Senior Manager People, Capability and Culture

Transcription

1 Position Description April 2018 Position description Senior Manager People, Capability and Culture Section A: position details Employment Status: Remuneration: Location: Hours: Contract details: Full Time Level 3, Neami Senior Management and Specialist Remuneration Structure Total package circa $160,000 to be negotiated based on skills and experience Neami Head Office, Preston Monday to Friday 9:00am 5:30pm, some flexibility Three year maximum term contract Organisational context The Neami Group provides community-based recovery and rehabilitation services that support people living with mental illness to improve their health, live independently and pursue a life based on their own strengths, values and goals. Our vision is full citizenship for all people living with a mental illness in Australian society. Our mission is to improve mental health and wellbeing in local communities across the country. The Neami Group is made up of the organisations Neami National and Mental Health and Wellbeing Australia (Me Well). Neami National is one of Australia s largest and most innovative mental health providers and in 2018, Neami National celebrates 31 years of supporting people living with mental illness. Established in 2016, Me Well is a wholly owned subsidiary of Neami National and a provider of specialist mental health services under the National Disability Insurance Scheme (NDIS). The Neami Group is committed to demonstrating the highest standards of safety and quality across all of our services. Quality, safety and clinical governance activities are key components of the role and responsibilities of all staff and an essential process in the provision of safe and high quality support services. We acknowledge and value diversity and inclusion we know that it makes our teams, services and organisation stronger and more effective. We are a smoke free organisation. neaminational.org.au 1 of 7

2 Position overview Reporting to the General Manager Corporate Services, this key role leads People, Capability and Culture strategic development and has operational oversight of the function. We are entering a time of continuing change and sector reform with the introduction of the National Disability Insurance Scheme and other changes in the external landscape. We recognise that our workforce is our greatest asset, and this is important now more than ever. This position plays a critical role in translating organisational strategies and initiatives into people and capability related projects, with the key mandate to embed initiatives that foster a positive organisational culture of engagement, aligned to our values. The role will oversee the ongoing development of the People, Capability and Culture function comprised of: People Services - led by the Manager of People Services, this team of 4 provides recruitment and employment services and support to staff and hiring managers across Australia Business Partners led by the Manager, Capability and Culture along with 3 Business Partners. This team collaborates with managers to support, advise, and build local capacity to address people, capability and culture issues and to ensure that HR services are accessible to staff Project staff as required In this senior leadership role we are looking for an intuitive and successful communicator and relationship builder with: Transformational and authentic leadership qualities Proven ability to translate strategy into action A track record in managing change in complex organisations Innovative and contemporary ideas on leadership, culture and change practices A strong working knowledge of key HR and IR functions On offer for the right candidate is an attractive package with benefits, dynamic team of forward thinking peers, and a future focused, socially minded organisation committed to innovation. Period of employment Three year maximum term contract, subject to a 6 month probationary period. The Senior Manager People, Capability and Culture is required to participate in meetings outside of ordinary work hours as well as travel interstate as required. Accountability The Senior Manager People, Capability and Culture is accountable to the General Manager Corporate Services. Conditions of employment The terms and conditions of employment will be in accordance with the Senior Management and Specialist Remuneration Structure , and set out in an individual contract of employment. The package includes an attractive salary, superannuation and access to generous salary packaging. Core requirements prior to any offer, or commencement of employment: Criminal record checks are mandatory for all new appointments. Neami National will cover the cost of an Australian police check. Where a new employee has lived outside of Australia for 12 months or more within the last 10 years, the cost of an International check will be borne by the applicant (~$142.00). You must maintain a right to work in Australia, in the position and location of employment during your employment with Neami. You must comply with all terms of any such grant of a right to work in Australia. 2 of 7

3 Section B: application procedure To discuss the positon please contact: Name: Sacha Miezis Title: Acting General Manager Corporate Services Contact Phone Number: or (03) Applications should include a CV and a Cover Letter (max one page) explaining your interest and suitability for the position and working at Neami National. You do NOT need to provide a written response to the individual selection criteria. To apply, please: Include three current referees. Refer to the Job tab on our website to submit your application. Ensure the files are in Word (.doc) or Adobe Reader (.pdf) format. Closing date for applications: Sunday 22 nd April 2018 ** Interviews will be held week of 1 May 2018 Please visit for more information on our organisation, services and other employment opportunities around Australia. 3 of 7

