Chief People Officer. Your position description. Your organisation. Your: Location Group PDID0019. Wellington Organisation Capability & Services

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1 Chief People Officer Your position description Your: Location Group Business unit / team Wellington Organisation Capability & Services Human Resources Pay Group MGR Band K Occupational Stream People Leader (L8) Manager DCE - Organisation Capability & Services Number of direct reports 5 Number of indirect reports 12 Financial delegations C HR delegations A PD was created/updated Dec 2015 Level Senior Leader Your organisation Who we are PDID0019 Statistics New Zealand Tatauranga Aotearoa aims to unleash the power of data to change lives by adding value to New Zealand s most important data, and we strive towards the goal of improving outcomes for all New Zealanders by: Doubling the value of the data provided by Statistics NZ to New Zealand by 2018 Creating a tenfold increase in the power of the data provided to New Zealand by 2030 Across the public sector we have four primary roles: Provider provide independent and trusted data Enabler Enable New Zealand decision makers Innovator Innovate to drive value for customers Steward Steward data now and for the future As an organisation we are: Inquisitive Driven Agile Resilient Engaging You can find out more about Statistics NZ Tatauranga Aotearoa at 1

2 Your group Organisation Capability & Services provides the core support functions to the organisation including: Human Resources Privacy Finance, Risk and Assurance, Planning and Monitoring Information, Communication & Technology (ICT) Services and Security Property and Facilities Management and Corporate Procurement Enterprise Programme Office Strategic and business planning for the organisation. Finance provides the financial stewardship of the organisation and provides strategic financial advice to the Executive Leadership Team (ELT). This team also includes property, office administration services and corporate procurement. Human Resources provide HR, culture and change advice and administration and specialist HR services such as remuneration, recruitment, performance management, learning & development and payroll services. IT Solutions provides the delivery of IT applications development and support, IT operations and infrastructure support and security. Organisation Strategy & Performance provides strategic and business planning, the development of key accountability documents; monitoring the performance of the organisation to inform performance improvement and to identify future opportunities. This team also provide the organisation s privacy, risk, and optimisation leadership. The Enterprise Portfolio Office supports the delivery of investment priorities for the organisation through programme and project management, and business analysis. Your role Your primary role as Chief People Officer is to develop and drive the Statistics NZ people based strategies. Your team will partner with the business to ensure the right strategies are in place to develop capability, and build high performing teams to achieve performance objectives. In addition you are responsible for the payroll function, and the overall health, safety and wellbeing framework for the organisation 2

3 Lead HR strategy People leadership Lead the HR function Champion, develop and implement HR strategies which meet the overall strategy, goals and desired culture of Statistics NZ. Influence, shape and communicate the content of organisational strategies and the strategic direction, particularly in relation to people based components. Collaborate with the ELT and Senior Leaders to build organisational performance through people and related HR strategy. Lead the implementation of the HR strategy, ensuring appropriate governance and management of initiatives. Ensure HR strategies are aligned to wider Public Sector initiatives and current professional good practice. Lead a team of HR professionals to achieve the goals and desired culture of Statistics NZ. Foster a high level of functional and technical HR expertise within the team. Ensure your team understands the strategic direction of the organisation and know how their work fits. Shape the culture of the HR team in accordance with Statistics NZ s vision and values. Select, recruit and develop your direct reports. Provide coaching and support to build performance and capability. Provide regular and constructive feedback on performance to your direct reports. Establish and deliver a clear work programme for HR Ensure that talent management, performance management, succession planning, workforce planning, leadership development etc are in place and working effectively Ensure a framework of business metrics that quantifies the effectiveness of the HR function is developed and implemented. Ensure HR policies, systems and processes to support successful HR management reflect best practise and are understood and complied with by the organisation. Provide effective engagement and consultation mechanisms with all levels of the organisation on policies, procedures and other HR initiatives. Quality improvement processes are in HR strategies support the organisation to achieve its goals. Statistics NZ meet the key deliverables set out in our Statement of Intent. People Strategy deliverables are delivered on time and benefits realised. Statistics NZ is an employer of choice with a strong brand in the market place. You manage your team s capability, workflow, engagement, recruitment and retention needs. You role model the team leadership approach that the organisation seeks Your team has clear expectations of their role and they demonstrate the desired leadership behaviours that support Statistics NZ culture and values. The right team structure is in place to meet current and future needs. The HR team is highly engaged HR polices, frameworks, and systems are effective, user- friendly, embedded and up- to-date. HR metrics demonstrate the effectiveness of the HR function 3

4 Be an organisation leader Promote and facilitate change Effective business unit management place to continually improve / innovate our HR practise. Ensure HR systems are integrated and meet the desired outcomes for the organisation. Lead the development, implementation and ongoing review of an employee engagement survey and action plan process Contribute collective leadership within the Core Leadership Team and provide trusted and sought after advice for the CLT and ELT. Challenge thinking to foster innovation in people leadership, and represent ideas to be included for Executive and Core Leadership Team debate. Coach and mentor Senior Leaders as required, and ensure they receive the best advice in respect to people policies and issues and advice on strategic people initiatives. Develop strong relationships with the ELT and Senior Leaders to ensure the success of the organisation, and the implementation of the HR strategy Support the building of organisational capability to respond to Maori statistical needs and interests. Understand the business of official statistics nationally and internationally. Ensure that the right strategies for change are in place to support the strategic goals of the organisation. Ensure Senior Leaders understand and are prepared for workforce planning initiatives and strategies. Ensure initiatives are in place that enable leaders to take ownership of career and succession strategies and make them happen. Display willingness to be open to change and proactively promote our vision for the future. Ensure sound financial stewardship of the HR budget, e.g. monitor expenditure and use cost-benefit thinking to set priorities, variations to expenditure are planned and reported to ensure no-surprises management. Lead the development of Business Unit plans and ensure alignment with the strategic direction. Deliver on strategic and Business Unit and Group goals within agreed timeframes and You personify Statistics NZ s values, behaviours and culture in all that you say and do. You are known for more than just your HR leadership contribution. Our people understand our strategic direction and vision, and their role in achieving it. Senior Leaders make sound people decisions based on your advice or advice you have obtained. The workforce and transition plans are up to date and are dynamic. Benefits from the strategies will produce results within 12 months (or so). Organisation change processes are successfully managed HR strategies and team budget are managed effectively. Effective operational management across the business unit ensuring the delivery of fit for purpose solutions and services to our customers. Continuous review and improvement throughout all 4

