Corporate Human Resources Internal Role Profile
|
|
- Phebe Brooks
- 8 years ago
- Views:
Transcription
1 Corporate Human Resources Internal Role Profile Director, Organizational Development Role Purpose: Reporting to the Executive Director, Talent Management, this position provides leadership and functional expertise in the area of organizational development for the Alberta Public Service (APS), with a specific focus on enterprise wide employee engagement strategies, recognition initiatives and building an overarching Talent Management Framework. This role involves leading and managing a team of professionals and working collaboratively with other divisions and departments on specific organizational development programs and projects such as refreshing the Premiers Award of Excellence, building Policy Capacity, and the review and improvement of Performance Excellence. Key Accountabilities: Provide corporate leadership, direction and strategic advice on current and emerging issues related to organizational development, employee engagement and overall talent management in the APS. Lead the continuing build-out, communication and implementation of the Talent Management Framework to enable an integrated approach to acquiring the best talent, supporting and developing employees and ensuring that succession plans are in place. Provide leadership and direction to the development and management of various corporate HR initiatives and programs designed to build the capacity of APS employees at the corporate level. Ex: Policy Excellence, Rewards and Recognition, Performance Excellence, APS Competencies. Lead the development and implementation of initiatives that advance the GoA s ability to meet business needs and mandates/priorities. Examples include Policy Capacity initiatives. Work with HR Directors and the HR Community to understand and anticipate emerging organizational development needs, identify priority areas for action and facilitate the development of solutions. Ensure processes and systems are in place for conducting best practise research; responding to issues and action requests; collecting, analyzing and maintaining relevant data; networking and tracking emerging practices and trends. Provide leadership, direction and coaching to staff in the development and delivery of various components of the overall approach, ensuring that deliverables meet timelines and standards for target audiences and that desired outcomes are achieved. Provide leadership, direction and coaching to staff to ensure they have the skills, competencies and resources to excel in their current role and develop for future roles. Provide leadership and support to cross-functional, cross-divisional and cross-ministry teams and initiatives that advance an integrated approach to organizational development within the APS. Oversee and negotiate establishment of effective partnership arrangements and contracts with external organizations and service providers as required. Manage assigned human resources and budget allocations according to relevant policies and guidelines. Required Knowledge: Significant knowledge of Human Resource practices and trends in the areas of organizational development, employee engagement, recognition, performance management, change management and talent management. Knowledge of applicable Acts, Legislation, policies, directives and programs.
2 Knowledge of political/government structures and processes. Exceptional verbal and written communication skills. University degree in a related field. Required Experience: Extensive project management experience and proven ability to manage complex high profile projects and initiatives involving interface with executives and employee audiences. Ability to set priorities within an evolving environment, lead teams through ambiguity and organizational change, and align staff and teams to achieve desired results. Experience working with multiple stakeholders on cross government initiatives. The ability to create strategic partnerships and build strong working relationships. Demonstrated ability to use consulting and facilitating skills to clarify direction, identify opportunities to add value, assist in the resolution of issues and influence outcomes. Key Competencies: Systems Thinking Develop Networks Drive for Results Agility Build a Collaborative Environment
3 Corporate Human Resources Internal Role Profile Director, Program Design Role Purpose: Reporting to the Executive Director, Learning and Development, this position provides leadership and functional expertise in the area of adult learning for the Alberta Public Service (APS), with a specific focus on enterprise wide approaches to consultation, innovation and adult learning design. This includes leading and managing a team of professionals and working collaboratively with other divisions and departments on multiple learning initiatives that impact all of Alberta s public servants. Core focus includes: 1. Leading the collaborative design and development of cross-ministry, strategic approaches to achieving corporate business results through learning and development; 2. Leading the advancement, promotion and design of cross-ministry innovation and best in class approaches to learning and development; 3. Leading the design of effective, efficient and relevant learning experiences for Alberta s Public Service. Key Accountabilities: Leading and directing a team of learning professionals and specialists to: - Conduct and share research on learning and leadership development, environmental scans - Measure, collect, analyze and share data on leaning and learners to strategically inform business decisions - Provide strategic advice