Position Description

Transcription

1 Position Title Principal HR Adviser People Capabilities Reports To Divisional Manager People Capabilities Group Human Resources Group (HRG) Date Created/Updated February 2018 Position Description About the Ministry The Ministry of Foreign Affairs and Trade works to make New Zealand's voice heard overseas and contributes directly to the security and well-being of all New Zealanders. Our purpose is to create the international conditions and connections for New Zealand and New Zealanders to thrive. Our work: Leadership amplifies New Zealand s influence and standing in the world; Prosperity delivers improved prosperity for New Zealand and our region; Kaitiakitanga delivers solutions to global challenges, for the benefit of present and future generations; Stability delivers security and resilience to our country, our people, and our region. Our values are professionalism, leadership, respect, collaboration and innovation. About the Group The role of Human Resources (HR) is to ensure that the Ministry has the people and culture to deliver on the Government s priorities. HR provides high-level strategic and operational advice and support to the Chief Executive Officer, the Senior Leadership Team, and Level 3 and 4 managers to ensure that effective HR strategies are developed and integrated into all business strategies and plans. This will help to build a high performing Ministry. HR is also responsible for the design and delivery of a range of Ministry-wide HR policies, operational HR processes, and systems aimed at ensuring that managers have access to the best possible advice, support, and systems to motivate, develop and manage their people. About the Position The purpose of the role is to support the Divisional Manager People Capabilities in providing thought leadership and expert advice in the design and development of frameworks (policies, practices, and procedures), tools, and systems for all aspects of people capabilities (excludes organisational capabilities frameworks, tools, and systems).

2 Key Accountabilities The following key accountabilities of this role assist in delivering the Ministry s purpose: People Capability Thinking and Delivery Provide technical, factual, and strategically-sound advice on people capability issues to Deputy Secretary Human Resources, Divisional Manager People Capabilities, managers and SLT. Identify areas to build people capability (e.g. talent management) as well as research, develop, and plan appropriate strategies and/or initiatives to enable the Ministry to deliver on its objectives. Work in partnership with the Divisional Manager People Capabilities and the People Capabilities Team to develop and implement a cohesive and strategic people capability programme that increases productivity and performance capability in the Ministry. Contribute to the development and implementation of the people cabaility elements of the HR People Strategy. Lift strategic people capabilities thinking by using technical expertise to coach and provide support to managers and lead a programme of work to lift overall performance. Facilitate and focus strategic people capability thinking at senior levels across the Ministry. Facilitate people capability strategies (e.g. talent management) ensuring key stakeholders contribute (e.g. SLT and the HR Leadership Team). Ensure alignment of people capabilities frameworks to the agreed HR strategies and MFAT strategic priorities. Ensure that MFAT s approach to people capability is aligned with SSC capability expectations across the state sector. Capability Design and Development Support the implementation of the HR vision and strategy. Design, develop and implement frameworks (policies, practices, and procedures), tools, and systems for all aspects of HR people capabilities (excludes Organisational Capabilities frameworks, tools, and systems). This includes: o Talent management o Succession planning o Competencies/capabilities o Leadership development o Learning development o Culture and values Ensure requirements and priorities are agreed with the business and HR Group Work well and collegially within each HR team and across the HR Group, involving other HR teams appropriately when designing systems/processes Undertake process improvement initiatives ensuring automation and self-service is optimised. Ensure requirements and priorities are agreed with the business and HR Group. Technical Leadership and Advice Assume responsibility for initiative and thought leadership for areas of expertise and responsibility, applying leading edge thinking from own area of expertise and other disciplines, as well as own innovative reasoning. Share personal skills, knowledge, and expertise within the HR Group and the Ministry. Provide expert advice and support to Managers HR Business Partners and their teams. Page 2 of 5

