Position Description

Transcription

1 Position Description Title Position Classification: Salary Range: Status: Position written on: Position written by: Manager Workforce Planning Local Government (State) Award: Executive Band 4 Level 2 Grade 38 to Grade 44 Full time 16 September 2014 Director City Strategy Division: Department: Section: Reports to: City Strategy Workforce Planning N/A Director City Strategy Special Conditions This position is required to attend Management Services Committee Meetings and other after hours meetings from time to time. Claims for overtime for attendance at these meetings is in accordance with the Overtime Clause (see sub-clause relating to Executive Band positions) of the Local Government (State) Award. Pecuniary Interest disclosures are required. This position has delegations under the Local Government Act (1993). Page 1

2 1. PURPOSE OF THE POSITION The Manager Workforce Planning is responsible for aligning the Council s workforce to meet organisational needs and to ensure that the correct tools are available to support employees in both adapting to, and meeting the needs of organisational growth and identified strategy. The position is required to lead, implement and measure integrated organisational development programs to achieve a high performance culture. 2. KEY RESPONSIBILITIES 2.1 Workforce Strategic Planning Design an appropriate workforce planning process within the integrated planning requirements of the Department of Local Government Develop a strategic workforce plan including strategic analysis, forecasting, risk analysis and strategy development Translate the workforce strategy into robust, practical plans which cover attraction, retention, development, talent management and performance management Oversee and manage the development of best practice people polices, systems and processes aligned to the strategic plan ensuring consistent application and implementation across the organisation Evaluate the implementation of the strategic plan by tracking change and analysing its impact on the organisation and implementing recommended improvements Provide advice on the organisational structure and apply effective organisation design principals and change initiatives to ensure optimal performance 2.2 Organisational Culture Clearly align the culture of the organisation to the vision and strategy of the organisation so that employees are inspired to do their best Lead and co-ordinate employee culture activities, inclusive of coordinating employee surveys analysis and recommending related action planning following survey periods Drive the creation of a high performance work culture that delivers safe, robust and values based culture Be a change agent leader, including the implementation and measurement of organisational improvement strategies 2.3 Talent Management Identify and administer relevant management development tools to assist in building effective workforce and leadership capability Create an organisational rewards system that ensures best practice in performance management and encourages developing leaders and rewards achievement Lead the annual remuneration review process Page 2

3 Partner with organisational leaders/managers to identify, develop and retain talent Develop and maintain a learning and development framework 2.4 Operational Human Resource Management Ensure that accurate and timely advice, sound guidance and support is provided on Local Government Award Interpretation and employment legislation/employment relations matters Lead negotiations with employees and representatives Ensure that efficient salary administration practices and procedures are developed and maintained Develop and ensure implementation of Council s EEO Management Plan Ensure effective recruitment and selection practices are developed, maintained and followed Manage and leverage HRIS information systems 2.5 Other duties Other duties may be allocated by Director or General Manager. These will be in accordance with the employee s range of skills, competence, training and/or experience or be part of a training/development plan. Note: Key tasks include, but are not limited to, those tasks associated with each of the above areas of responsibility. 3. KEY CORPORATE RESPONSIBILITIES 3.1 Council s Vision and Core Values Uphold and promote Council s Vision for making North Sydney a more satisfying place for people. Behave in a manner consistent with Council s Core Values: Provision of services to the community though co-operation and understanding. Responsive government based on open government and community participation. Honesty and integrity in all we do. Fairness and equity. Innovation and excellence. Responsive and responsible regulation. 3.2 Best Value and Continuous Improvement Provide best value to the community by applying a continuous improvement philosophy. Identify ineffective and/or inefficient processes and recommend improvements. Capitalise on changes so as to increase effectiveness and efficiency. Undertake to learn from the workplace experience. Participate in learning and development activities as/when appropriate and then apply the learned skills/knowledge on the job. Identify and report to management any obligations, risks and opportunities facing Council. 3.3 Council s Policies and Procedures Page 3

4 Comply with all Council policies and procedures that are relevant to the position. Identify where these are out-of-date and where improvement is needed. 3.4 Customer Service Promote a professional and positive image of Council in accordance with Council s Customer Service Policy. Take a pro-active approach to providing excellent customer service to both internal and external customers. 3.5 Organisational Sustainability Consider sustainability - economic, environmental, social and governance factors - in all activities and decision making in accordance with Council s Organisational Sustainability Policy and procedures. 3.6 Community Engagement Comply with legislative requirements and Council s Community Engagement Policy and related procedures regarding the identification and implementation of consultation opportunities to ensure that stakeholders are consulted on matters of relevance to them. Ensure Council s Core Value of open government and community participation is upheld. 3.7 Record Keeping Undertake responsible and accountable practices for keeping full and accurate records and information for all corporate activities and decisions. 3.8 Equal Employment Opportunity Comply with the requirements of the Anti-Discrimination legislation and Council s Policies and Procedures relating to EEO and Anti-Discrimination. Take appropriate action to ensure an harassment-free workplace. 3.9 Ethical Conduct Comply with the requirements of Council s Code of Conduct. Take appropriate action to ensure a workplace free from corruption, maladministration and serious and substantial waste Work Health and Safety Observe safe work practices and operating procedures and comply with the requirements of the WHS legislation and Council s Policies and Procedures relating to Work Health and Safety. Take appropriate action to ensure a safe and healthy working environment for self and others. In particular, show leadership: in the identification and control of WHS risks in the workplace; in planning for the return to work of injured/ill employees and developing and implementing the Return-to-Work/Injury Management Plan of injured/ill employees, including - if necessary - the provision of alternate duties for employees from other departments; if injured/ill, co-operate with management in developing/implementing the Returnto-Work/Injury Management Plans. Page 4

5 3.11 Statutory Obligations Ensure that all statutory obligations are met in an appropriate and timely manner and are applied fairly and impartially Team Work Support and promote teamwork through: co-operation; communication; sharing of relevant information; provision of responsive and accurate advice; maintenance of effective liaison with other employees within own team and across Council as/when appropriate Staff Management Manage the work environment within the span of control to ensure subordinate staff meet all Key Corporate and Operational Responsibilities Take appropriate action to manage performance and behaviour in the workplace. Apply Council s Performance Management & Assessment process to provide feedback to employees 3.14 Financial Management Provide input into budget/operating plan and recommend objectives, in the area of responsibility, for inclusion in the Division s overall budget/operating plan and Management Plan Manage financial performance against the budget/operating plan and act appropriately upon trends and variances in a timely manner to ensure the effective and efficient achievement of all budget and plan objectives 4. CONTACTS ARISING FROM THE POSITION Reports to: Director City Strategy Supervises: Directly: 4 Indirectly: 0 5. SELECTION CRITERIA Essential Tertiary qualifications in a relevant field e.g. Human Resource Management, Industrial Relations or Behavioural Science Extensive relevant experience in human resources management Strong current knowledge of employment legislation Sound experience in the management and resolution of industrial matters Ability to effectively lead a professional team Problem solving, strategic and analytical skills Excellent written and verbal communication skills Page 5

6 Conflict resolution and negotiation skills Ability to develop and implement Human Resource policies and programs Computer literacy Employee only: I have read and understand the contents of this position description and undertake to meet the responsibilities in an appropriate manner. Employee s Name (printed).. Employee s Signature. Date.. Page 6