to the Executive Director, Learning and Development current and emerging issues related to employee development programs and initiatives. - Engage stakeholders from across government in consultation on all aspects of learning and development - Align learning and development strategies to corporate priorities - Manage and promote expectations for learning and development at the individual and organizational levels - Develop corporate policy, directives and strategies related to learning and development - Lead inter-jurisdictional strategies and provide strategic advice and direction to others on the inter-jurisdictional team related to adult learning and development in the public service - Understand the learning needs of our clients and utilize innovative approaches to meet those needs - Field-test and report on best-in-class approaches to adult learning and development - Innovate and experiment with new approaches to adult learning and development - Collaboratively design learning experiences that are effective, efficient and relevant and that meet the learning outcomes for both the organization and individual learners - Explore, develop and implement multiple approaches to learning, ensuring that learners and the organization has access to a diverse range of learning options to meet a wide range of learning styles. - Assure quality and accuracy of all aspects of curriculum and e-learning developed for the Learning Centre
4 - Oversee and negotiate partnership arrangements and contracts with external organizations and service providers - Negotiate fees and/or schedules with vendors. Provide corporate leadership, direction and strategic advice on current and emerging issues related to learning in the APS. Provide leadership and direction to the development and management of various corporate HR initiatives and programs designed to build the capacity of APS employees. Lead the development and implementation of initiatives that advance the GoA s ability to meet business needs and mandates/priorities. Examples include E-learning, Leadership 101, Coaching and Mentoring, Facilitation Excellence, Procurement, Marketing and promoting the Learning Centre Work with HR Directors and the HR Community to understand and anticipate emerging learning and development needs, identify priority areas for action and facilitate the development of solutions. Ensure processes and systems are in place for conducting best practise research; responding to issues and action requests; collecting, analyzing and maintaining relevant data; networking and tracking emerging practices and trends. Provide leadership, direction and coaching to staff in the development and delivery of various components of the overall approach, ensuring that deliverables meet timelines and standards for target audiences and that desired outcomes are achieved. Provide leadership, direction and coaching to staff to ensure they have the skills, competencies and resources to excel in their current role and develop for future roles. Provide leadership and support to cross-functional, cross-divisional and cross-ministry teams and initiatives that advance an integrated approach to organizational development within the APS. Oversee and negotiate establishment of effective partnership arrangements and contracts with external organizations and service providers as required. Manage assigned human resources and budget allocations according to relevant policies and guidelines. Required Knowledge: Significant knowledge of the principles of adult learning, Human Resource practices and trends in the areas of learning and development, e-learning, coaching and mentoring, leadership development and curriculum design. Related knowledge and experience in areas such as business processes, contract management, financial management, and HR management. Knowledge of applicable Acts, Legislation, policies, directives and programs. Knowledge of political/government structures and processes. Exceptional verbal and written communication skills. University degree or equivalent in a related field. Required Experience: Demonstrated success in leading collaborative approaches to curriculum design, community engagement and innovations in learning. Extensive project management experience and proven ability to manage complex high profile projects and initiatives involving interface with executives and employee audiences. Ability to set priorities within an evolving environment, lead teams through ambiguity and organizational change, and align staff and teams to achieve desired results. Experience working with multiple stakeholders on cross government initiatives.
5 The ability to create strategic partnerships and build strong working relationships. Demonstrated ability to use consulting, coaching and facilitating skills to clarify direction, identify opportunities to add value, assist in the resolution of issues and influence outcomes. Demonstrated ability to show results. Key Competencies: Demonstrated success with the art and practice of leadership Demonstrated success in the following APS competencies: Systems Thinking Develop Networks Drive for Results Agility Build a Collaborative Environment Creative Problem solving Developing self and others Issues/Problem Faced and Decisions Made (Authorities) This position requires innovative approaches to adult learning. There may be limited or no established practices within the GOA from which to draw from. Outcomes may not always be clear and or ambiguous and will have to be established collaboratively within a complex and dynamic environment Decisions made will impact the quality and experience of learning outcomes for all Alberta Public Servants.
