JOB AND PERSON SPECIFICATION. Adviser and Head, Organisational Development and Systems

Transcription

1 JOB AND PERSON SPECIFICATION Job Title: Division Grade: Adviser and Head, Organisational Development and Systems Human Resources Division F Reports To: Director of Human Resources Division General Information The Commonwealth Secretariat is the principal intergovernmental body of the Commonwealth, responsible for advancing and achieving the shared goals of the association s 53 member governments in advancing democracy, development and respect for diversity. The Secretariat is headed by the Secretary-General who, as the Chief Executive of the organisation, is responsible and accountable for overall leadership, management and delivery. It has an annual budget of approximately 50 million and currently a staff of approximately 300. The Human Resources Division supports and facilitates the translation of the Commonwealth mission and values and our Strategic Plan into people policies and practice that seek to maximise the potential of our people and to create an environment that people can give of their best. The division leads on the development and implementation of the People Strategy, ongoing HR policy development, review and implementation, resourcing and contract administration for staff in London, New York and Geneva, as well as for consultants and long-term experts for field assignments in the Commonwealth member states. The division also leads on organisational development areas such as performance management, learning and development, people planning, reward management, HR Information Systems, employee relations and change management. Job summary The postholder leads and manages the Organisational Development and Systems Section and manages an HR Officer Systems and Analytics, HR Projects Adviser Pay and Benefits and a Young Professional Programme Officer. The postholder leads on providing an overarching framework and systems to enhance organisational effectiveness and performance and to provide a working environment that engages our staff and maximises on their potential. This includes leading on the development of our learning and development strategy, the use of HR Management Information to inform procedures, plans and investments, the embedding of performance management as part of our results based management

2 and strategies to increase our employee engagement as they impact on organisational performance. Task Description Management and leadership: Develops and manages the Section s financial and people resources through the divisional annual work planning and budgeting exercise. Responsible for the successful delivery of short term outcomes and activities within the Strategic Plan and People Strategy as they relate to the section. Develops a high performing team of HR Advisers and Officers through effective delegation and monitoring and developing staff performance. Is a member of the HR leadership team and supports the Director of HR to shape the strategic direction of human resources in the Commonwealth Secretariat. Shares the deputising for the Director HRD in their absence. Functional Management Organisational Development and Systems Develops the organisation s overall approach to and implementation of learning and development which includes training needs analysis, delivering our core learning programmes such as corporate induction, management development and approaches to career development. Supports the Director of HR on leadership development initiatives. Coordinates the Young Professional Programme s development offer, collaborating with key stakeholders on managing and evaluating the success of the programme. Implement an employee engagement survey within the strategic plan period and assists senior management to address the results and feedback meaningfully. Assist the Director HRD to use the information to guide HR outcomes and indicators for the next strategy period. Oversees the revision and implementation to the performance management system that supports continuous learning, consistent and fair application of appraisal ratings, addresses under-performance and promotes management rigour in managing performance. Provides coaching, facilitation and team building support where required. 2

3 Supports the Director of HRD to review and design reward principles and oversees the HR Adviser -Pay and Benefits work to translate this into a pay and benefits offer that attracts and retains talented staff and Commonwealth Fund for Technical Cooperation consultants. Embeds within the division and with key stakeholders the use of HR Management Information for operational planning and investments and to assist organisational effectiveness review. Ensures the overall effectiveness of HR systems used, collaborating with the HR Operations section for operational maintenance and system enhancements feedback. Collaborates with the Head of HR Operations to develop creative approaches to strengthen our talent streams. Leads on the implementation of the revised Human Resource Handbook, leading on policy development or revisions where required by the Director HRD. Collaborates with other divisions, in particular the Strategic Planning and Performance Evaluation Division, the Gender Section and the Internal Oversight and Quality Assurance Adviser and IT Section on organisational effectiveness and mainstreaming of gender into people policies and behaviours. Assists the Director of HR to embed the new organisational structure with senior managers and the development of corporate behaviours and values that supports the new structure and desired ways of working. Supports the Director HRD to develop the core messages which articulate and promote the organisation s internal and external employer brand. Other Supports Director HRD with planned and ad hoc reporting for Management Committee, Strategic Human Resources Committee, Committee for Corporate Services, Audit Committee and other corporate governance requirements. This is so that hotspots are identified and that the organisation has a sound basis for actions and decisions on people matters at the strategic level. Attends such committees as required. Adheres to the Gender Equality values of the Commonwealth as enshrined in the Charter and Secretariat s Gender Equality Policy. Performs any other duties as may be required from time to time. 3

4 Person specification Education: A first degree in any subject from nationally recognised institutions. A post graduate qualification in human resources management, learning and development, organisational behaviour, organisational development, organisational psychology or other disciplines relevant to the post. Full membership of a nationally recognised professional human resource body such as CIPD, SHRM etc. obtained through professional experience and/or educational route. If an applicant does not have this, continuous professional development will need to be fully evidenced. Desirable: Professional qualification or training in coaching, facilitation and or mediation skills. Experience and knowledge: Ten years or more progressively senior experience in human resources management including a minimum of five years at senior HR level. Experience of working within an international organisation and in cross cultural environments. Experience of managing and developing high performing HR teams, of providing coaching and mentoring to individuals such as line managers and staff and of talent development. Experience of specifying, procuring, designing, delivering and evaluating learning and development programmes including leadership and management development programmes. Awareness of the latest trends in learning, leadership and management development, and engagement strategies. Experience of successfully using a variety of OD tools to increase organisational effectiveness and employee engagement, manage change processes and to develop organisational design, workplace culture and teams. Experience of being a facilitator and coach in the workplace. Experience of using HR management information and metrics to inform HR strategy and operational plans, policies and approaches. Knowledge of reward and recognition as they relate to employee engagement and performance. Experience of managing budgets and of managing suppliers. Experience of using HR systems and other technology to enhance HR services. 4

5 Desirable: Experience of developing employer brand propositions. Experience of designing career development strategies within an international setting. Experience of overseeing HR Systems 5

6 Competencies Applicants should be able to demonstrate: Respect for Diversity Works effectively with people from all backgrounds. Treats all people with dignity and respect. Treats men and women equally. Shows respect and understanding of diverse points of view and demonstrates understanding in daily work and decision making. Examine own biases and behaviours to avoid stereotypical responses and does not discriminate against any individual or group. Challenges others to rectify biases in behaviour, systems & process Communication Ensures information is communicated to and from the top level and filtered through the appropriate channels Communicates effectively with and gains understanding of top level stakeholders e.g. Heads of member states Planning & Analysis Effectively assesses and advises on major programmes / activities at a divisional level Balances focus in order to deliver both Commonwealth Secretariat and member states goals Ability to interpret incomplete and/or ambiguous information Effectively analyses and assesses new or uncertain critical situations Adapting and Innovating Identifies opportunities to improve Commonwealth Secretariat structures, processes and/ or outputs, and influences others towards those goals Identifies with and considers member states perspective and directs initiatives aimed at improving the services provided to them Adhering to Principles & Values Sets example and embodies Commonwealth Secretariat principles and values Demonstrably protects the reputation of the Commonwealth Secretariat Interprets and implements Commonwealth Secretariat principles and values 6

7 Leadership & Development Mentors a number of employees at a senior level Recognises the talent in the Commonwealth Secretariat, seeking to develop, support, and grow it Directs the energy of the organisation towards a common goal Provides an example to others by demonstrating moral courage in the face of challenging circumstances 7