, to create new organizational policies and by laws; and Work with the Municipal Clerk/Records Manager to review, consolidate, and/or repeal outdated or irrelevant policies and by laws resulting from the dissolutions of the former Towns of Springhill and Parrsboro. Develop, Communicate, and Implement a Supervisory Development Program that Enables Supervisors to Strengthen Supervisory Competencies and Enhance Personal Performance, as Well as to Drive Performance and Accountability for Themselves and their Employees Develop, communicate, and implement a Supervisory Development Program, in partnership with the Municipality s Human Resources Working Group; Develop competencies for setting goals, coaching and motivating, and developing employees; Promote continuous municipal improvement, including personal and organizational goals, to develop leadership capacity; Contribute to the development of leadership through focused development strategies including talent and performance management; and Coach and provide support to supervisors, directors, and CAO for performance management, conflict resolution, personnel issues, attendance management, and terminations. January 3, 2019 Page 3

4 Develop a Training Program for all Staff using the Municipality s Performance Development Plans to Ensure a Systemic and Integrated Approach that Aligns the Performance of Individuals with the Goals and Objectives of the Municipality Provide oversight, maintenance, and development of the Municipality s performance management systems, competency framework, assessment tools, and processes; Develop training programs that are based on regulatory requirements and best practices (excluding occupational health and safety training); Analyze, plan, and implement strategic training and organizational talent development; Support foundational processes including the development and maintenance of competencies and performance assessment tools for all levels of the organization; and Ensure performance management is being leveraged appropriately to drive organizational results. Gather Data in a Manner that Complies with the Municipality s Records Management Policy that Provides Information that Assists in Measuring Success for Position Outcomes and the Preparation of Reports to the CAO. Maintain records in a manner that achieves the objectives of the Municipality s Records Management Policy and in turn promotes organization, retrieval, and the preparation of presentations and reports. Develop and document success measures for each key outcome and responsibility and gather data to assist the employee and CAO in determining the achievement of the key outcomes. Prepare a monthly and an annual report that provide information regarding current priorities, research conducted on position outcomes and responsibilities, barriers encountered, achievements, and supports required to continue progress in accordance with plans. January 3, 2019 Page 4

5 Qualifications This position requires a Master of Public Administration, Human Resource Management, or Organizational Management including expertise in human resources, organizational development, research and qualitative analysis, policy development, and strategic planning. Strong presentation and written and verbal communication skills with individuals at all levels of the organization. Ability to interpret and implement municipal policies and procedures. Professional appearance and manners. A well defined sense of diplomacy, including solid negotiation, conflict resolution, coaching, leadership, people management skills, and commitment to staff privacy. Strong knowledge of current employment law matters considered an asset. Must possess driver s license that is valid in Nova Scotia and may require a Criminal Record Check. Occupational Health and Safety training including WHMIS, first aid, CPR, and due diligence required (or willing to obtain within 12 months or as training available). Terms and Conditions of Employment The Municipality has an approved salary scale for this position. Initial placement and incremental increases on this scale are based on qualifications, experience, and demonstrated ability to perform the responsibilities and achieve the key outcomes of this position. The Municipality s Personnel Policy should be referred to for additional information regarding benefits and terms and conditions of employment. Step 1 Step 2 Step 3 Step 4 Step 5 Step 5 $71,079 $73,317 $75,556 $77,794 $80,033 $82,271 January 3, 2019 Page 5