EXECUTIVE DIRECTOR STRATEGIC SERVICES CORPORATE STRATEGIES AND SERVICES DIVISION ALBERTA INFRASTRUCTURE
EXECUTIVE DIRECTOR STRATEGIC SERVICES CORPORATE STRATEGIES AND SERVICES DIVISION ALBERTA INFRASTRUCTURE Executive Manager I Salary Range: $125,318 - $164,691 ($4,801.47 - $6,310.03 bi-weekly) Limited Competition
More informationSEARCH PROFILE. Executive Director Policy, Planning and Legislative Services. Alberta Seniors and Housing. Executive Manager I
SEARCH PROFILE Executive Director Policy, Planning and Legislative Services Alberta Seniors and Housing Executive Manager I Salary Range: $125,318 - $164,691 ($4,801.47 $6,310.03 bi-weekly) Limited Competition
More informationTITLE: LEARNING SPECIALIST CLASSIFICATION: ADMINISTRATIVE OFFICER (AO) 24
JOB STORE PROFILE #110 Position #14438 TITLE: LEARNING SPECIALIST CLASSIFICATION: ADMINISTRATIVE OFFICER (AO) 24 JOB OVERVIEW Reporting to the Manager, Human Resources and Development Services, the Learning
More informationSEARCH PROFILE. Executive Director Provider Compensation and Strategic Partnerships. Alberta Health. Executive Manager I
SEARCH PROFILE Executive Director Provider Compensation and Strategic Partnerships Alberta Health Executive Manager I Salary Range: $125,318 $164,691 ($4,801.47 $6,310.03 bi-weekly) Open Competition Job
More informationSEARCH PROFILE. Executive Director Energy Technical Services. Alberta Energy. Executive Manager 1
SEARCH PROFILE Executive Director Energy Technical Services Alberta Energy Executive Manager 1 Salary Range: $125,318 - $164,691 ($4,801.47 - $6,310.03 bi-weekly) Limited Competition Job ID: 1032725 Closing
More informationThe Johns Hopkins University Human Resources Competency Dictionary
The Johns Hopkins University Human Resources Competency Dictionary JHU Human Resources Competencies (Applies to All HR Functional Areas) Business Partnership and Consultation Ethics and values Decision
More informationCentre for Learning and Development
The Leadership and Management Development Strategy was developed to endorse learning and development opportunities to strengthen the leadership and management capacity of the Newfoundland and Labrador
More informationCertificate III in Government PSP30112 Description
Certificate III in Government PSP30112 Description This generalist qualification covers entry-level competencies for a career in the public sector, with a particular focus on meeting the ethical and legislative
More informationUTS POSITION DESCRIPTION UTS:HUMAN RESOURCES
UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES Position Title HR Change Manager Unit/Division or Faculty HRU Position Number Current HEW Level HEW 8 Job Family(HR Use Only) ANZSCO Code (HR Use Only) UTS
More informationINFRASTRUCTURE & TECHNICAL SERVICES MANAGER JOB & PERSON SPECIFICATION DECEMBER 2015
INFRASTRUCTURE & TECHNICAL SERVICES MANAGER JOB & PERSON SPECIFICATION DECEMBER 2015 Position Title: Infrastructure & Technical Services Manager Position Number: NEW Faculty/Division: Faculty of Engineering,
More informationWE BELIEVE IN LEARNING BY DOING
EXECUTIVE EDUCATION PROGRAMS IN ASIA 2015 OPEN-ENROLLMENT AND CUSTOMIZED SOLUTIONS WE BELIEVE IN LEARNING BY DOING LEADERSHIP DEVELOPMENT SENIOR EXECUTIVE PROGRAM IN ASIA: THE VIEW FROM THE C-SUITE Sept
More informationBusiness Systems Analyst Job Family
Promotion Criteria Entry level requires several years of work experience, either in a business area, or programmer with involvement in business systems. Demonstrated ability to learn and apply technology.
