BUSINESS DEVELOPMENT MANAGER

Transcription

1 Position Description BUSINESS DEVELOPMENT MANAGER Reports To: Location: Chief Executive Officer Kununurra or Halls Creek Travel throughout broader servicing region required Remuneration: Base Salary: circa $75,000 Remote Allowance: Superannuation: 9.25% Annual Leave: Personal Leave: Additional: 10% of base salary 5 weeks per annum 10 days per annum Private Vehicle Use (Limited) Mobile Phone Award: Labour Market Assistance Industry Award 2010 Position Context A key component of the Executive Management Team, the Business Development Manager role is integral to strategic performance of the organisation. The role is accountable for the development and maintenance of the Community Action Plan (CAP), inclusive of the Stakeholder Management Plan and Regional Profiles. The CAP is at the core of the Remote Jobs and Communities Program (RJCP). In consultation with community partners, the Business Development Manager will scope and develop a range of strategic initiatives deriving from the CAP. In addition they will identify, plan and secure new opportunities to diversify business operations. Crucial to the role is building and maintaining proactive stakeholder relationships across Government entities, Indigenous organisations, industry associations, community organisations and the like. About the Organisation and RJCP East Kimberley Job Pathways (EKJP) is a newly formed not-for-profit entity created through a partnership of two well respected organisations Wunan Foundation and East Kimberley CDEP Pty Ltd. East Kimberley Job Pathways has been established to deliver the Federal Government s RJCP Program across the East Kimberley and Halls Creek/Tjurabalan Regions. Administered jointly by the Federal Government departments of DEEWR and FaHCSIA, the RJCP Program commences on 1 July 2013 and is designed to assist unemployed people to obtain jobs and participate in 1 P a g e

2 their communities. RJCP reflects the Government s view that everyone who can work should work to their capacity. Those who are not working should be participating in meaningful activities that will contribute to their communities as well as making them more work ready. Further information on RJCP can be obtained via Key Responsibility Areas KRA 1 You drive partnership and business development including leading the identifying, planning, and securing of appropriate opportunities to diversify our business 1.1 Engage effectively with key community stakeholders across the Region to develop and maintain the Community Action Plan (CAP) 1.2 Project manage initiatives deriving from the CAP ensuring key deliverables are met 1.3 Collaborate with the Executive Management Team to identify opportunities to build and diversify our service delivery and business arms 1.4 Lead the development of tenders, submissions and applications that secure additional and/or diversified resource and services within and beyond the Region 1.5 Using available performance analysis, work with the Executive Management Team to ensure proposals (service models, budgets, timeframes) are feasible, achievable and maximise EKJP s sustainability 1.6 Lead the implementation of new business by assessment of contracts and performance requirements together with the understanding of resource requirements The Community Action Plan is approved by the Minister of FaHCSIA with negligible revision CAP demonstrates a high level of engagement across all stakeholders and is met with sound approval by contributing persons High level of ongoing satisfaction from DEEWR Remote Partnership Managers and Key Community Stakeholders Broad range of activities arising from the CAP are scoped and developed for job seeker activity within established budgetary parameters Tangible contribution, beyond primary responsibility, to the development of the Strategic Plan and the achievement of outcomes In addition this accountability is measured by (but not limited to) o Cumulative results and growth trends of financial reports o Reporting against the Strategic Plan o Working collegially with the Executive Management Team to identify, secure and establish additional and/or diversified services o T he development of high quality successful tenders, applications and submissions consistent with the capacity of the organisation o Improved tender success rate 2 P a g e

3 KRA 2 You lead our people and manage for performance 2.1 Lead a culture of performance and cooperation, according to EKJP s Vision, and Code of Conduct 2.2 Ensure that all people consistently embrace and demonstrate a commitment to the principles and philosophy of EKJP 2.3 Foster an environment of creating people capability and capacity Consistent demonstration of EKJP s values and a commitment to the principles and code of conduct at all times Positive and improving trends in timely and constructive performance management and conflict resolution processes Positive and improving trends in annual staff satisfaction surveys, appraisals, exit interviews and external benchmarks including staff retention KRA 3 You support effective, efficient, performance based management of high quality, compliant and integrated RJCP services 3.1 Support a service delivery culture that reflects positively on the Organisation and is aligned to the Organisation s Vision, Code of Conduct, administrative systems and contractual compliance 3.2 Implement strategies that achieve high performance profile RJCP service delivery, with a particular emphasis on activity development 3.3 Identify and set performance benchmarks, in conjunction with the CEO, that align with industry best practice, that motivate teams to achieve high performance This accountability is measured by external and internal factors that include (but not limited to) DEEWR s Performance Management Framework High level of ongoing satisfaction from DEEWR Remote Partnership Managers Service performance meets and exceeds contractual and organisational requirements including financial performance Results and trends of stakeholder surveys and/or feedback (client, community and staff) 3.4 Identify and support the development and implementation of performance improvement strategies with team members that lead to a positive and measurable impact on service and business outcomes Internal and external audits confirm performance and quality and identify improvement opportunities which are actioned High level of satisfaction from team members for quality of support provided 3 P a g e

