Position Description. Assistant Director Cyber Security UNCLASSIFIED. Deputy Director, Information Assurance and Cyber Security Directorate

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1 Position Description Assistant Director Cyber Security Business unit: Responsible to: Position purpose: Information Assurance and Cyber Security Directorate Deputy Director, Information Assurance and Cyber Security Directorate The Assistant Director, Cyber Security provides leadership, strategic direction and operational guidance to the Information Assurance and Cyber Security Directorate. Direct reports: 4 Financial delegation: Level 3 Assistant Director, Cyber Security is a Tier 3 leadership role and has oversight of cyber security staff, cyber security policy work and the delivery of significant investment / capital programmes relating to cyber security This role includes the responsibility for the implementation of cyber security strategies; development of business planning and reporting; management of key partnerships; oversight of cyber security projects; and career development and personnel management for cyber security staff. In addition, it provides oversight and guidance on the discharge of GCSB s Telecommunications (Interception Capability and Security) Act 2013 (TICSA 2013) regulatory function. The Assistant Director, Cyber Security assists the Deputy Director Information Assurance and Cyber Security in the management and direction of the New Zealand cyber security arena, and deputises for them as necessary. As a Tier 3 Manager, Assistant Director, Cyber Security participates in senior management decision-making and policy development in both the Information Assurance and Cyber Security Directorate and the wider GCSB Directorate overview: The Information Assurance and Cyber Security Directorate UNCLASSIFIED PAGE 1

2 contributes to the national security of New Zealand by providing technical advice and assistance to government and public and private sector organisations of national significance. 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: Internal contacts: Minister Responsible for GCSB, other Ministers and, when deputising for Deputy Director Information Assurance and Cyber Security, the Prime Minister Senior managers within the wider NZ intelligence community and central government agencies Director Deputy Director, Information Assurance and Cyber Security, GCSB Leadership Board members Functional leads (CFO, Compliance Manager etc) Senior Managers within customer agencies International counterparts Objectives The position of Assistant Director Cyber Security encompasses the following major functions or objectives: Working collaboratively within GCSB and with customers within the wider NZIC sector Strategic direction and resource management People leadership Reputation and relationship management Delivery of output Deputising for the Deputy Director, Information Assurance and Cyber Security The requirements in the above objectives are broadly identified below: UNCLASSIFIED PAGE 2

3 Jobholder is accountable for: Strategic direction and resource management Jobholder is successful when: The Deputy Director, Information Assurance and Cyber Security (Deputy Director) values Assistant Director Cyber Security s input to developing strategic direction for the Directorate Timely, effective advice and information is provided to inform the Deputy Director s activities and decision making The Deputy Director is confident and well informed about the direction and progress of the Information Assurance and Cyber Security Directorate Cyber security staff activities deliver results which improve services for GCSB customers and contribute to the achievement of GCSB strategic goals The focus of staff is on delivering Directorate-wide objectives Strategies are aligned with those of GCSB and support those of the other business directorates Individual unit business plans reflect, and operational requirements are traceable to, the Directorate and GCSB business plans Business plans reflect the strategic direction for the Directorate, support customer requirements, and are appropriately scoped and prioritised Cyber security staff are engaged and understand how they contribute to the outcomes of the Bureau through the business planning process Annual budget submissions are aligned with the Directorate s business plan, prioritised and achievable People leadership All cyber security staff understand clearly what is required of them and receive regular constructive feedback on progress All cyber security staff have a training and development plan Cyber security staff understand and demonstrate GCSB values in their day to day work Employee issues are successfully addressed in a timely manner UNCLASSIFIED PAGE 3