More informationSAMPLE JOB DESCRIPTIONS
SAMPLE JOB DESCRIPTIONS In this section we have provided a number of sample job descriptions. We hope that they will provide you with guidance as you develop job descriptions(s). Level Title Page Consultant
More informationPOSITION DESCRIPTION. Role Purpose. Key Challenges. Key Result Areas
POSITION DESCRIPTION Position Title Manager, Technical Services Support Position Number Reports to Manager Technology Services Functional Auth HRM Auth Region IT Services Centre Head Office Date Feb 2011
More informationProject Manager Job Descriptions
Promotion Criteria Position Overview Statement Principal Duties and Responsibilities PROJECT MANAGER Admin Level 4 Typically >8 years in increasing responsible IT leadership role; typically managed one
More informationROLE PROFILE. Performance Consultant (Fixed Term) Assistant Director for Human Resources
ROLE PROFILE Job Title Reports to Service area No. of staff responsible for Budget responsibility ( ) Performance Consultant (Fixed Term) Assistant Director for Human Resources HR 0 None Purpose of Job
More informationCARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by:
CARLETON UNIVERSITY POSITION DESCRIPTION Position Title: Manager, HR Systems Position No.: 298879 Reports to: Department: Assistant Director HR, Talent Programs Human Resources Approved by: (Incumbent/Date)
More informationEXHIBIT CC. Identifying Management Level Knowledge, Skills and Abilities. Executive Core Competencies (ECCs)
EXHIBIT CC Identifying Management Level Knowledge, Skills and Abilities Executive Core Competencies (ECCs) ECC One: Leading Change ECC Two: Leading People ECC Three: Results Driven ECC Four: Business Acumen
More informationKenya Revenue Authority (KRA)
Kenya Revenue Authority (KRA) Chief Manager - HR Development and Performance Management Job details Reference Number: KRA/HR02/14 Job Title: Chief Manager - HR Development and Performance Management Supervisor:
More informationLeadership Competency Self Assessment
USDA Virtual University School of Talent Management Leadership Essentials Certificate Program Leadership Competency Self Assessment Building Blocks for Workforce Development Based on OPM Competencies Updated:
More informationRevised Body of Knowledge And Required Professional Capabilities (RPCs)
Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s
More informationDirector, Sales and Marketing
Director, Sales and Marketing Job Description www.icarehealth.co.uk Document Information Owner Department Date last amended Rohan Vendy Managing Director UK 04 September 2014 Position Summary Position
More informationHead of Engineering Job Description
Head of Engineering Job Description (Job Code and Level: E006) Definition: Overall responsibility and accountability for the Engineering function across the UK which will include people and budgetary management.
More informationCore Competencies in Association Professional Development
Core Competencies in Association Professional Development 2009 Update These competencies are general descriptions of the behavior or actions needed to successfully perform the association professional
More informationICE 2016 Tracks & Subcategories
ICE 2016 Tracks & Subcategories Career Development (Content Track 1) The Career Development track highlights trends and topics influencing a community of learning professionals interested in advancing
More informationProject Management Competency Standards
BSB01 Business Services Training Package Project Management Competency Standards CONTENTS BSBPM401A Apply scope management techniques...3 BSBPM402A Apply time management techniques...8 BSBPM403A Apply
More informationBARNET AND SOUTHGATE COLLEGE JOB RESPONSIBILITY PROFILE. Head of Human Resources & Organisational Development
BARNET AND SOUTHGATE COLLEGE JOB RESPONSIBILITY PROFILE POST: Head of Human Resources & Organisational Development SALARY SCALE: Service Area Head Scale Points 14-18 RESPONSIBLE TO: RESPONSIBLE FOR: Director
More informationstrategic workforce planning: building blocks to success
strategic workforce planning: building blocks to success Foreword by Tom Kaminsky The ability to attract and retain people with valuable skills that meet business objectives is vital for companies seeking
More informationPeople and Capability (P&C) Intelligence Community Shared Services (ICSS) Chief People Officer (CPO)
Position Description Manager Strategy and Capability Business unit: Responsible to: Position purpose: Direct reports: People and Capability (P&C) Intelligence Community Shared Services (ICSS) Chief People
More informationRole Profile. Ministry of Technology, Innovation and Citizens Services. Assistant Deputy Minister Integrated Workplace Solutions.
