Principal Organisational Development Advisor

Transcription

1 Principal Organisational Development Advisor Human Resources, Shared Services The Principal Organisational Development (OD) Advisor provides thought leadership and direction on our approach to making Internal Affairs a high performing organisation and a great place to work so that we are positioned to meet our strategic ambition and respond to the changes we face as part of a dynamic Public Service. Reporting to: Manager Organisational Development Location: Wellington Salary range: Corporate J Band What we do matters our purpose Our purpose is to serve and connect people, communities and government to build a safe, prosperous and respected nation. In other words, it s all about helping to make New Zealand better for New Zealanders. How we do things around here our principles We make it easy, we make it work Customer centred Make things even better We re stronger together Work as a team Value each other We take pride in what we do Make a positive difference Strive for excellence Working effectively with Māori Te Aka Taiwhenua our Māori Strategic Framework enables us to work effectively with Māori. We accept our privileged role and responsibility of holding and protecting the Treaty of Waitangi / Te Tiriti o Waitangi.

2 Develop the OD work plan Working with the HR Director and OD Manager and key stakeholders, support the development of the Department s Workforce Strategy. Lead the development of the OD Plan, based on a sound understanding of both the Department-wide and branch workforce needs, and requirements and the wider public sector drivers. Design, develop and deliver OD activities Lead the design, development and implementation of OD activities, including culture initiatives, capability and leadership development frameworks and content. Engage appropriated external providers and manage their delivery and performance in line with the contracted statement of work and budget. Ensure successful delivery and facilitation of events, workshops and programmes in collaboration with HR and SSB colleagues. Working with the HR Business Partners and HR Advisory team, support managers to roll out of new OD interventions to their people. Lead the development and maintenance of OD policies and frameworks that support the OD Plan. Ensure all robust outcomes and measures are designed into all OD activities and that those activities are regularly monitored, evaluated and reported on. Ensure that evaluation findings are considered and that plans to address findings are developed and implemented accordingly. Use the HR commissioning suite of tools to ensure OD projects are effectively scoped, resourced, designed, developed, implemented and evaluated to a realistic timeline. Identify opportunities to continuously improve OD activities and feed these into the annual OD Plan and/or ensure implementation of solutions. A Workforce Strategy (and actions) to deliver the Department s workforce needs over a four year period exists An OD plan, including activities to support the wider Department and branches, is developed annually and is aligned with the OD budget New and updated/improved OD activities are captured in the OD plan and are appropriately scoped (including robust stakeholder analysis) and delivered to time and budget External providers are engaged, following the Department s procurement guidelines and they deliver quality products to time and budget OD activities are effectively monitored and their impact can be demonstrated through the measures in place The Business Partners and HR Advisors support the effective implementation of OD activities Page 2 of 5

3 Provide thought leadership and coaching Research and maintain an expert knowledge of OD trends and sector activity and ensure they are translated into pragmatic solutions for DIA. Lead the work programme and professional development of the OD Advisor, with support from the Manager OD. Drive the professional development of OD capability within the wider HR team. Manage the quality of OD work through oversight, coaching and professional development of OD and HR colleagues. Support the L&D team to ensure their programme of work aligns to the workforce strategy, branch workforce plans and the OD frameworks and policies. Provide OD Advice to our customers Provide subject matter expert advice to business managers and HR colleagues. Follow through on ad hoc queries from business managers, in collaboration with the HR Business Partners and Advisory team. Provide advice and guidance on alignment between Branch specific OD needs and departmental approaches and priorities. Ensure business managers are supported in their needs for specific OD interventions in collaboration with the HR Business Partners and Advisory team. Effectively engage with our key stakeholders Work collaboratively with HR colleagues, business managers and external providers to ensure that all OD activities are designed with the customer in mind, are pragmatic and align with DIA s Principles and Behaviours and how we do things here. Develop and maintain strong relationships with a variety of stakeholders (as outlined in the next section) aimed at: Maintaining credibility and respect of OD activities and getting buy-in to initiatives and solutions from HR colleagues and managers. Fostering feedback from customers A strong employer brand Managing potential risks effectively Maintaining up-to-date knowledge about developments in the wider NZ government Realising opportunity for internal and external DIA s OD activities are pragmatic and fit for our purposes and underpinned by good practice The OD Advisor has a clear programme of work and is supported to deliver the plan while increasing their capability The wider HR team has a sound understanding of OD and their role in using OD tools to build capability across the business The wider L&D programme aligns to wider OD frameworks and policies Business managers understand how the OD plan will deliver on their branch/group needs Business managers and the wider HR team receive timely pragmatic advice to support their unique needs All OD activities developed with input and involvement from the users and wider HR team Stakeholders are engaged with the OD plan and understand how it supports their and the wider department s needs DIA s OD activities are well received and used within the business and our advice is sought after across the wider sector Page 3 of 5

4 Advise Collaborate with Influence Inform Manage/ lead Deliver to The Department of Internal Affairs collaboration. Keep yourself healthy safe and well Work safely and take responsibility for keeping self and colleagues free from harm Report all incidents and hazards promptly Know what to do in the event of an emergency Cooperate in implementing return to work plans A safe and healthy workplace for all people using our sites as a place of work. Health and safety guidelines are followed Who you will work with to get the job done Colleagues in the OD and wider HR teams Executive Leadership Team Internal Business managers Governance Committee and Talent Boards Corporate Services partners External Colleagues in other government agencies OD and L&D Providers LDC and SSC Your delegations Human Resources and financial delegations Level Z Direct reports 0 Your success profile for this role At DIA, we have a Capability Framework to help guide our people towards the behaviours and skills needed to be successful. The core success profile for this role is Specialist. Keys to Success: Problem solving Critical thinking Interpersonal savvy Navigating complexity Communicating with influence Technical and specialist learning What you will bring specifically Experience: Senior experience in an OD and/or HR principal advisory role, including: Analysing, designing, developing, delivering, implementing and evaluating OD activities and frameworks Working with a range of generic capability and OD tools and frameworks Leading projects Working at a strategic level within a large organisation Managing a wider range of relationships Knowledge: In-depth understanding of organisational development and change management models and strategies Page 4 of 5

5 Your success profile for this role What you will bring specifically In-depth understanding of methods for needs analysis, facilitation techniques and evaluation frameworks Understanding of policy development and planning processes Other requirements: A tertiary level qualification in HR or a related discipline HR Institute of NZ member (or equivalent) is desirable Page 5 of 5