4 Section C: key responsibilities Leadership and Culture Promote the vision, mission and values of the Neami Group to internal and external stakeholders Provide leadership in fostering an open, positive workplace culture by role modelling behaviour that reinforces the Neami Group values Foster innovation by promoting an ideas culture, taking considered risks to translate opportunities into practice Motivate and inspire the People, Capability and Culture team in the attainment of quality, promoting a business partnering approach Support, coach and mentor the People, Capability and Culture leaders and assist them to reflect on their leadership and management practice Strategy Working with the Executive and National Leadership Team, provide strategic guidance and leadership to design and implement People, Capability and Culture initiatives that achieve organisational strategic objectives with the following focus: Develop and implement the People, Capability and Culture Framework and Strategic Plan Support and build local leadership capacity Identify talent and develop emerging leaders Improve performance development systems and integration with learning & development Oversee the implementation of the Workplace Health and Wellbeing strategy Monitor and develop responses to enhance staff engagement Engage with line managers & senior leaders to develop mechanisms to identify and celebrate local workplace culture, leveraging this to achieve healthy staff teams and improved outcomes for consumers Guide future Enterprise Agreement development and industrial relations strategy Monitor changes in external environment (including workforce supply issues, policy directions of workforce peak/advocacy bodies, contemporary research on leadership, culture and change. industrial/whs legislative developments, etc.) and develop appropriate strategic responses Apply an innovation and continuous improvement approach to the review of policies, procedures and practices, ensuring practicality, simplicity, relevance, and compliance with legislative and regulatory obligations Operations Ensure advice and support across the employment life cycle is consistent with best practice approaches to recruitment and selection, engagement, culture and wellbeing, coaching and talent development, remuneration and benefits, performance management, IR, and WHS Embed systems and processes that validate the Neami Group values, promote empowerment and ownership, are efficient, flexible, user friendly, and underpinned by lean processing principles Project manage, or oversee the project management of, key initiates and projects related to People, Capability and Culture, ensuring implementation on time and on budget Ensure systems are in place for review and evaluation of key initiatives, projects and work practices 4 of 7

5 Monitor progress against financial targets and ensure priorities are established and met Monitor KPI s for day to day operations Monitor risks related to People, Capability and Culture, and develop appropriate control measures and mitigation strategies Provide reports and presentations to senior management and the Board as required, including a bimonthly report to the GM Corporate Services detailing progress against KPI s for operations, progress on key projects, performance to budget, and organisational risks and opportunities Ensure direct reports in the People, Capacity and Culture leadership team are aware of and adhere to Neami Group mission, vision, values, policies, procedures and practices 5 of 7

6 Section D: key competencies Creating diverse staff teams The values, skills, attributes and commitment of our staff are key to our success and reputation as a national mental health service that provides high quality support services to people living with a mental illness. We are strongly committed to further developing and diversifying our work force as part of our strategic directions. We celebrate multidisciplinary teams and value the rich skills and experiences brought by applicants from a range of sectors and professional backgrounds. Further depth is brought by those from diverse cultural backgrounds, Aboriginal staff, and those with lived experiences of mental illness and recovery, all of whom are strongly encouraged to apply for any roles that match their skills and interest. The following competency criteria will inform our selection decision: Selection Criteria: The following criteria will inform our selection decision for this role: Transformational and authentic leadership qualities, with proven ability to lead and inspire staff in an environment of change Robust knowledge of key Human Resources and industrial relation functions and ability to assess and manage industrial risk Significant relevant experience, skills and qualifications in Leadership, Organisational Development, Human Resources, Industrial Relations or a related field, and ability to flexibly apply a range of management styles and strategies appropriate to the situation Proven ability to translate strategy into action, with a focus on engagement and results Analytical skills, capacity to problem solve and take decisive considered action A track record in managing change in complex organisations Intuitive and refined communication skills and capacity to build trusted and influential relationships at all levels Strong written communication skills 6 of 7

7 Three reasons to work with us 1. High quality services We have a fundamental commitment to provide each person we support with the highest quality services possible that match their values, strengths and goals in life. We base our work on the best evidence available and have our own Research and Service Development Team. We also have an in-house Learning and Development Team that offers comprehensive training to all staff throughout their time with us. Our service model is based on the University of Wollongong s Collaborative Recovery Model, which underpins all our services and provides for consistency and measurable outcomes. We also incorporate the Optimal Health Program from St Vincent s Frameworks for Health, our own Physical Health Prompt and other complementary tools and approaches as needed. 2. Learning and innovation We have grown and developed a lot in the last three years, with a doubling of the number of people we support and in the staff who support them. This growth and development can be directly attributed to the quality of our services and the culture of learning and innovation that drives us as an organisation. We believe in learning new things, considering new perspectives and testing out new ideas as we find better ways to do things. We are always looking ahead to ensure we can take advantage of new opportunities and respond to any risks or issues that are facing us and our sector. 3. Support for staff Everything we do to support people to improve their mental health and wellbeing relies on our talented, well trained and passionate staff team. We know that providing support to people with complex needs is challenging as are many of the other corporate roles within our organisation. That is why we provide a supportive environment, comprehensive training, generous leave provisions and workplace flexibility measures to help people balance work and personal commitments. 7 of 7