Ministry of Technology, Innovation and Citizens Services Assistant Deputy Minister Integrated Workplace Solutions Victoria Ministry Overview The Ministry of Technology, Innovation and Citizens Services
More informationThis page was left intentionally blank.
This page was left intentionally blank. Workforce Planning Model Steps What This Step Accomplishes 1. Define the Scope Determines our focus could be long or short term could be a specific business unit
More informationTOOL KIT for RESIDENT EDUCATOR and MENT OR MOVES
Get to Know My RE Observe Collect Evidence Mentor Moments Reflect Review Respond Tailor Support Provide Provide specific feedback specific Feedback What does my RE need? Practice Habits Of Mind Share Data
More informationPerformance Factors and Campuswide Standards Guidelines. With Behavioral Indicators
Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...
More informationVice President, Lottery and Gaming Talent Management
Vice President, Lottery and Gaming Talent Management Job Title Vice President Lottery and Gaming Talent Management Type of Position Contract Contract Length Up to 3 years Location Sault Ste. Marie Reporting
More informationUoD IT Job Description
UoD IT Job Description Role: Projects Portfolio Manager HERA Grade: 8 Responsible to: Director of IT Accountable for: Day to day leadership of team members and assigned workload Key Relationships: Management
More informationLeadership & People Management WSQ
Our frontline leaders in SIA are empowered to lead our service teams to achieve the highest levels of service excellence. They are trained in core functional skills as well as given the opportunity to
More informationROLE DESCRIPTIONS BY COMPETENCY LEVEL
UNIVERSITY OF NORTH CAROLINA WILMINGTON University Program Specialist DESCRIPTION OF WORK: Employees in this banded class provide consultation and program/project administration in a specialized or targeted
More informationHSF030. Business Unit: Marketing and Communications Date created: December 2014. Division: Strategy, People & Operations Review date: December 2015
Position Title: Digital & Engagement Specialist No.: HSF030 Reports to: Title: Marketing & Communications Leader No.: HSF067 Business Unit: Marketing and Communications Date created: December 2014 Division:
More informationJOB AND PERSON SPECIFICATION
JOB AND PERSON SPECIFICATION Job Title: Division Grade: Reward Adviser G Reports To: Head of Organisational Development and Systems General Information The Commonwealth Secretariat is the principal inter-governmental
More informationOrganisational Development Manager. Associate Director, Education and Development JOB SUMMARY
JOB TITLE: BAND: BASE: RESPONSIBLE TO: ACCOUNTABLE TO: Organisational Development Manager TBA XX Associate Director, Education and Development Associate Director, Education and Development JOB SUMMARY
More information2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE
2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE CONTENTS A Look Back as we Continue Forward 2 Message from the City Manager 3 Message from the Executive Director of Human Resources 4 Message from
More informationHR Service Partner (Specialist Services & Regional Offices) Location: Shared Services, SVP House Sean McDermott Street, Dublin 1
Job Description Job Title: Job Holder: Reports To: HR Service Partner (Specialist Services & Regional Offices) Vacant Head of Human Resource Shared Services Location: Shared Services, SVP House Sean McDermott
More informationCandidates will demonstrate ethical attitudes and behaviors.
EDET 628 Apply instructional design principles to create a unit of instruction which integrates technology and enhances student understanding Demonstrate purposeful alignment of state competencies and
More informationBusiness Analyst Position Description
Analyst Position Description September 4, 2015 Analysis Position Description September 4, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 2 Explanation of Proficiency Level Definitions...
