Job Description General Manager, Human Resources ( GM-HR ) IHC New Zealand Incorporated

Transcription

1 Job Description General Manager, Human Resources ( GM-HR ) IHC New Zealand Incorporated 1. Background IHC is New Zealand s largest community based service provider for people with an intellectual disability and social housing provider outside central government. Services are provided across two subsidiary companies IDEA Services Limited and Accessible Properties Limited. IHC s mission is to advocate for the rights, inclusion and welfare of all people with an intellectual disability and support them to lead satisfying lives in the community. The primary role of all staff is to contribute to the achievement of IHC s mission. 2. Scope IHC employs 6,000 staff (supported by a large number of volunteers). Annual turnover is approximately $330m and property assets are currently valued at $390m. 3. Position Summary The GM-HR s primary objective is to nationally manage the delivery of IHC s human resources services. In addition to leading the strategic and operational requirements of human resources, the GM-HR will be responsible for ensuring that appropriate HR systems, HR processes and HR advice are in place to enable continuous improvement and effective and optimal management of IHC s employees. This includes responsibility for providing pragmatic, effective and compliant HR advice and support across the full range of HR functions in accordance with the IHC Strategic Plan and business priorities. This advice and support is at both an operational level (knowledge, tools, resources to managers so they can confidently lead and develop their people) and a strategic level (information, analysis, planning) for the organisation. 4. Key Relationships Responsible to Chief Executive IEA GM HR 1 of 6 September 2017

2 Responsible for National Human Resources staff including: - HR Services - Learning & Development - Health & Safety - Employee Relations - Payroll - HR Policy and Development Functional Relationships Executive Group IDEA Services, Services Senior Management Team (SSMT) Service users Family / whanau and advocates for service users Other members of area / services management teams Kindred organisations and local offices of Government ministries and co-workers in other agencies in the community. 5. Responsibilities The GM-HR will be responsible and accountable for leading the HR team through its Strategic Plan as well as the overall day-to-day operation and management of the national HR team. She / he will be deemed (expected) to set IHC s overall HR strategic direction and priorities and monitor the performance of human resources throughout the IHC Group. Key Responsibilities The GM-HR is responsible for: Implementing the policies of IHC and directives of the Chief Executive. Achieving business objectives that support IHC s strategic direction. Ensuring IHC operates its day-to-day business in accordance with its philosophy and in accordance with sound business practices and that all human resources activities of IHC are performed effectively and efficiently. Building strong and sustainable relationships with stakeholders at all levels and to maintain IHC s reputation as a credible and highly respected community-based organisation. Human Resources Promote the HR Team as a professional service within IHC. Provide consultancy advice in all HR areas and the interpretation and use of HR policy and legislation. Ensure appropriate policies and strategies are developed and consistently implemented throughout IHC regarding: IEA GM HR 2 of 6 September 2017

3 Remuneration and rewards management Recruitment Payroll administration Human resources planning Industrial relations and contract negotiations Performance management strategies Staff learning and development Health and Safety in the workplace Accident Insurance administration and Accident Prevention and Injury Management Equal Employment Opportunities (EEO) Provide good working conditions for staff by ensuring competitive remuneration and employment benefits. Build and maintain positive and constructive relationships with staff at all levels of the organisation consistent with IHC s commitment as a good employer. Build and maintain constructive relationships with unions and other staff groups chosen by staff to represent their interests. Develop a performance culture where expectations are clear and performance recognised and rewarded. Provide safe work conditions and environment. Health and Safety Advocate, support and ensure compliance with IHC s Health and Safety policy and procedures by providing positive leadership, direction, resources and support and encourage a culture of cooperation and responsibility across IHC to ensure a safe and healthy workplace. All practices in the work place are safe and performed in accordance with IHC policy and procedure and legal obligations. Ensure understanding of health and safety requirements at all levels of the organisation and provide leadership in health and safety to senior management. Ensure H&S policies are up to date and readily available to all managers and staff Managers are empowered to ensure work plans are managed effectively to minimise injuries and lost time and ensure employee participation in health and safety. Ensure appropriate training for health and safety representatives. Ensure all new employees are aware of IHC s health and safety procedures and practices. Advise WorkSafe of notifiable events as required by legislation. Report and manage hazards and potential hazards according to safety protocols. Drive continual improvement and best practice in all key health and safety tasks. Ensure regular review of the health and safety systems in operation and ideas for improvements are proactively sought. Ensure regular review of the incident / injury reporting, recording and investigation Respond to current health and safety issues and develop systems/interventions/training/awareness. IEA GM HR 3 of 6 September 2017