3 Work closely with the Principal Capability Adviser, the Organisational Capabilities Team and the Strategy and Coordination Team ensuring alignment in strategic thinking, frameworks development, and HR information and systems. Keep abreast of HR best practice and advise on the implications of best practice and latest thinking and research on the Ministry and HR management practice. Support change management initiatives which relate to the implementation of new people capability initiatives. Assess effectiveness and efficiency of capability-related systems and services in sustaining delivery within the HR Group Monitor effectiveness of standard processes and procedures of what?, identifying systemic issues and reporting to the Manager People Capabilities. Monitor the HR Group s current and future capability in relation to the sets of skills and resources that are needed to achieve the purpose. Relationship Management Initiate, develop, and maintain a range of strategic relationships and networks across the public and the private sectors. Contribute to the alignment of programmes and activities across the Ministry and other Government agencies and between external stakeholders; promote and foster cooperation and collaboration. Proactively identify opportunities for sharing information and learning. Actively seek external input and advice. Establish strong working relationships with Manager Business Partners, and the Manager HR Organisational Capabilities and their teams to ensure integrated design and delivery Enhance key relationships with SLT and SSC. Draft responses to OIAs/PQs and FADTC. Actively participate as an effective member of the HR Group and virtual teams ensuring a collaborative culture, commitment to the direction of HR, and achievement of agreed outcomes. Reporting Monitor effectiveness of standard processes and procedures, identifying systemic issues and reporting to the Divisional Manager People Capabilities, Generate key reports/papers for the Divisional Manager People Capabilities, the Deputy Secretary Human Resources, and SLT as requested. Monitor, measure, and report on achievement of the People Capabilities Team and strategies planned Provide organisational-wide reporting for SLT, HR Leadership Team or external organisations, e.g. SSC as required. Managing Projects Facilitate key people development activities/projects such as career development, succession planning etc. Projects may, from time to time, require specialist support or more capacity which may be contracted in. Manage relevant service providers people development specialists, etc. Organisational Responsibilities Understand the Ministry s strategic priorities and high-level outcomes framework and how this role contributes to the framework. Understand and apply the strategic context in which the Ministry operates, including priorities and perspectives of the Ministers, partner agencies and external stakeholders. Understand tikanga and Treaty of Waitangi principles and have sufficient appreciation of Te Reo Māori to be able to apply the Ministry Māori dimension, Page 3 of 5

4 underpinned by Ministry values, in a way that is relevant to the context of our business. All other duties as requested by the employer. Knowledge Management Contribute to the continuous development of the Ministry s knowledge base by using the Ministry s internal systems, sharing information and data with relevant internal stakeholders, including contributing to/presenting at internal learning and development opportunities. Health and Safety The Ministry is committed to providing a safe and healthy working environment for all staff, including contractors and other workers, both on and offshore. You are responsible for: taking reasonable care of your own and other s health and safety and being mindful of the effect of your actions (or lack of action) on the health and safety of others complying with reasonable Ministry instructions to ensure the Ministry is able to comply with the Health and Safety at Work Act 2015 cooperating with health and safety policies and procedures identifying and reporting hazards, injuries, illness and incidents (including near misses) that arise from your work or in the workplace identifying and eliminating or mitigating health and safety risks so far as reasonably practicable and consulting with others in doing so raising health and safety matters with your manager or health and safety representative (or contact as appropriate) ensuring that all health and safety incidents, injuries, near misses are immediately reported through the HR Kiosk ensuring that significant hazards and risks or critical incidents are drawn to the immediate attention of your Manager. Qualifications, Skills, knowledge & experience The following are required: Qualifications Skills A HR-based or other relevant tertiary qualification is essential. Relevant postgraduate qualifications desirable. Proven ability to identify, analyse, research, and develop people development strategies and initiatives that are well founded, technically sound, practical, and appropriate. Proven ability to see beyond the immediate issue and comprehend the big picture so that opportunities are identified and risks properly assessed. Strategic thinking and analysis capability. Excellent written skills with significant experience in writing papers/reports. Excellent verbal communication skills including the ability to present confidently to senior leaders projecting a strong presence. Awareness and knowledge of modern strategic human resources practices and organisational development theory and methods. Up-to-date knowledge of national and international human resources trends and practices, particularly in areas of management and leadership development, people capability development, and executive coaching. Excellent interpersonal, relationship management and facilitation skills. Page 4 of 5

5 Experience in delivery of senior management training workshops, strategic planning, and team building interventions. Ability to operate strategically and develop trust and credibility with the Senior Leadership Team. Strong coaching skills. Political savvy. Ability to work with ambiguity. Ability to work well and collegially within an HR team and across the HR Group, involving other HR teams appropriately when designing systems/processes. Ability to use project management methodologies and approaches as a normal/daily part of work. Strong influencing skills. Strong organisation skills. Strong leadership skills. The ability to thrive within challenging environments, embracing change. Proficient in Microsoft Office suite. Sound understanding of tikanga and Treaty of Waitangi principles. A strong customer and business partnership focus, with the ability to communicate effectively with a range of people. Possess a strong achievement/delivery focus sets high standards including accuracy and attention to detail. Experience At least eight years in-depth experience in HR framework, strategy, and policy design and development work in the following talent management, competencies, succession planning, career development, culture, leadership development and learning and development, ideally within government. Relationships The position is required to build and maintain the following relationships: Internal Deputy Secretary Human Resources (Group managaer equivalent) Senior Leadership Team (SLT - Level 2 Ministry Managers) including Principal Capability Advisor Focus on Level 3 and Level 4 Ministry Managers HR Leaders and their teams (People Capabilities, Organisational Capabilities, Strategy and Coordination and HR Business Partners) External State Services Commission Leadership Development Centre Consulting companies and suppliers e.g. Cerno People Capability, OD and L & D specialists Counterpart HR specialists in other government agencies Mandatory Role Requirements You must also: Hold New Zealand citizenship; and Be able to obtain and maintain an appropriate New Zealand Government Security clearance. Page 5 of 5