UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES

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1 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 vision is to be a world leading University of Technology The Human Resources Unit is composed of the following functional areas: Client Services and Support Culture and Partnerships HR People, Systems and Processes Talent and Leadership Change and Remuneration and Benefits report directly to the Director, HR at this point in time to denote their importance, to the people strategy. HR s Strategic Priorities and Focus Areas Great to do business with Development of leadership Talent (developing a talent model that will attract and retain using buy and build strategies) Culture (supporting the (values and) behaviours that will drive the UTS vision and strategy and will grow our own talent) Capability (developing and aligning current and future capability, leveraging workforce planning) POSITION PURPOSE Reporting to the HR Business Partner (Change Lead), the HR Change Manager provides operational and strategic support to the University s change program and related initiatives to ensure that significant change occurs effectively to support the delivery of key objectives of the University. DIMENSIONS Total University Staff: 2881 Full-time Equivalent (FTE) Student population: 30,521 students (=23,851 EFTSL) of which 5,999 are international students Number of Faculties: 7 Number of Divisions: 5 Number of senior staff: 232 HR Unit Staff: 41.1 FTE and 49 headcount Unit Budget (including Central Overheads and Strategic project funding) $6m

2 RELATIONSHIPS Supervision The position of HR Change Manager will report to the HR Business Partner (Change Lead). There are no direct reports to this position. Collaboration and Communication Internal HR Business Partner (Change Lead) HR Change Co-ordinator s Client Services and Support Payroll HR Management Team including PSP/Operations/ Recruitment HRU staff and specialists (Recruitment, Talent and Leadership) UTS leaders, managers and staff External External service providers and consultants Other similar roles across the higher education sector Major Functions Change Program Support (60%) Provide guidance and support to s in managing end to end change processes that enable business units to meet their strategic priorities, taking a project management approach, and applying a structured consistent change methodology. Activities may include scoping the change project, initial analysis and diagnosis, stakeholder and impact analysis, supporting design activities to articulate the future state, organisation design, reviewing staff impact and developing transition strategies and plans, key communications tailored to the relevant audience and attendance at staff forums, preparation of consultation documentation/proposals and change plans, and implementing change plans. This may include the use of change frameworks and tools tailored to the project. Foster effective relationships by working collaboratively with key stakeholders, University leaders and staff and providing expert advice and guidance on strategy and practical support to implement change. This includes advice on planning and monitoring progress of a change initiative as well as evaluating success of a major change program. The Change Manager will also work collaboratively with relevant specialists in HR or external consultants to deliver elements of a program to ensure the effective delivery of change options for clients. Where relevant, take the role as project manager on key change projects or initiatives, working directly with the HR Business Partner (Change Lead) to deliver key outcomes, and applying a consistent project and change management approach.

3 Work with HR Business Partner (Change Lead) to update and refine the change framework that articulate links with other HR focus areas such as client services and support, talent and leadership, HR systems, workplace relations, and safety and well being. Provide leadership in the area of change management. This involves mentoring, coaching, collaborating with and advising other HR staff, contributing to strategy development in change management and, more broadly, developing recommendations to improve organisational performance within the context of change management. Build or maintain effective relationships with key service providers and consultants on the University change panel, and develop and implement an evaluation and review process to ensure that the panel is meeting the requirement of UTS. Provide regular updates to HR Partners on the effectiveness of service providers and consultants to enable s to advise their clients appropriately. Outcomes: UTS change projects managed in a consistent and transparent way ensuring a stable change environment for leaders and their staff. Minimising the risk of disputation or other blockages to advancing change programs. Staff and leaders are supported well through change projects in a best fit manner, using appropriate tools and approaches to suit the nature of the project. Organisational objectives related to change initiatives are met. Strategic Initiatives (30%) Provide high level support to University strategic initiatives related to change and organisational performance including research and planning, detailed analysis, preparation of briefings, proposals and position papers as required, project management, communications, execution of plan and reporting. Develop links between key initiatives across the HR functions and identify impending change arising from these initiatives. Outcomes: Strategic initiatives supported in a proactive way and appropriate links made with other key projects to advance UTS strategic objectives Reporting (10%) Provide HR Business Partner (Change Lead) with regular reports on the program of change at UTS

4 Ad hoc reporting including staff impact and costs associated with implementing change Tracking of progress on key strategic initiatives and regular reporting as required Outcomes: Informed decision making on key projects based on accurate and relevant reporting Leadership Capabilities For Role Pipeline Category Capabilities Leading Strategically Thinks strategically Maintains perspective Leading Self and Leading others Collaborating and Leading Teams Presence and Leading Engaging Awareness Performance Encourages Motivates others Influences others Demonstrates collaboration business acumen Deals with Manages vision Demonstrates Solves problems ambiguity and purpose resilience AUTHORITY Broad direction with a degree of autonomy HEALTH AND SAFETY All staff must: take reasonable care of, and cooperate with actions taken to protect, the health and safety of both themselves and others and follow specific health and safety procedures as directed.

5 KEY SELECTION CRITERIA UTS: Human Resources Position Title Unit/Division or Faculty HR Change Manager HRU Skills and Attributes Proven ability to proactively develop and maintain collaborative relationships with key clients and across HR Strong interpersonal skills and situational awareness with a natural ability to adapt personal style appropriately Demonstrated ability to influence stakeholders toward desired end results and to identify linkages to UTS strategy; able to support transformational change projects Creative & innovative thinking skills to fit solutions to unique business situations Performance driven, results orientation Proven problem solving and analytical skills with ability to use metrics to analyse workforce profiles and advanced knowledge in Microsoft office excel and word Demonstrated ability to drive results Demonstrated skills in change management methodology, framework and process Knowledge Deep understanding of the internal and external business context and drivers with the ability to translate this into guidance and advice on change Knowledge and understanding of change management frameworks and process Detailed knowledge and experience of HR best practice and employment relation frameworks e.g. industrial legislation, awards, enterprise agreements Qualifications and Experience Proven experience supporting transformational change programs end to end, including development of strategy and active hands on involvement facilitating change processes Degree qualified in Human Resources / Business or related discipline

6 HRU Org Chart (May 2015) Director, HR Assistant Director, HR Remuneration and Benefits Manager HR Business Partner (Change Lead) Unit Services Assistant/ Receptionist Unit Services Assistant/ Receptionist Executive Assistant HR Change Co-ordinator HR Change Manager Unit Services Manager Manager, HR Client Services and Support Manager, Culture & Partnerships Manager, Talent & Leadership Manager, HR People Systems & Processes Recruitment Manager HR Operations Manager & Intranet SME Senior Health & Safety Senior Workplace Relations Talent Business Analysis HR Processes & Systems Recruitment Consultant Return to work coordinator Health & Safety Construction Senior Workplace Relations Talent Business Analyst HR Processes & Systems Recruiter EHS Management Systems Co-ordinator Leadership Business Analyst HR Processes & Systems Recruitment Administrator Health & Safety Co-ordinator (Technical) Learning and Development Business Analyst, Systems and Processes Business Analyst Business Analyst, Systems and Processes

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