Role profile. Senior Organisation Development Consultant. Corporate Services Department. Not applicable. Not applicable. Not applicable.

Transcription

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 Senior Organisation Development Consultant Corporate Services Department Waterloo, London Acting head of OD, Internal comms and planning As required by projects As required by projects Not required Occasional travel No Role definition Role purpose This role will be expected to embed cross- departmental Project Management, Agile project management and ways of working, matrix management, ensuring current practice across the departments is identified, further developed, embedded and understood. Working from what has been developed so far, the role will be to develop cross-organisation policy, guidance and training, and to make this available to colleagues through various channels such as internal communication and the Learning Management Systems. The work will need to be developed in conjunction with the change team, departments, and OD colleagues and HRMs. Input will be required to guide the Performance management and development system to support project ways of working, including matrix management and flexible feedback systems. Currently the focus of Vision 2020 includes, agile and project ways of working, and the consultant will be required to deliver in these areas. To design, develop, facilitate and evaluate the delivery of people and organisational development interventions that build capability to enable the business to implement its plans and strategies efficiently and effectively. To build a cross-organisation approach to project management, agile working, through joint working and collaboration. 1

2 To do this by supporting change management initiatives from a systems, process and capacity and people support perspective. Provide expert advice and design solutions to ensure the organisation optimises effective capability building initiatives, structures, skills processes and systems. Consultants are expected to be flexible in their delivery and should have a range of subject matter expertise including knowledge in some / a few areas such as change management, facilitating OD interventions, coaching, learning and development, learning management systems, performance management systems, project management, business analysis and business process mapping for complex projects and business systems. Role context This role is based in the OD function within the Corporate Services Department and is one of a 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. Key outcomes A clear approach to cross-departmental project working, shared by the organisation. Policy and guidance and training / learning support available to the organisation. Development of new ways of working, integrated with the change process, planning and budgeting cycle as well as the performance management system. Interventions that strengthen and build organisational capability are appropriately resourced and delivered within agreed timescales and budgets. Working in collaboration with the Acting head of OD, OD team and the International HR Team and the Change team to ensure successful project delivery and intervention outcomes. This will include contributing to projects and working in matrix management relationships cross organisationally to improve organisational effectiveness. Appropriate capability building interventions are delivered 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 Internal Builds and maintains a network of peers in other organisations to ensure knowledge is up to date and best practice followed. Works alongside and, at times, manages external contractors and consultants. Has external credibility as an expert in implementing project management, matrix management and agile ways of working Represents the department at external meetings. Builds relationships with department SMTs, managers and the change team to build an approach to cross-departmental project working taking into account different views, established practice and needs to define a cross -organisation approach Designs and delivers interventions when required. Liaises with and works closely with other Organisation Development Consultants and the wider team. 2

3 Decision making Works closely with Directors, SMTs and HRMs to ensure capacity building interventions are coherent and aligned with business needs. Within a community of practice model, builds relationships with Organisation Development Consultants to ensure capacity building interventions are coherent and aligned with business needs. Represents the department at internal meetings Is the subject matter expert in project management, agile working and matrix management, and relies on previous experience to design and embed processes. Post holder works to agreed project outcomes, but sets and manages own objectives and priorities, workload to achieve the cross -departmental, organisation outcomes A high level of influencing skills will be required to bring together differencing views and approaches across different departments with their own approaches to managing projects, while recognising where independent approaches can be maintained without detriment to cross-organisation project working. Uses initiative and judgment when making recommendations and designing interventions. Decides 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. Analytical skills Analyses organisation wide information, across all regions, data, systems and processes in support of project delivery, intervention advice and operational change delivery. Is regarded as subject matter expert in designing and embedding project management across different departments, matrix management, connections with performance management. 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. Supports OD consultants in the team. Provides advice and support on appropriate interventions to managers. Person specification Applied skills/knowledge and expertise Essential Graduate level education Personal presence, gravitas and credibility to engage with and, where appropriate, challenge at senior management and Directorate level Ability to design, deliver analyse, assess and interventions that improve the effectiveness of business processes and systems. 3

4 Understanding and experience of People and Organisational Development practice Understanding and experience of implementing Project management and Agile ways of working, including matrix management Understanding and experience in the consultancy cycle and an understanding of the different roles a consultant can play Facilitation skills and experience of designing and delivering a range of group interventions Understanding of the different issues and scenarios arising under the heading of team building and ability to draw upon a range of tools and techniques to develop appropriate bespoke solutions Sound knowledge of MS Office including Word and Excel and database management Project management skills One to one coaching 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 Competency profile LEVEL 3: You are expected to be able to: Build partnerships Manage teams or lead projects supportively, involving others in discussing how to take work forward, helping people feel part of the team and treating everyone equally. Influence others to develop shared understanding and work cooperatively and collaboratively towards common goals where there are different personal or organisational agendas. Develop and maintain new relationships with individuals and organisations to further Christian Aid s aims. Recognise and value differences in people; be ready to challenge assumptions, beliefs or attitudes in self or others. Manage expectations and adhere to what s agreed, by doing what you say you re going to do. Communicate effectively Reflect the needs of different audiences, adapting style, media, timing and pace to communicate effectively. Show understanding of how personal and external factors affect others communication style and needs and seek to manage these differences to ensure that all voices are heard. Clarify expectations and anticipate others interests and potential issues, to help them get involved in debate and dialogue. Steward resources Accept accountability internally and externally for the effective use of Christian Aid resources. 4

5 Before using or commissioning new resources, look for ways to achieve more effective outcomes by using existing resources in a new or different way. Manage resources and workloads to ensure your own and others goals are achieved. Deliver results Create plans with key milestones and measurable outcomes: track progress and adjust to meet the objectives, ensuring others are aware of changes and reasons for them. Ensure individuals and teams understand and agree to work to the overall goals, specific objectives and quality standards. Make recommendations or decisions in the best interest of Christian Aid, involving others as needed both within and beyond your work area. Be willing to take action or make recommendations or decisions in difficult or ambiguous situations. Commit to your decisions and be accountable for them. Show willingness to adapt if your initial decision did not produce the expected result. Realise potential Demonstrate continuing commitment to your own professional and personal development. Use coaching and mentoring skills to support others to develop. Encourage others to give their best by discussing goals and aspirations and recognising achievement. Provide an appropriate level of supervision according to need; know when to provide help and when to give others space to learn. Give constructive and timely feedback to others on difficult or contentious issues. Deal with poor performance directly and sensitively, seeking appropriate and timely advice and support if needed. Strive for improvement Be open to radical suggestions. Evaluate the benefits and risks of new ideas and ways of working and identify ways to reduce risk. Find and implement ways to better support internal knowledge- and information-sharing. Coach others on dealing with resistance to change. Seek and evaluate a range of viewpoints, internal and external, about how Christian Aid could do things better. DATE CREATED (15/02/2017) 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