4 Learning and Development (L&D) Promote the national L&D team as a professional training service within IHC that meets the requirements of Individual and Collective Employment Agreements. Implement a clear L&D path for all employees. Provide quality national L&D packages and deliver training in a manner which is of a consistent standard, is flexible and complies with legal requirements. Strategic Planning Contribute to the short, medium and longer-term growth and viability of IHC through the development, communication and implementation of strategic HR plans. Contribute to IHC s business planning processes and work with members of the Executive Group to ensure that their plans are a fit with the HR objectives of business plans. The GM-HR will be involved in the identification, assessment and due diligence of potential service developments, organisational restructures and initiatives. HR Management Develop, implement and manage the HR management reporting systems including key performance indicators relevant to the achievement of strategic HR objectives. Leadership This role involves significant commitment to systems developments and strategies for IHC. To achieve this, a high degree of delegation and empowerment to direct reports will be required. The GM-HR will also represent IHC as appropriate for a senior executive. The GM- HR is to lead so as to enable the Human Resources Team to take ownership of the work plan and to continue bringing the team to the forefront of the service development and provision. Systems, Processes and HR Advice To ensure that the regional service teams and national specialist teams are supported by HR systems, processes and advice that meet their needs. Risk Management Responsible for managing HR related business risks for IHC in line with IHC s policies. This includes maintenance of robust internal controls that monitor compliance with IHC s HR policies and plans and all employment legislation. The GM-HR must maintain a close professional relationship with the union (E tū), employment law specialists, ITOs and training organisations / companies and other business / corporate partners. Internal Relationships Ensure that the HR management and staff are effective in their current roles and prepared for future career challenges through learning and development plans and by appropriate guidance and motivation. The GM-HR must maintain a close working relationship with all General / Regional / National / Area Managers and provide them with HR guidance as required. IEA GM HR 4 of 6 September 2017

5 Communication The GM-HR will ensure that members of the HR Team clearly understand the expectations of their roles and that there are no blockages to communication pathways from and to the team. The GM-HR is accountable for ensuring that the team not only seeks out but shares relevant data, information, ideas, knowledge and needs from other employees. 6. Position Analysis (Influence & Impact) Human Resources The GM-HR will ensure the human resources teams are well trained and resourced. The GM-HR will lead by example in forming, maintaining and enhancing relationships with other IHC teams. The GM-HR will ensure that the HR teams work closely with other teams to maximise the effect of IHC s strategy of performance management to promote a more commercial and service user / family focused business model. Business Management The GM-HR will play a pivotal role in strategic planning for IHC services and will be involved in developing HR policies and plans consistent with IHC s growth objectives. The GM-HR will ensure that management and staff have the correct balance of resources to meet day to day growth objectives and that they understand the service / business expectations and outputs. Person Specification 1. Values and Philosophy An unequivocal commitment to respecting the rights of people with an intellectual disability and to supporting them to achieve their goals. 2. Qualifications Degree or Diploma preferably in Human Resources Management or Management is desirable. Membership of HRINZ is desirable. 3. Experience A substantial experience at General / National Manager Human Resources level in a medium to large organisation. Ideally, a high level of experience in a human resources function is required, together with an up-to-date working knowledge of employment-related legislation. Recognised as a leader with a track record of achieving results through others. Experience in managing in an environment involving different interest groups with varying agendas. Empathy with, and a passion for, people with an intellectual disability is essential. An understanding of the machinery of Government decision-making processes and policies and knows how to use it to best advantage. Proven experience in managing policy as well as operational issues. IEA GM HR 5 of 6 September 2017

6 4. Personal Competencies and Attributes Leadership: Vision. Able to provide a clear sense of direction and purpose to others, empowering staff and encouraging autonomous action. Able to listen to different points of view and to exercise sound judgement in decision-making. Personal leadership, presence and gravitas, able to inspire confidence and loyalty. Relationship Building: Able to establish positive working relationships with people with an intellectual disability, families, whanau, Iwi, caregivers, communities and Government agencies. Establishes effective interpersonal relationships across the board. Negotiates win/win solutions. Strategic Thinking: High-level analytic, conceptual and innovative thinking skills. A knowledge and understanding of the breadth and diversity of general management principles. A quick mind, able to grasp the complexities underlying an issue and direct effective action. Able to reason objectively and critically. Communication: Articulate. Able to make an impact by communicating clearly, fluently and concisely in both written and oral medium. Effective management skills. Excellent business planning and budgeting skills. Uses human and financial resources efficiently and effectively. Effectively manages change, can work under pressure and remain focused in emotionally charged situations. 5. Personal Qualities A can do attitude A sense of humour Ability to relate / think beyond the day to day Understanding of the role / nature and theory of management and an ability to apply Ability to organise Able to take measured risks A genuine interest in and empathy with people An innate ability to empower and enable others Able to be a team player participant and leader. Disclaimer: The above statements are intended to describe the general nature and level of work to be performed by the GM- HR. They should not be considered an exhaustive list of all responsibilities, duties, or skills required of the position. From time to time, the GM-HR may be required to perform duties outside of their normal responsibilities as needed. This job description will be reviewed regularly in order for it to continue to reflect the changing needs of the company. IEA GM HR 6 of 6 September 2017