POSITION DESCRIPTION Position Title Group Branch Reports to (Title) Position Type Organisational Development Manager People and Culture People and Culture Branch Manager, People and Culture Full Time - Permanent Date created/revised May 2012 Evaluation No & Date (P&C use only) 360 17.05.12 Job Purpose This position is responsible for the development and operational delivery of the leadership and organisational development initiatives within the People and Culture Group to support the delivery of the South East Water s Employee Strategy. Position Context Scope of job The Organisational Development Manager will provide leadership and solid technical knowledge to the Development and Culture team. The Organisational Development Manager is directly responsible to: Design, implement and support organisational development and culture change strategies across South East Water Conduct research relevant to the Development and Culture portfolio to ensure best practice Provide expert advice, leadership and guidance on learning and organisational development solutions and strategies, including change management Support the implementation of a range of employee engagement and culture improvement strategies Work collaboratively across the People and Culture Group to ensure alignment of policies and processes Page 1 of 8
Overall impact Outputs of this role contribute to the timely delivery of the People and Culture Group s services across the organisation, the effectiveness of leaders in shifting culture, and the effective functioning of the General Manager, Branch Manager and the broader People and Culture team. Dimensions Number of people managed: This position has five direct reports and one indirect report Organisation Chart This position reports to the Branch Manager, People and Culture and has five direct reports and one indirect report. In the absence of the Branch Manager the position reports to the General Manager, People and Culture. General Manager People & Culture Executive Assistant Analyst Branch Manager Health & Safety Branch Manager People & Culture Health & Safety Advisor (Currently in Corp & Comm) People Services Manager Organisational Development Manager Payroll Manager Snr Advisor HR Snr Advisor HR Snr Development & Culture Consultant (Focus Cust& Comm) Development & Culture Consultant Learning & Development Coordinator Induction & Compliance Coordinator (Part Time Role 0.6) Project Manager (Fixed Term Role) HRIS/Payroll Advisor HR Advisor HR Technical Trainer (Focus Cust& Comm) Coordinator Alliance Resources Size of budget managed: The incumbent will seek direction on budget management and expenditure from the Branch Manager, People and Culture. Value of Assets managed: Not applicable Page 2 of 8
Level of Authority The position operates under the guidance of the Branch Manager, People and Culture and is personally accountable for the accuracy, quality and timeliness of work produced. Constraints on authority: The job holder is constrained by levels detailed within the Schedule of Delegated Authorities The job holder must operate within organisational policies, guidelines, and processes Decisions made by job holder: Within the scope of job description Decisions referred to manager: All matters outside agreed accountabilities must be referred to the Branch Manager, People and Culture Changes to budget and expenditure Recruitment of new positions within the Development and Culture team Typical problems solved by job holder: Input into organisational challenges and culture change strategies Advice to Senior Management on course of action Identification of important organisational development opportunities and threats Prioritisation of activities to meet business needs within agreed timeframes Sources of guidance provided by the organisation: South East Water Strategic Plan People and Culture Improvement Plan Other South East Water policies and guidelines Key Contacts Key contacts within organisation General Manager, People and Culture Branch Manager, People and Culture People Services Manager Purpose of contact Report on specific programs and initiatives against KPI s and escalate risks and issues, as requested Report, consult, and collaborate on teaming, strategic plans and progress of organisational development activities across the organisation, including status reports on KPI s. Escalate challenges, risks and issues Work collaboratively on projects, tasks, policies, procedures and joint initiatives Support and provide peer coaching Page 3 of 8
Development and Culture team People and Culture broader team Employees and stakeholders Provide leadership, technical knowledge, guidance and support Interact and participate as a team member Liaise with employees and stakeholders and provide tools, processes, advice and support Key external contacts Other organisations Professional Body Purpose of contact Maintain a good understanding of key issues facing industry and therefore organisation and team Maintain technical knowledge and be a subject matter expert for the organisation Apply best practice where relevant Key Accountabilities Leadership Coach, mentor and support the Development and Culture Team, peers and Managers Undertake performance planning and development discussions and participate in the organisation s Performance Management Framework Reward and recognise team performance Implement strategies to ensure team succession and talent management Model expected leadership behaviours and promote the Things We Value Organisational Development Implement organisational development strategies, programs and initiatives including but not limited to talent and succession management, leadership and capability development, wellbeing, teaming, coaching, reward and recognition and employment branding Partner effectively with senior managers to contribute to the ongoing growth of the business through the delivery of targeted organisational development strategies and initiatives Undertake comprehensive analysis of employee survey data, identify patterns, linkages and provide high level recommendations on action planning approaches Deliver solid organisational development and change management advice and recommendations for continuous improvement Prepare and facilitate high level presentations, workshops and programs tailored to the relevant audience Align solutions with the People and Culture Improvement Plan and more broadly the Employee Strategy Review and monitor progress of organisational development strategies, programs and initiatives Network with relevant organisational development partners, industries and bodies Learning and Development Manage the design and delivery of the learning and development portfolio to ensure learning offerings meet individual, group and business needs Oversee the design and development of learning and development tools, processes and Page 4 of 8