4 Reputation and relationship management Delivery of output Deputising for the Deputy Director, Information Assurance and Cyber Security Cyber security staff are fully informed on relevant information and organisation policies and procedures are complied with Management skills are progressed as a result of mentoring and training Cyber security staff treat customers needs as their top priority Information assurance staff can identify when they will be unable to meet a particular customer requirement and are comfortable working with customers to manage expectations and re-set requirements Cyber security staff receive feedback on the professional quality and timely delivery of their work Cyber security staff collaborate openly and with integrity with partners across the New Zealand Intelligence Community Cyber security staff maintain productive working relationships that enhance the reputation of GCSB Operational risks are highlighted as early as possible and treated in order to mitigate their potential impact Legal authorities and obligations and compliance and operational policy is well understood by team members Briefings and reports are appropriately constructed and delivered to ensure that a consistent and accurate message is delivered to all stakeholders Outputs are sensibly prioritised to maximise customer value and enhance GCSB s reputation Research and development projects support unit business plans The roles and functions of the Deputy Director are carried out seamlessly during his or her absence Assistant Director Cyber Security is acknowledged as a credible leader with international counterparts Advice provided to the Director, GCSB Leadership Board, NZIC leadership and other directorate staff by Assistant Director Cyber Security is respected and valued 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 UNCLASSIFIED PAGE 4

5 is also expected that you will undertake other duties that can be reasonably be regarded as relevant to the position, your experience and capability. 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: Tertiary qualification in a relevant field Desirable: Post graduate qualifications or equivalent experience in management Demonstrated knowledge in a technical area, preferable ICT, ICT security, cyber security or risk management Knowledge/experience Essential: Leadership experience in a number of technology disciplines at both team and senior leadership levels, including at least 5 years experience as a people leader Exceptional customer and stakeholder relationship skills with the ability to communicate effectively with Ministers and senior executives in the government and private sector Project management experience (either running dedicated projects or sitting on project boards) Demonstrated competence in strategic planning and/or policy development within a public sector environment Demonstrated high standard of interpersonal, written and oral communications skills and credibility with senior stakeholders Demonstrated operational planning experience Demonstrated competence in the Desirable: A demonstrated understanding of the political, social and economic environment within which the GCSB operates UNCLASSIFIED PAGE 5

6 management of a capital investment programme and general financial management Demonstrated success in building highly engaged teams Personal attributes A commitment to enabling staff to achieve exceptional outcomes through effective direction and leadership Able to act decisively in a complex, rapidly changing, high pressure environment Outstanding communication and relationship management skills Highly developed conceptual thinking and problem solving skills with the ability to develop alternative pathways to achieve outcomes Commitment and an ability to deliver on a challenging and diverse work programme Self-motivating, innovative, and capable of exercising excellent judgement Exceptional team player Resilience Demonstrated commitment to the GCSB values Flexibility and openness: is open to constructive feedback and prepared to listen to alternative view points and ideas Results-driven, including the ability to do what is difficult or unpopular when required, and focus on key issues A strong customer service ethic Specialist competencies The following specialist competencies would typically be expected for the 100% fully effective level: Success at managing complex or otherwise difficult business change programmes Building and maintaining high performing teams Sound judgement and composure under pressure Strategic agility Managerial courage Political nous Effective relationship management Core competencies Core competencies are based on and consistent with our values. They describe qualities that are common requirements for all GCSB staff at differing levels in the organisation, irrespective of their specialist skills or the particular requirements of their job. They are complemented by UNCLASSIFIED PAGE 6

7 specialist competencies, which (where applicable) are set out in individual performance agreements. All employees are measured against the following core competencies as part of performance development and review: Security Teamwork and leadership Results focus Communication and knowledge sharing Professionalism Innovation Customer focus People Leadership All tier 2, 3 & 4 leaders are required to adhere to, and implement the principles of the GCSB People Leadership Charter. All employees are measured against the GCSB values as part of the performance development and review cycle. In addition collaboration in the New Zealand Intelligence Community is critical for success in GCSB roles. Employees will also be measured against their ability to work together in the NZIC to achieve outcomes. 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. UNCLASSIFIED PAGE 7

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