Legal, Research and Monitoring Team. Policy and Advocacy Team Human Rights Communications Team Research and Analytics Advisor Other Commission staff

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1 ROLE TEAM LOCATION SALARY BAND Legal Adviser Legal, Research and Monitoring Team Auckland C PURPOSE OF THE POSITION To provide support and assistance to the Senior Legal Advisers and Chief Legal Adviser and to assist with legal advice and research across a wide range of human rights related issues. PURPOSE OF THE TEAM To provide an expert legal, policy, research and evaluation service for the Commission by undertaking legal interventions, contributing to Commission inquiries and guidelines, and making strategic interventions in legislative, regulatory and policy processes. The team also monitors and reports against human rights indicators, and undertakes human rights education on behalf of the Commission. WORKING RELATIONSHIPS RELATIONSHIP Reports to Internal POSITION Chief Legal Adviser Commissioners Chief Executive, Managers Legal, Research and Monitoring Team Policy and Advocacy Team Human Rights Communications Team Research and Analytics Advisor Other Commission staff External Officials (key decision makers and influencers) of public and wider state sector agencies, non-governmental organisations, and businesses. Members of the OPCAT National Preventive Mechanisms Direct Reports None FINAL 26 January 2017 Page 1 of 5

2 ORGANISATIONAL VALUES KEY ACCOUNTABILITIES a Provide support for Commission staff and Commissioners in relation to allocated activities, as required. b Assist with drafting and preparation of Commission submissions (legal and policy) and Commission reports c Undertake general research to support the work of Commissioners and Commission staff d Identify opportunities for Commission involvement in the development of new policy, law and practice e Develop and maintain good relationships with government agencies and civil society groups f Contribute to preparation of Treaty body reports as required. g Assist with monitoring associated with the National Plan of Action for Human Rights h Identify emerging human rights issues and trends and undertake general monitoring and evaluation activities as allocated. i Complete own work tasks, including other research and reporting as required, as set out in the annual work plan or assigned by the direct manager j Provide information required for internal monitoring, reporting and communication; k Receive on a rostered basis members of the public who drop in to the office with complaints and enquiries l Understand Human Rights Commission health and safety policies and relevant procedures and applies them to own work activities FINAL 26 January 2017 Page 2 of 5

3 PERSON SPECIFICATION Qualifications & Training: Experience: Minimum: A relevant University legal qualification minimum LLB a A minimum of 2 to 5 years of relevant experience is required. A background in human rights, and an understanding of the public policy issues and community attitudes relating to human rights and harmonious relations between people in NZ b Knowledge of the international human rights framework and international treaty bodies. c Knowledge of human rights law specific expertise is desirable in at least one of the Commission s priority areas including race relations, indigenous rights, human rights dimensions of the Treaty of Waitangi, Equal Employment Opportunities, and the rights of disabled people, sexual minorities, women, children and prisoners. d Proven expertise in research, analysis, monitoring and evaluation methodologies, e Demonstrated ability to prepare clear and persuasive written material, and to produce substantive reports f Demonstrated experience in project management g Experience in managing internal and external relationships with a variety of audiences in a challenging environment, and demonstrated success in building relationships and gaining the support and participation of audiences h Understanding of, and an ability to operate effectively in, the dynamic and challenging political environment in which the Commission operates i Competence in Microsoft office suite Personal Attributes: Intellectual Capacity a Demonstrated ability to think legally, analytically, conceptually and laterally b makes links between diverse pieces of information FINAL 26 January 2017 Page 3 of 5

4 Building and Sustaining Relationships a establishes and maintains positive relationships with audiences, internally and externally b provides an audience-orientated service for diverse groups of people c demonstrates understanding of the Treaty of Waitangi and its relevance and application to the work of the Commission d demonstrates personal commitment to human rights and harmonious relations Conduct a understands the role and nature of a national human rights institution and the conduct required of its members b displays the highest standards of personal and professional behaviour c models behaviours consistent with the Commission s values and holds others accountable for those behaviours d displays a high degree of consistency in personal behaviour with a reputation for absolute trustworthiness e shows good judgement and discretion f demonstrates commitment to continual professional development Effective Communication a employs clear and effective two-way communication, spoken and written, with a wide range of people and in all situations, in order to listen, to persuade, and to influence others b strong interpersonal skills to work collaboratively with all stakeholders Flexibility and Innovation a demonstrates a flexible and innovative approach to problem solving and decision making with a capacity to develop and deliver effective solutions FINAL 26 January 2017 Page 4 of 5

5 The Human Rights Commission has four major statutory functions: to advocate and promote respect for, and an understanding and appreciation of, human rights in New Zealand society; to encourage the maintenance and development of harmonious relations between individuals and among the diverse groups in New Zealand society; to provide an enquiries and complaints service, and to promote equal employment opportunities. We do not discriminate in our hiring practices and, in order to build a strong and diverse workforce, actively seek a diverse applicant pool. FINAL 26 January 2017 Page 5 of 5