Senior Advisor Organisational Development

Transcription

1 New Zealand Fire Service Job #: 2090 Business Area: Location: Reports to: Human Resources NHQ, Wellington Date: June 2012 Manager, Remuneration and Organisational Development Position context The New Zealand Fire Service (NZFS) is comprised of five regions with around 400 stations, and 9,000 volunteer and paid firefighters spread throughout the country. As well as responding to a wide range of emergency situations, the NZFS is focussed on fire safety and prevention in NZ communities. The National Headquarters is a single management and service group representing a range of specialist management disciplines providing expert advice and services to internal and external customers and stakeholders. It is the responsibility of the jobholder to work in this context and provide a superior, quality focused and relevant service to their clients. Vision, mission and values Our Vision: Our Mission: Our Values: Leading integrated fire and emergency services for a safer New Zealand Te Manatū o ngā ratonga ohotata kia haumaru ake ai a Aotearoa To reduce the incidence and consequences of fire and to provide a professional response to other emergencies. Serving our Communities Integrity Adaptability Skill Comradeship Page 1

2 Position purpose To undertake the design, development and implementation of organisational development programmes and initiatives that support and contribute to the achievement of NZFS's strategic goals through enhancing organisational capability and performance. Key areas of focus include: Workforce Planning Organisational Design Capability Development Leadership Development Change Management Succession Planning and Talent Management Recruitment and Retention Employee Engagement Diversity Recognition and reward Key accountabilities The job holder is responsible for: Undertakes the design, delivery and evaluation of organisational development programmes, initiatives and policies that actively support and contribute to enhancing organisational performance and NZFS's strategic goals Works effectively as a member of project teams, or leads specific projects, using effective project management methodologies to ensure projects undertaken are delivered according to time, cost, and quality standards or goals Effectively identifies project risks and barriers and develops strategies to mitigate these during the project lifecycle Ensures any policies and procedures to support projects are identified and maintained Coaches NZFS managers and the HR team in OD related activities and actively engages them in OD work programme development Works with the Principal OD Advisors, HR Consultants and NZFS managers to successfully implement new organisational development programmes, initiatives and policies, resulting in buy-in and ownership from the wider organisation Contributes to monitoring the impact of new initiatives and programmes post implementation and adapting programmes where necessary to ensure that desired outcomes are achieved Works effectively with other members of the HR team to ensure that the work of HR is integrated and co-ordinated, and meets the needs of NZFS managers Any other duties consistent with the position as may be required from time to time by the Manager, Remuneration and Organisational Development Page 2

3 Health and safety - Employee Responsibilities Ensuring that they are knowledgeable about the Health and Safety National Policy, and are abiding by its principles Ensuring that a safe working environment is maintained for colleagues and visitors to the workplace by reporting any hazards identified, actively participating in health and safety issues, reporting accidents and near miss incidents promptly, adhering to safety rules, and participating in rehabilitation should an injury be sustained Scope of job Financial delegations: Expenditure $ Nil Capital Assets $ Nil (Buildings, equipment, systems) Staff responsibility: Direct employees: Nil Number of indirect employees: Nil Key relationships Internal: Principal Organisational Development Advisors HR Consultants Wider HR Team NZFS Managers Volunteer CFO's and DCFO's External: Public Service Departments and Crown Entities State Services Commission Leadership Development Centre Organisational Development Providers and Consultants Page 3

4 Person Specifications Leadership Capability Framework Leadership Level: Practitioner Capability SELF Definition Develops personal attributes and skills to enhance performance. Key Aspects: Self Awareness, Lifelong Learning, Resilience and Personal Courage INFLUENCE Establishes organisational and group goals, directions and processes. Key Aspects: Purpose and Direction, Engagement and Culture and Change ETHICS Models ethical behaviour and practices. Key Aspects: Relating to Governance and Compliance and Ethical Behaviour RELATIONSHIP Builds sustainable internal and external relationships. Key Aspects: Community, Networks, Political Acumen and Advocacy STRATEGY Constructs a plan including options and priorities for achieving defined goals Key Aspects: Information and Opportunity, Problem Solving and Judgement, Strategic Thinking and Systems thinking PEOPLE Builds individual and team capability and performance Key Aspects: Empowerment, Diversity, Development and Performance RESULTS Achieves defined outcomes Key Aspects: Client Focus, Outcome Focus, Capability and Responsiveness and Expertise The full framework details for your leadership level can be found on firenet using the following link: Page 4

5 Qualifications, attributes and experience Specific Expertise: Technical/Professional Area of Expertise Organisational Development Human Resource Management Definition Demonstrated experience in, the delivery of OD projects in all areas of organisational development including Workforce Planning, Organisational Design, Capability Development, Leadership Development, Change Management, Succession Planning and Talent Management, Recruitment and Retention, Employee Engagement, Diversity Knowledge and appreciation of the full range of HR Management disciplines including Employee Relations, Remuneration, Recognition and Reward, Health and Safety, and HR Measurement Experience and Qualifications: A relevant tertiary qualification Good knowledge of best practice organisational development methodologies and current OD thinking Well developed ability to analyse and interpret complex information and make effective, well-reasoned decisions. Demonstrated ability to convey information and ideas clearly and accurately, both written and oral, in a way that meets the needs of the audience Experience in the use of project management methodologies, and delivery of projects using these methodologies Proven ability in managing multiple large organisational change projects Ability to build effective relationships with managers and staff Knowledge and experience in contributing to the development of HR Strategy and Policy Ability to effectively utilise consultative and influencing techniques Page 5