Human Resources & Learning & Development Advisor

Transcription

1 Proposed POSITION DESCRIPTION Human Resources & Learning & Development Advisor Human Resources Vacancy April 2015

2 POSITION DESCRIPTION Human Resources & Learning & Development Advisor Vacancy Context Lincoln University is New Zealand s specialist, land-based University with a proud tradition as New Zealand s third oldest tertiary institution, founded in 1878 as a School of Agriculture. Today it is a research-led institution with an emphasis on land-based disciplines and their associated industries - agriculture, horticulture, viticulture, bio-technology, environmental science, environmental management, tourism, landscape architecture, sport & recreation and commerce. Lincoln University has three (3) Academic Faculties, two (2) Research Centres, two (2) Divisions and sixteen (16) Corporate Service Units, and draws its students from throughout New Zealand and from over 60 countries. The University has a student roll of around 3,500 and approximately 700 staff. Lincoln University is an EEO employer and actively seeks to meet its obligations under the Treaty of Waitangi. Purpose To support people leaders & employees with regards to all Lincoln University HR policies and procedures and to assist with the development, implementation and maintenance of best practice systems and procedures. To activiely particpate in the development and implementation of a work culture & environment that supports high performance & retention of talent. Key Responsibilities of the HR & LD Advisor position: People, Culture & Business Excellence infrastructure OD & L&D support to people leaders - Support the continued improvement of HR systems for the company, such as talent management systems. - Audit and redevelop current HR policies and processes, in line with the evolving company culture. - Deploy & coach leaders on the processes, policies, tools & techniques contained within the People Leaders Toolkit. - Continue to up-skill and develop People Leaders in line with a decentralized HR model - Support the OD Manager & HR Manager with team development requirements - Support the implementation of identified Business Excellence goals. - Provide strong coaching to leaders during the implementation of Business Excellence goals. - Support the review of department set targets for Business Excellence goals across the organisation for continuous improvement opportunities. - Responsible for coaching leaders & employees on internal customer / supplier relationships & requirements from HR systems & processes - Facilitate different L&D workshops & initiatives in line with the L&D strategy & framework - Act as a facilitator for a variety of business sessions, such as team charters and problem-solving sessions. 2

3 - Undertake research for the purposes of OD interventions design & implementation, e.g. PDCA infrastructure for problem solving Advisory HR support and services Strategy Deployment Capability HR Purpose Team Project Work - Provide proactive and timely response advice and support to managers and supervisors regarding HR practices. - Advising managers and team leaders on employment relations, legislation and other human resources issues. - Assist managers and team leaders with the recruitment and selection of the necessary human resources to meet the objectives of the department. - Psychometric interpretation to hiring managers. - Provide managers and team leaders with advice and assistance for selection methodology and final selection decisions. - Coach People Leaders on management of performance management issues, disciplinary processes, misconduct, change management, team culture and dynamics. - Build & maintain a collaborative working relationship with relevant Union off-site & on-site representatives - Responsible for the implementation and continual improvement of the Annual Salary & Promotions systems to empower leaders and retain talent - Responsible for coaching & supporting people leaders & employees on the use of the Annual Salary & Promotions systems to empower leaders and retain talent - Prepare reports on the ongoing appropriateness and effectiveness of human resources standards, procedures and policies and their alignment with the human resources management strategy. - Responsible for own administration requirements & support the HR Coordinators where necessary with administration requests - Support the facilitation of strategy deployment workshops for people leaders. - Work closely with people leaders to coach on strategy deployment. - Support the HR Manager to review department set targets for strategy deployment goals across the organisation for coaching & continuous improvement opportunities. Undertake special projects for the identified purpose team to assist and implement the improvement of HR / OD world class strategies, procedures and policies, appropriate to the desired Lincoln University culture and environment, e.g.: - Employer Branding Management - Strategy Deployment Capability coaching - Values implementation - Leadership Development - Internal Customer / Supplier relationships - University Dept Team Development - Teaching Capability - Facilitation of internal L & D workshops - Implementation of Performance Framework & associated L & D framework Health & Safety - Becomes familiar, and comply, with all H&S policies and procedures. 3

4 - Complies with all Lincoln University legislative requirements in respect of occupational H&S. - Reports any hazard that has come to your attention. - Wears protective clothing/apparatus as required. - All Lincoln University H&S policies and procedures are complied with. - All Lincoln University legislative requirements in respect of occupational health and safety are complied with. - The employer is notified of any hazard that has come to the employee s attention in the course of their employment. - Protective clothing/apparatus are used where procedures or common sense would warrant this. Treaty of Waitangi - Support the University to meet its obligations under the Treaty of Waitangi. - Demonstrates, and encourages others to demonstrate, support for the University s commitment to the Treaty of Waitangi. Other - Assist the HR Manager & other HR team members with any other reasonable tasks as requested Staff Supervised This position is not responsible for the supervision of staff Key Internal Relationships The HR & L&D Advisor is expected to establish effective working relationships with: HR Team Academic Leaders People Leaders Informal Leaders Subject Matter Experts On-site Union representatives 4

5 Key External Relationships The HR & L&D Advisor is expected to establish effective working relationships with: External agencies and consultancies (such as legal representatives, Opra, dependent on needs) HR professionals from other organisations HR professional networks (such as HRINZ) Council & Government depts. Relevant external suppliers Relevant off-site Union representatives Accountability The HR & L&D Advisor reports to the Human Resources Manager Person Specification Qualifications Relevant tertiary qualification in Human Resources Management, an IO Psych degree is highly desirable. Ability to work legally in New Zealand. Experience The position requires: 2-4 years proven experience in a HR / L&D Advisor role is desirable Background in different organisational function is desirable Technical Skills Experience in organisations with strong Learning & Development capability is expected. Knowledge of best practice HR management systems is highly desirable. Intermediate level of computer literacy is essential. Audit training in auditing processes is desirable. Significant knowledge of HR Employment Relations legislation and related legislation (e.g. Industrial Relations) and the ability to implement provisions where applicable is essential. Previous experience in facilitating Learning & Development presentations that are appropriate to the target audience is desirable. Project Management ability is desirable. Knowledge of business excellence environments is highly desirable. 5

6 Personal Attributes Proven background as a valuable Team player. Has strong Organisational & planning ability. Is self-managing and self-motivated. Sound attention to detail. Ability to provide accurate work within given timelines. Acts with Integrity & honesty at all times. Ability to work within the LU policies and procedures and promote a harmonious working environment. CONDITIONS OF APPOINTMENT IEA STAFF Term of Appointment This is a continuing appointment. Hours of Work This is a full time appointment of 37.5 hours per week. Remuneration Salary on commencement will be within the range $70,000 to $75,000 per annum, commensurate with qualifications and experience. Employment Agreement The appointee will have an Individual Employment Agreement. The conditions outlined in this document are indicators of some of the key items of that agreement. Annual Leave Annual leave entitlement is four weeks per annum. The appointee is also entitled to statutory holidays in accordance with the Holidays Act. In addition, the appointee is entitled to the last working day before Christmas Day, the three working days between Christmas and New Year, and Easter Tuesday, as University holidays, provided they fall on days that the appointee would normally be required to work. 6

7 Health and Safety The appointee will work and act at all times in compliance with all Lincoln University requirements in respect of occupational health and safety. University staff can join the Recreation Centre on campus. The Centre offers a wide range of facilities and services, for example: gymnasium, weights room, exercise classes, fitness assessments, massage, squash courts. Relocation If the appointee resides outside the Christchurch area, relocation may be discussed with the successful applicant. Other Further information about Lincoln University can be found on our website: 7