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1 Role profile Basic information Job title Department Location Reports to (Job Title) Matrix manager if applicable (Job Title) Direct reports (Number or ) Overall people management responsibility (Number or ) Matrix management responsibility (Number ornot applicable) Budgetary responsibility (Amount or ) Child protection clearance required (if applicable, Standard/Enhanced) Expected travel per annum On call/unsocial hours Organisation Development Officer Corporate Services Department Waterloo, London Acting head of OD, Internal comms and planning As required by projects - Organisation Development consultants As required by projects Not required Occasional travel No Role definition Role purpose To support the OD function in delivering the annual priorities by managing and maintaining systems including the Learning Management Systems, Performance Management and SharePoint. To administer and maintain, make available to staff: training and learning material, development interventions such as coaching and Action learning sets that build capability to enable the business to implement its plans and strategies efficiently and effectively. To support the function in convening events and interventions, and maintaining learning material related to the delivery of priorities such as Project management Consultants are expected to be flexible in their delivery and the post holder should have a range of subject matter /knowledge in a few areas such as change management, facilitating OD interventions, coaching, learning and development, learning management systems, performance management systems. Currently the focus of Vision 2020 includes digital first, agile and project ways of working, and the consultant will be required to consider these areas in their role. 1

2 Role context This role is based in the OD function within the Corporate Services Department and is part of team of internal consultants directed and commissioned by the Acting Head of OD. The team delivers a range of consultancy and project based services in the areas of people and organisational development and organisational effectiveness. This role will be expected to focus on supporting the systems and administration of various areas including: the learning management systems, the learning portal - SharePoint and the performance management system. There may also be responsibility for involvement in some project management of corporate improvement projects that are led by the department, as well as contribution to cross- organisation projects Key outcomes Working in collaboration with the OD team to ensure successful delivery of key areas and projects. This may include contributing to projects and working in matrix management relationships crossorganisationally to improve organisational effectiveness. Appropriate material is maintained to a high quality, measured by delivery of agreed outcomes, user experience, participant and internal customer satisfaction. Innovative, creative and cost-effective processes, tools and resources are designed, developed and delivered which are appropriate to the needs, vision and plans of the organisation and CS department. Role requirements Relationships External Builds and maintains a network of peers in other organisations to ensure knowledge is up to date and best practice followed. Works alongside external contractors and consultants. Internal Builds relationships with department managers to deliver as required. Liaises with and works closely with other OD Consultants and the wider team. Within a community of practice model, builds relationships with OD Consultants to ensure delivery is aligned with business needs. Represents the department at internal meetings Decision making Post holder works to agreed objectives and priorities but manages own workload to achieve these. Uses initiative and judgment when making recommendations on interventions. Decides, supported by OD team and manager, on the techniques to be deployed in undertaking assigned work. Recommends best course of action and takes responsibility of delivery of projects. Collaborates in decisions on latest methodologies and business processes to improve the team s performance. 2

3 Analytical skills Analyses organisational data, systems and processes in support of project delivery, intervention advice and operational change delivery. Developing self and others A demonstrable reflective approach to personal learning. Actively seeking feedback from others and acting upon it to improve personal performance. Ability to manage own emotional state in situations of stress and potential conflict and support and encourage others to do the same. Develops others skills by leading and/or sourcing appropriate interventions. Provides advice and support on appropriate interventions to managers. Person specification Applied skills/knowledge and expertise Essential Graduate level education Personal presence and credibility to engage with and, where appropriate, challenge at peer level Ability to support interventions that improve the effectiveness of business processes and systems. Understanding and experience of People and Organisational Development practice Understanding and experience of Learning management systems and learning theory Understanding of the different issues and scenarios arising under the heading of learning and ability to draw upon a range of tools and techniques to develop appropriate solutions Sound knowledge of MS Office including Word and Excel, SharePoint and and Learning management systems Project management skills Desirable Post graduate qualification in HRM or people and organisational development practice Experience of HR and/or people and organisational development consultancy in the not-forprofit sectors IT competency required Intermediate 3

4 LEVEL 2: You are expected to be able to: Build partnerships Take on different work when necessary to achieve a team or organisational goal. Actively consult with others to ensure you understand their needs or goals. Listen to and take on board fresh perspectives and views, even if you initially disagree with them. Maintain relationships with individuals and networks, based on mutual understanding and respect. Communicate effectively Make complex things simple for the benefit of others. Actively listen and question to check your understanding and draw out others when they are not expressing themselves clearly or seem to be holding back. Be sensitive to what others may be feeling, based on what they say, how they say it and their non-verbal behaviour, adapting your approach accordingly. Address difficult issues when they arise, being honest and open. Steward resources Implement ways to reduce inefficiency in use of resources or pass the ideas on to someone who can make them happen. Estimate the resources needed to achieve your own work plans or objectives and deliver them in the most efficient and cost effective way. Set and communicate realistic timelines for achieving tasks, working out how best to adapt if priorities change or unforeseen circumstances arise. Deliver results Prioritise, plan and monitor your work to meet your own and team deliverables to agreed standards. Acknowledge others priorities whilst being prepared to say no if there are genuine reasons why their needs cannot be met. Use logical processes and relevant tools and techniques to report on information or analyse options. Make timely and considered recommendations or decisions based on analysis of available data, information and evidence. Realise potential Evaluate your own work and actively address gaps in knowledge and skills, without prompting. Recognise how you react to feedback and manage reactions positively, acting on specific feedback from others. Share your knowledge where it will help others to be more effective. Provide instruction, constructive feedback and guidance to others to help them learn. 4

5 Strive for improvement Constructively challenge existing practice. Seek better ways of doing things, taking into account the possible implications. Make positive suggestions on a way forward when faced with challenges, even if these fall outside the scope of your own work. Look inside and outside Christian Aid for new ideas and evaluate their potential for your own work. Further details of specific tasks and duties will be agreed with the line manager as part of the performance agreement. Any reasonable duty may be assigned that is consistent with the nature of the job and its level of responsibility. This role profile is not prescriptive; it merely outlines the key behaviours the role-holder requires to be successful in the role; the key behaviours and responsibilities are subject to change. Any changes will be made in consultation with the role-holder. You will be expected to abide by the Code of Conduct, policies and procedures within Christian Aid which may be updated from time to time. You must be in sympathy with the aims, beliefs and values of Christian Aid as it seeks to work on relief, development and advocacy for poverty eradication. 5