4 KRA 4 You contribute to financial and organisational sustainability 4.1 Assist in the development of annual budgets 4.2 Produce and analyse performance data that focus energies on areas for improvement. 4.3 Provide accountability reports, ensuring emerging negative trends are identified and addressed 4.4 Ensure the achievement of benchmarks and performance expectations, thereby ensuring the sustainability of the organisation 4.5 Review service expenditure patterns, and other processes to improve service profitability and efficiency 4.6 Contribute to a culture that ensures our service delivery achieves the Board approved budgets and contributes to the future sustainability of RJCP, particularly through the optimal use of resources (e.g. funding, assets, equipment, staff) 4.7 Lead annual planning, ensuring consideration of the social, environmental and economic impacts of activities and services This accountability is measured by agreed financial measures (e.g. profit, revenue and cost control), the achievement of service targets and compliance with all contractual requirements and includes o Monthly reporting on progress o Reporting against the Strategic Plan o Meeting or exceeding contractual measures Improvements in contract profitability and contract maximisation Appropriate risk management procedures in place KRA 5 You contribute to business excellence and quality 5.1 Foster a culture of continuous improvement through effective staff engagement and education. 5.2 Maintain a high level of understanding of and compliance with legislative requirements including DEEWR contracts and deeds, FaHCSIA funding agreements, relevant guidelines, Codes of Conduct and Organisational policy and procedures 5.3 Participate in continuous improvement of the organisation, reviewing team performance and identifying opportunities for improvement This accountability will be measured by (but not limited to) o High level of understanding and compliance with the quality framework o Number of feedback forms (both internal and external) and the rate of dealing with improvement required as a result of feedback o Understanding and adherence to EKJP s Code of Conduct and legislative requirements o Contribution to the continuous improvement of the organisation 4 P a g e

5 KRA 6 You promote a culturally diverse environment and equal employment opportunities 6.1 Foster an environment of cultural diversity and equal employment through effective staff engagement and education 6.2 Support the understanding of employee behaviour towards cultural awareness, the breaking down of cultural barriers with the emphasis on similarity and appreciation of cultural sensitivity and relevant differences 6.3 Promote staff attendance and support of cultural activities, such as NAIDOC week, Harmony Day and Reconciliation Action Week High level understanding of all policies and procedures and full compliance with such at all times Culturally diverse workforce with high retention levels Results and trends of stakeholder surveys and/or feedback (client, community and staff) KRA 7 You support Workplace Health & Safety 7.1 Actively support EKJP s Workplace Health and Safety systems and initiatives through o Ensuring compliance with EKJP s Workplace Health and Safety policies and procedures to ensure that safety in the workplace is upheld in all day-to-day operations High level understanding of all policies and procedures and full compliance with such at all times Prompt hazard identification reporting and incident/accident notification to designated person/s accountable for WHS management Number of workers compensation claims and lost time injuries Personal and Competency Profile Required Desired Experience and Knowledge Current Drivers Licence (manual) Working With Children Check / National Police Clearance Sound financial reporting and analysis skills Demonstrated ability, skills and experience to operate professionally and collegially at an Executive Management level both internally Qualifications in business/project management or related discipline Experience in or understanding of employment and/or community service programs Understanding of business excellence, quality and service standards 5 P a g e

6 and externally Strategically driven with proven ability in project management, business analysis and performance enhancement initiatives Proven stakeholder management of people and organisations across culturally diverse socio-economic backgrounds Ability to develop and implement workflows, targets and strategies to manage contract performance, profitability and maximisation Understanding of the key performance drivers underpinning the performance framework and an ability to link strategies to financial results Not-for-profit experience Knowledge and understanding of Aboriginal and Torres Strait Islander cultures and understanding of issues affecting Aboriginal and Torres Strait Islander people in contemporary Australian society Good understanding of the Social Services environment in Australia and, in particular, Western Australia Current knowledge or ability to gain knowledge of labour market conditions/opportunities across the service delivery region Track record in delivering business results including identification, development and monitoring new and existing services that achieve stated outcomes Demonstrated ability to acquire knowledge of contracts and contract requirements relevant to EKJP Demonstrated understanding of the key economic, social and environmental drivers that affect the organisation Advanced Microsoft Office Skills with a strong report writing ability 6 P a g e

7 Values and Behaviours An ability and willingness to behave and work in accordance with the EKJP values Personal values including a commitment to a team-based approach to management, a commitment to social justice, cultural tolerance and ethical approaches to work Proven ability to build and maintain effective working relationships and teamwork with managers, peers, member organisations, government bodies and other external parties To be respected as a role model for and mentor to others in regard to maintaining a work culture of integrity and high professional standards Self motivation and achievement orientation A flexible and energetic approach with a commitment to continuous improvement Employee Acknowledgement/Agreement I acknowledge and agree that I have read, understood and accept the above position description as part of the terms and conditions of my employment with East Kimberley Job Pathways. I further understand the position description is designed to provide a general understanding of the role and may encompass additional responsibilities within my experience in order to meet the organisations objectives. Printed Name Signature Date 7 P a g e