More informationThe integrated leadership system. ILS support tools. Leadership pathway: Individual profile APS6
The integrated leadership system ILS support tools Leadership pathway: Individual profile APS6 APS 6 profile Supports strategic direction Achieves results Supports productive working relationships Displays
More informationJOB DESCRIPTION: Senior Manager HR & Talent Management
JOB DESCRIPTION: Senior Manager HR & Talent Management RESPONSIBLE TO: RESPONSIBLE FOR: Group Director The overall management and development of all aspects of HR and Talent Management for the company,
More informationJob Title: Executive Director of Organizational and Professional Learning
Equal Opportunity Employer Job Description Job Title: Executive Director of Organizational and Professional Learning Reports to: Chief Academic Officer Department: Teaching and Learning Number of Days:
More informationLower Hutt Campus. The Open Polytechnic operates nation-wide as the specialist provider of vocational open and distance learning.
POSITION DESCRIPTION Position Title: Responsible To: Position Purpose: Location: Employment Agreement: Direct Marketing Manager Marketing Manager, Marketing and Communications The Direct Marketing Manager
More informationTAE50211 Diploma of Training Design and Development
TAE50211 Diploma of Training Design and Development Release: 1 TAE50211 Diploma of Training Design and Development Modification History Version Comments TAE50211 Released with TAE10 Training and Education
More informationHuman Resources Management Program Standard
Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges
More informationCareer Map for HR Specialist Position Classification
Career Map for HR Specialist Position Classification General Information This document provides the recommendations within each of the career models for each of the identified HR functions. This includes
More informationFNS41510 Certificate IV in Life Insurance
FNS41510 Certificate IV in Life Insurance Revision Number: 1 FNS41510 Certificate IV in Life Insurance Modification History Description This qualification is designed to reflect the role of persons carrying
More informationThe Association of Change Management Professionals
The Association of Change Management Professionals Statement of Change Management Scope, Knowledge Areas, and Process Groups March 31, 2012 Introduction The Association of Change Management Professionals
More informationPRO-NET 2000. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2002
Professional Development Coordinator Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators
More informationDUTY STATEMENT SECTION A: GENERAL INFORMATION
DUTY STATEMENT SECTION A: GENERAL INFORMATION Title: Team Leader Mineral Tenement Systems Group: Resources and Energy Division: Mineral Resources Branch: Mineral Tenements & Exploration Occupant: HRMS
More informationDepartment of Health & Human Services
Department of Health & Human Services Position Description Senior Project Officer Data, Quality and Funding (Clinical Supervision / Simulation portfolio) The Senior Project Officer, Data, Quality and Funding
More informationPMO Director. PMO Director
PMO Director It s about you Are you curious about how individual projects further a company s strategy? Can you think at the macro level across broad groups of people and services? Do you have an eye for
More informationEmployability Skills in Financial Services
Employability Skills in Financial Services Effective from 2012 Date published 14 October 2011 2011 Copyright Board of Studies NSW for and on behalf of the Crown in right of the State of New South Wales.
More informationTALENT AND HUMAN RESOURCES MANAGER
TALENT AND HUMAN RESOURCES MANAGER The W.K. Kellogg Foundation is recruiting for a Talent and Human Resources Manager to lead and manage learning and development initiatives to support and advance the
More informationExecutive Leadership MBA Course Descriptions
Executive Leadership MBA Course Descriptions MBA 608: Interpersonal Leadership and Managing Organizational Behavior (3 credits) This course provides rising stars learning opportunities to take the next
More informationInformation and Communication Technology
Position Description Position Title: Employment Type: Section: Division: Salary Band: Agreement: Reporting To: Enterprise Architect Full Time fixed term ICT Project Services Information and Communication
More informationOCCUPATIONAL STANDARD (For use in the development of supply chain related job descriptions, performance evaluations, career development plans, etc.