policies including but not limited to a Professional Development Calendar Oversee the use of the Leadership Capability Framework (Lominger) and ensure integration of the Framework and tools is effective across a range of human resource functions, including talent, recruitment and performance management Design and facilitate fit for purpose and in house training and workshops programs. Ensure learning needs analysis is undertaken on a regular basis to ensure learning offerings align with the direction of the business Corporate Compliance Training Oversee the corporate compliance training function to ensure employees meet mandatory training requirements, including but not limited to EEO, Trade Practices, Bullying and Harassment and OH&S Ensure regular reports are provided to key stakeholders, including Executive on compliance training progress Continuously improve compliance training approaches and processes to ensure South East Water meets audit requirements Address non compliance issues with relevant stakeholders Strategic Planning Partner with the business to deliver the organisational wide Employee Strategy and People and Culture Improvement Plan Align the strategic plan with core business activities with a strong focus on employee engagement, operational excellence and best practice Establish and embed organisational development and change practices Research issues and develop policies practices, programs and solutions to resolve strategic organisational culture and engagement issues Subject Matter Expertise Provide technical advice on all matters relating to organisational development to the Development and Culture Team and the broader organisation as needed In conjunction with the Branch Manager, act as the primary Leadership and Organisational Development contact for Senior Leaders across the organisation Provide interpretation and counsel regarding organisational development best practices and data gathered in the organisational culture, leadership development, and talent management and employee engagement arenas Liaise and collaborate with leaders in the People and Culture group to ensure alignment between teams to build organisationally appropriate and strategically aligned solutions Project Management Scope key and critical project elements including timeframes, budget and resources Apply project management principles and methodologies as appropriate Implement and deliver timely and effective communications Stakeholder Management / Customer Focus Liaise with key stakeholders at all levels of the organisation on issues related to culture and organisational development Engage key stakeholders as necessary to influence change Page 5 of 8
Provide regular updates and status reports to the Branch Manager, and other stakeholders as required Understand customer requirements and develop fit for purpose solutions Knowledge, Skills, Attributes & Experience Minimum level of educational qualifications required for the role Relevant tertiary qualifications in Business, Human Resources and/or Learning and Organisational Development is preferred Highest level of skills required to perform at a competent level Experience in leading, motivating and developing a team of professionals to achieve expected deliverables and meet performance outcomes Sound knowledge and understanding of South East Water business processes, policies and procedures or the ability to rapidly acquire such knowledge Strong analytical skills and the ability to interpret employee survey data to recognise patterns and draw linkages High level interpersonal skills including communication (verbal and written), consultation, negotiation, and conflict resolution Ability to manage large scale projects that requires advanced project management skills, including the design, building and deployment of projects Ability to translate theory into practice and communicate key messages across the organisation and at all levels High level of commercial acumen to understand the changing requirements of the business and industry more broadly This position regularly interacts with all levels of positions within the organisation and requires diplomacy, superior presentation and facilitation skills tailored to meet audience requirements Ability to maintain strictest confidence Experience and Knowledge Significant experience in human resources and/or learning and organisational development will be essential Best practice knowledge in talent management, culture change, performance measurement, leadership and all aspects of organisational development Previous experience in leading a team of human resource and/or learning and organisational development professionals is critical Previous experience in a similar industry and a track record of delivering culture change outcomes Sound knowledge and application of project management principles and methodology Experience in overseeing the implementation of culture and climate survey processes, including survey development and action planning processes Knowledge of Competency Frameworks and tools, e.g. Lominger Knowledge of a range of culture and climate survey tools, e.g. OCI Knowledge and application of a range of profiling tools, e.g. MBTI Proven knowledge of Microsoft Office suite Page 6 of 8
Attributes High level of attention to detail Advanced analytical, problem solving, conceptual reasoning and thinking and numeracy skills are essential Interpersonal savvy to challenge the status quo thinking and influence outcomes Demonstrated ability to work under pressure and meet tight timeframes, set realistic goals and apply good judgement to establish work priorities Demonstrated ability to work as an effective team member High learning agility Curious and resourceful Ability to influence senior managers and peers and negotiate mutually agreeable outcomes Leadership Competencies (Lominger) Developing direct reports and others Managerial courage Business acumen Action oriented Core Competencies Motivating others Dealing with ambiguity Creativity Problem solving Customer focus Time decision making South East Water Criteria Vision South East Water s vision Healthy Water for Life defines our business objectives. Things We Value The Things We Value guides our behaviour at South East Water and we are committed to the following four values: Clarity We know where we re doing and we understand why. Unity Underpins our success by working together. Agility We are fast, flexible and courageous. Delivery We strive for outcomes and celebrate achievement. Environment and Quality Systems Understand, implement, comply with and participate in as appropriate the quality and environment policies, objectives and systems. Page 7 of 8
Occupational Health and Safety Employees to accept responsibility for: Working to approved procedures and encouraging others to do the same Supporting and participating in improvements to work processes to minimise risks Reporting and discussing with management suitable control measures Page 8 of 8