5 Manage industrial relations Manage relationships & sector leadership Lead organisation Health, Safety & Wellbeing quality standards. Allocate and manage appropriate resources to meet business needs and deliver core service delivery goals / outcomes. Legislative compliance is ensured. Follow and promote Statistics NZ policies, guidelines and delegations. Identify issues or risks, and develop and implement mitigation strategies; or escalate where appropriate. Develop and maintain an understanding of the implications of the Treaty of Waitangi for your position, and facilitate understanding for others. Raise awareness of and ensure team comply with H&S policies and procedures. Develop and maintain a professional relationship with the PSA and any other unions that the organisation may need to engage with. Ensure that the needs of the entire organisation (IEAs and CEAs) are managed Work with the PSA as required to progress items of mutual interest and resolve issues Be a member of any bargaining team or be on the steering committee that is guiding the bargaining team. Build and maintain effective relationships with key individuals and groups from relevant sectors and organisations, notably the SSC and the GM HR network. Contribute to effective cross system HR discussions and initiatives. Work with other Statistics NZ Business Unit and Group managers to ensure a consistent and collaborative approach to internal and external stakeholder engagement. Develop and maintain a current understanding of the priorities and objectives of other Business Units and Groups. Engage Māori stakeholders in HR development and decision making as required Lead and take responsibility for coordinating Health, Safety and Wellbeing activity within Statistics NZ. Participate as part of governance that is set up to oversee HS&W matters within Statistics NZ elements of your business unit s operations. Effective and consistent risk management in place and being utilised. Provision and maintenance of a safe and secure working environment. Your staff are inducted and follow H&S protocols. Overall relationship with the union enables the organisation to successfully deliver its objectives SSC fully understand our strategic direction and are supportive of our tactics to bring the direction to life. You have key relationships across the GM HR network. You are sought after to participate in cross sector HR initiatives An obvious H&S culture within the organisation Evidence of a clear understanding and compliance with H&S 5

6 Ensure the knowledge and understanding of Health, Safety and Wellbeing is kept relevant and up to date. Understand relevant H&S legislation and amendments and their application to Statistics NZ. Understand and ensure compliance with Statistics NZ Health, Safety and Wellbeing policy, procedures for reporting accidents and hazards and keep up to date with the H&S homepage. legislation and internal procedures. 6

7 How you do it i Leadership Behavioural Cluster Senior Leader Core Behaviours Customer focused Drive for results Dealing with ambiguity Learning on the fly Interpersonal savvy Responsiveness to Māori Role Specific Behaviours Strategic agility Building effective teams Decision quality Managerial courage Knowledge Qualifications Knowledge and experience You will need to: Be focused on understanding the needs of customers and on delivering value to them. Consistently delivers results beyond expectations. Be flexible and deal confidently and positively with change and uncertainty. Be open to the unfamiliar, ready to experiment and quick to learn. Relate well to all kinds of people and build effective relationships. Understand the Treaty s relevance to your own role as a public servant. Seek opportunities to better meet the information needs of Māori. Actively apply knowledge of te reo Māori and tikanga, and build knowledge of te ao Māori. Support initiatives to increase responsiveness to Māori. You will need to: Look ahead, make credible predictions of likely future scenarios, and develop strategies and plans that address those scenarios. Build strong, high performing teams. Make sound decisions based on analysis, wisdom, experience and judgement. Deal unequivocally with difficult situations and provide positive and negative feedback so that people are please about where they stand. You will need to: Hold a tertiary qualification in a related discipline. Have the equivalent combination of education and experience. Have at least 10 years progressive human resources generalist experience with more than five years at senior management level in a high-volume environment. Hands-on responsibility for the full scope of human resources activities, including strategy development and implementation, operations, organisational development, change and analysis. Have broad knowledge of the public sector and working with employment related legislation. Have demonstrated proficiency with applicable laws/regulations and management theories: including policy/procedure development; union activities; strong organisational skills in the areas of operations, budget and project administration; effective interface with diverse groups utilising your employment relations and emotional intelligence skills and effective supervisory skills. i Copyright 1992, 1996, by Lominger Limited, Inc. a Korn Ferry Company. ALL RIGHTS RESERVED. These qualities are derived from the LEADERSHIP ARCHITECT Competency Sort Cards developed and copyrighted by Robert W. Eichinger and Michael M. Lombardo for Lominger Limited, Inc. Without the prior written permission of Lominger Limited, Inc., no part of this work may be used, reproduced or transmitted in any form or by any means, by or to any party outside of Statistics New Zealand. 7