OCCUPATIONAL STANDARD (For use in the development of supply chain related job descriptions, performance evaluations, career development plans, etc.) Description of Position (As defined by the CSCSC Stakeholder
More information{Add company name} {Add geographical location} {Add/edit as required} Enterprise Architect. {Add local information}
Job Description Business Analyst Organisation: Location: Reports to: Supervises: Working conditions: Last updated: {Add company name} {Add geographical location} {Add/edit as required} Enterprise Architect
More informationTalent Management and OD Specialist
Position Employee category level Department Reporting to Line reports Purpose of the role Key Responsibilities Talent Management and OD Specialist Professionally qualified HR professional and experienced
More informationExecutive Leadership MBA Course Descriptions
Executive Leadership MBA Course Descriptions MBA 608: Interpersonal Leadership and Managing Organizational Behavior (3 credits) This course provides rising stars learning opportunities to take the next
More informationSample Personal Profiles for CVs Handout
Sample Personal Profiles for CVs Handout To arrange to have your CV/Application form reviewed please contact Caroline Kennedy Careers & Opportunities Officer Email: ckennedy@ncirl.ie Telephone: 4498526
More information1. CORPORATE SUPPORT SERVICES DEPARTMENT - HUMAN RESOURCES DIVISION
1. CORPORATE SUPPORT SERVICES DEPARTMENT - HUMAN RESOURCES DIVISION (i) CHIEF MANAGER - COMPENSATION AND BENEFITS, AND HR ADMINISTRATION (Grade KRA 7 ) JOB DESCRIPTION FORM Date: Kenya Revenue Authority
More informationThe Seven-S S Model. A framework to guide and evaluate organization development to achieve vision and produce desired performance results.
The Seven-S S Model A framework to guide and evaluate organization development to achieve vision and produce desired performance results. Framework The 7 S model has its origins from the classic, 'The
More information13 Common Mistakes about Communicating Policies & Procedures Information. and How to Avoid Them
13 s about Communicating Policies & Procedures Information and How to Avoid Them Written by and a courtesy of Raymond E. Urgo Policies & Procedures Communication Consultant Urgo & Associates Los Angeles,
More informationQuality Service Leadership Team Charter
Sample Cross-Functional Team Charter Quality Service Leadership Team Charter STATEMENT OF PURPOSE The Quality Service Leadership Team (QSLT) is a multi-level, cross-functional team responsible for initiating
More informationTo find out more about the role, please visit our website www.royalacademy.org.uk/careers
Director of Information Technology Operations Department Competitive The Royal Academy is in a period of significant transformation. As we approach our 250 th anniversary in 2018, major investments are
More informationB408 Human Resource Management MTCU code - 70223 Program Learning Outcomes
B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,
More informationCertified Human Resources Professional Competency Framework
Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the
More informationTHE OPPORTUNITY AND THE ROLE
THE OPPORTUNITY AND THE ROLE Cystic Fibrosis Canada is seeking an experienced, talented and dynamic bilingual Human Resources professional to join the team in a leadership role as the Executive Director,
More informationCreating Success Through Leadership OPPORTUNITY PROFILE. Director, Human Resources
Creating Success Through Leadership OPPORTUNITY PROFILE Director, Human Resources July 2014 OPPORTUNITY PROFILE About Concordia University College Concordia s history has been marked by steady growth and
More informationHuman Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit
JOB TITLE NAME UNIT REPORTS TO JOB FAMILY Organizational Development Specialist Vacant Human Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit
More informationQAIassist Software Development Methodology Implementation Guide
QAIassist Software Development Methodology Implementation Guide QAIassist Integrated Methodology is an effective process-based methodology incorporating the three (project management, software development,
More informationSuccession Management/Planning Talent Management
Succession Management/Planning Talent Management Objectives Upon completing this workshop you will be able to: Utilize a basic framework for building a comprehensive succession plan. Understand the need
More informationBusiness Intelligence Analyst Position Description
Business Intelligence Position Description February 9, 2015 Position Description February 9, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 2 Explanation of Proficiency Level
More informationBanking Technical Systems Specialist Schematic Code 10723 (31000241)
Banking Technical Systems Specialist Schematic Code 10723 (31000241) I. DESCRIPTION OF WORK Positions in this banded class plan, examine, analyze, administer and monitor banking processes, operation systems
More informationPRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001
Management Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators Project PRO-NET April 2001
More informationDoDEA Personnel Center HR Competency Definitions
DoDEA Personnel Center HR Competency Definitions ATTACHMENT 10 Business Management Competencies Business Process Reengineering Applies business process reengineering principles and techniques to reengineer
More informationAttribute 1: COMMUNICATION
The positive are intended for use as a guide only and are not exhaustive. Not ALL will be applicable to ALL roles within a grade and in some cases may be appropriate to a Attribute 1: COMMUNICATION Level
More informationJOB PROFILE. For more detailed information about Internal Affairs, go to our website: www.dia.govt.nz.
