Position Description. Organisational Development (OD) Advisor STAFF-IN-CONFIDENCE. Business unit: People and Capability (P&C) Responsible to:

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1 Position Description Organisational Development (OD) Advisor Business unit: Responsible to: Position purpose: Direct reports: Financial delegation: Directorate overview: People and Capability (P&C) Intelligence Community Shared Services Senior OD Advisor Advises and supports the organisation development priorities to ensure alignment with broader organisational strategy across GCSB, NZSIS and the Ministry of Defence (the Agencies). The role will be involved in the design of key initiatives across culture, employee engagement, HR frameworks and employee health and well-being. None None ICSS s vision is supporting and enabling the New Zealand Intelligence Community shared outcomes through the provision of timely and trusted corporate advice and specialist services. The ICSS Group provides strategic leadership in the provision of corporate support to enable NZSIS and GCSB to jointly and individually deliver the outcomes as defined in the Joint Statement of Intent, joint 4 year budget plan and the strategic plans of both agencies. STAFF-IN-CONFIDENCE PAGE 1

2 ICSS enables the business through alignment of its service delivery with the organisations strategic framework and supports the achievement of mission focussed outcomes. ICSS provides effective and efficient common structures, systems and services to support high performance in NZSIS and GCSB. ICSS enables the business through alignment of its service delivery with the organisations strategic framework and supports the achievement of mission focussed outcomes. ICSS provides effective and efficient common structures, systems and services to support high performance in NZSIS and GCSB. Business unit overview: The People and Capability operating model is organised around HR Partners having the primary relationship with people managers, and centres of expertise focused on strategy and capability, sourcing, operations and improvements, and employment relations. Accordingly, a full range of HR services are offered from the provision of high value strategy development and advice feeding into long term workforce planning; specialist organisational development, learning and development, recruitment, and employment relations advice; through to process improvement and operational payroll and P&C co-ordinations services. STAFF-IN-CONFIDENCE PAGE 2

3 GCSB mission and values Our mission Protecting and Enhancing New Zealand s Security and Wellbeing. Our values Respect, Commitment, Integrity, Courage. Functional relationships External contacts: HR and OD Peers in both the public and private sectors, including the wider Intelligence Community and the State Services Commission External OD experts Human Resources Institute of NZ FVEY OD colleagues Internal contacts: People and Capability Leadership team HR Partners and HR Advisors People and Capability team members Managers across the Agencies Objectives The position of Organisational Development Advisor role encompasses the following major functions or objectives: Development and implementation of initiatives that support the NZIC Workforce strategy and contribute to the core goals of the Intelligence Community Ensuring internal and external influences impacting on employee engagement and culture are identified and factored into OD activities Providing support to HR Partners and managers in the delivery and embedding of OD initiatives STAFF-IN-CONFIDENCE PAGE 3

4 The requirements in the above objectives are broadly identified below: Jobholder is accountable for: 1. Designing, developing and, with the wider P&C team, implementing specific initiatives that support the NZIC Workforce strategy and contribution to the core goals of the Intelligence Community. These can include: Supporting the development and implementation of employee engagement (culture) surveys Designing frameworks that support managers in identifying and planning for succession Developing assessment and evaluation tools to support managers in assessing their teams skills and identifying priorities for development Contribute to the design, development and delivery of leadership programmes with a focus on new managers, emerging leaders and women in leadership. Supporting the HR Partners in the organisational design and change management strategies Contributing to the development of strategies and frameworks for employee wellbeing Contributing to the of setting and refining of Health and Safety policies, processes and frameworks Contribute to the development of HR policy and toolkits 2. Ensuring internal and external influences impacting on employee engagement and culture are identified and factored into OD activities: Contribute to the development of HR frameworks and polices and their alignment with good practice and NZIC good employer obligations Jobholder is successful when: Manager action plans outcome from engagement surveys Systematic and evidence based approach taken to developing talent (incl. succession planning and leadership development) Continuous improvement of frameworks supporting the management, safety and wellness of people across the NZIC Improved engagement of employees reflected in on-going culture change Improved ability in mapping NZIC talent and identifying development opportunities P&C initiatives are in line with external workforce trends Two way exchange of ideas and collateral across the wider Intelligence community and FVEY agencies STAFF-IN-CONFIDENCE PAGE 4

5 Working with the wider P&C team to ensure OD driven changes are evidence based and informed from robust research and analysis Develop collaborative working relationships across the wider Intelligence community and with FVEY peers 3. Providing support to HR Partners and managers in the delivery and embedding of OD initiatives: Successful implementation of OD initiatives & frameworks Working collaboratively with HR Partners to deliver and embed OD initiatives Coaching managers to support and enable them in the delivery of HR initiatives 4. Providing constructive feedback and timely input on systems, process, policy and procedures improvements within the P&C team. This may include supporting the Operations and Improvements team in the effective implementation of HR policies, procedures, and practices, both personally and by people managers within their own customer group. 5. Working effectively and constructively across the entire P&C team, ensuring effective sharing of relevant information and communication Improved processes, systems, policies and procedures in delivering P&C services. All people processes are operating efficiently. The entire P&C team is appropriately informed and communicated with on areas of relevance to their work Participates effectively as a P&C team member. 6. Other duties and projects as required. Completes to a high quality and in a timely manner all other duties which are requested, including participation in P&C projects. Precise performance measures for this position will be developed in discussion between the jobholder and manager as part of the performance development and review process. It is also expected that you will undertake other duties that can be reasonably be regarded as relevant to the position, your experience and capability. STAFF-IN-CONFIDENCE PAGE 5

6 Person specification This section is designed to capture the expertise required for the role at the 100% fully effective level. (This does not necessarily reflect what expertise the current jobholder has.) This may be a combination of knowledge, experience, key skills, attributes, job specific competencies, qualifications or equivalent level of learning,. Qualifications Essential: A relevant tertiary qualification or equivalent experience and level of knowledge Desirable: Knowledge/experience Essential: Experience in a broadly focused organisational development role Desirable: Project management experience in the delivery of programmes of work Design and delivery experience across organisational development programmes Experience in contributing to organisational change initiatives Knowledge of best practice organisation development methodologies Personal attributes Highly effective planning and organising skills, including time management and prioritising within a complex work environment with competing priorities. Strong customer service orientation. Excellent interpersonal skills. An ability to establish and maintain effective working relationships across all levels of an organisation. Team player. Excellent written and verbal communication skills. Agile, adaptable and flexible. Demonstrated high levels of professionalism, integrity and an ability to obtain and maintain a TSS security clearance. STAFF-IN-CONFIDENCE PAGE 6

7 Changes to position description Positions in the GCSB may change over time as the organisation develops. Therefore we are committed to maintaining a flexible organisation structure that best enables us to meet changing market and customer needs. Responsibilities for this position may change over time as the job evolves. Such change may be initiated as necessary by the manager of this position. This position description may be reviewed as part of planning for the annual performance cycle. Health and safety GCSB is committed to providing a healthy and safe work environment and management practices for all employees. Employees are expected to share this commitment as outlined in the Health and Safety in Employment Act by taking all practicable steps to ensure: a. The employee s safety while at work; and b. That no action or inaction of the employee while at work causes harm to any other person. Knowledge management Employees are responsible for ensuring that all business records created are accessible and stored in the correct manner according to GCSB record keeping policy, standards, and procedures. Employee: Date: Manager: Date: STAFF-IN-CONFIDENCE PAGE 7