JOB PROFILE Job Title: Enterprise Architect Business Unit: Chief Architect Business Group: Government Technology Services Branch: Reporting to: Chief Architect Location: Wellington Grade: 22 Date last
More informationIT Consultant Job Family
JOB TITLE Promotion Criteria Position Overview Statement: Principal Duties and Responsibilities IT Consultant I (may be Support or Admin) Entry level little or no IT experience required; however, experience
More informationCOURSE INFORMATION BSB50415 Diploma of Business Administration
COURSE INFORMATION BSB50415 Diploma of Business Administration What is the Australian Qualifications Framework? The Australian Qualifications Framework (AQF) establishes the quality of Australian qualifications.
More informationFNS41512 Certificate IV in Life Insurance
FNS41512 Certificate IV in Life Insurance Release 2 FNS41512 Certificate IV in Life Insurance Modification History Release Release 2 Release 1 Comments This version released with FNS10 Financial Services
More informationOA Council Open Meeting May 26, 2016. Human Resources: Strengthening OA Employment Practices
OA Council Open Meeting May 26, 2016 Human Resources: Strengthening OA Employment Practices 2015: A Look Back Key Achievements: Built relationships with key employment groups Strengthened HR Leadership
More informationDEVELOP A PIPELINE OF SUCCESSFUL LEADERS AT ALL LEVELS. INDIVIDUAL DEVELOPMENT
DEVELOP A PIPELINE OF SUCCESSFUL LEADERS AT ALL LEVELS. INDIVIDUAL DEVELOPMENT Results That Matter Sustained Impact for You, Your Business and the World. What matters most to you? How individuals thrive,
More informationPublic Health Competency Based Employee Performance Management Self Assessment Tool - Consultant/Specialist
Public Health Competency Based Employee Performance Management Self Assessment Tool - Consultant/Specialist Public Health Competency Based Employee Performance Management Toolkit OPHA & Partners, Version
More informationLeadership and Management Competencies
Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,
More informationBecoming a Trusted HR Advisor
Becoming a Trusted HR Advisor Prepared by Consulting/Talent & Rewards HR Effectiveness Presentation to University of California Topics for Today The Changing Role of HR in Organizations Today What s Getting
More informationA Business Analysis Perspective on Business Process Management
A Business Analysis Perspective on Business Process Management October 2013 Discussion Points! Why have Roles?! What is Business Analysis?! Who is the Business Analyst?! Business Analysis & Business Process
More informationCareer Map for HR Information Systems Specialist (HRIS)
Career Map for HR Information Systems Specialist (HRIS) General Information This document provides the recommendations within each of the career models for each of the identified HR functions. This includes
More informationEXECUTIVE BEHAVIORAL INTERVIEW GUIDE
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the
More informationSection Two: Ohio Standards for the Teaching Profession
12 Section Two: Ohio Standards for the Teaching Profession 1 Teachers understand student learning and development and respect the diversity of the students they teach. Teachers display knowledge of how
More informationCLASS SPECIFICATION Human Resources Director. Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from Civil Service
City of Portland Job Code: 30000409 CLASS SPECIFICATION Human Resources Director FLSA Status: Union Representation: Exempt Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from
More informationCareer Map for HR Specialist Advanced Leader
Career Map for HR Specialist Advanced Leader General Information This document provides the recommendations within each of the career models for each of the identified HR functions. This includes training,
More informationThe Talent Management Framework
The Talent Framework Executive Summary Josh Bersin Stacey Harris Kim Lamoureux Madeline Laurano David Mallon May 2010 BERSIN & ASSOCIATES RESEARCH REPORT V.1.0 The Talent Framework Executive Summary The
More informationDEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework
DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland
More information