CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES

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1 CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES Responsible to: Responsible for: Chief Executive HR and Payroll Administrator HR Interns and Volunteers Dimensions Location of work Other information Financial authority Internal relationships External relationships National Office, Wellington Travel may from time to time be required As specified by CareNZ s Financial Authorities Delegation Policy Chief Executive Team members National office staff CareNZ Managers Wider CareNZ staff Potential employees Ministry of Business, Innovation and Employment (MBIE) Professional bodies HRINZ HR consultants and lawyers Trade unions as appropriate Suppliers (e.g. advertising, recruitment agencies) Job Context and Environment CareNZ is a leader in the provision of services and interventions for people experiencing problems with alcohol and other drugs with a range of community and prison based services across New Zealand. Position Summary and Duties The General Manager Human Resources is responsible for ensuring appropriate HR systems and frameworks are in place to enable the effective and optimal management of the organisations employees and continuous improvement of those systems and frameworks. In addition the General Manager Human Resources is responsible for providing pragmatic, effective, and compliant HR advice and support, across the full range of HR functions, to senior managers, managers and staff that support the business goals of the organisation. This advice and support is at both an operational level (knowledge, tools, resources to managers so they can confidently lead and develop their people) and a strategic level (information, analysis, planning) for the organisation. 1

2 The role involves: Contributing broadly to strategic and operational priorities, discussions and decisions as a member of the senior leadership team; Developing and implementing best practice systems, frameworks and models for effective people management and ensuring there is continuous improvement across the HR portfolio; Together with the Chief Executive, ensuring the business complies with relevant employment-related legal and other standards and regulatory requirements; Ensuring appropriate resources and systems are in place for the effective delivery of HR services to the business; Providing strategic advice and planning on organisational design, workforce planning and change management; Providing an appropriate framework of HR policies and HR policy decisions; Acting as a subject matter expert on HR systems and practices; Providing operational support to leaders and employees on people management practices; Maintaining strong internal relationships and networks to ensure an understanding of business needs; Managing staff in the Human Resources team; Reporting proactively to the business and leadership team on HR issues and key indicators; Delivering HR services (including recruitment, remuneration, employee benefits and employee relations) within budgeted costs. Tasks Human Resource Functions Provide quality advice and support to CareNZ managers, national office staff and the wider CareNZ staff across the full range of the HR function Ensures that advice and support given is appropriate, correct, timely, and complete e.g. all options and the risks are discussed; Ensures that advice and support links with the organisation goals and values; Ensures that recommended approaches are grounded in best practice and current legislative framework. Coach Managers through the resolution of human resource issues to build their HR capability Provide managers with advice and support to enable them to address and deal with HR issues in line with CareNZ policy and procedure. Build organisational HR capability so that managers require less support from the General Manager HR to deal with human resource matters Improve people management practices across the organisation and reduce the number of employment relations issues emerging. Provide change management planning and implementation support to managers in major change situations and provides coaching and support to managers in department level change processes Ensures that processes are fair, transparent, consistent, compliant, timely, and risks are minimised and managed; Ensures that all appropriate parties are kept informed and involved during major change e.g. staff, managers, union, external customers; Ensures that the process is managed within the timeframe, and budget. 2

3 Collects data to inform decisions regarding HR aspects of the business All HR initiatives are well researched and informed; Any case for change has evidence for the purpose and meets those needs in a way that supports the organisation s core business. Takes a leading position in advocating and planning for the development of HR strategies for organisation culture, communication, remuneration, workforce capability and workforce retention Ensures that strategies support the business needs in the long term in order to provide a quality, effective, and efficient service; Ensures that all appropriate parties are kept informed and involved in strategy development e.g. staff, managers, union, senior executive, to level agreed. Leads planning for employment agreement negotiations both individual and collective as appropriate Ensures that advice and recommended approaches are well researched, grounded in good practice and is sustainable. Responsible for establishing and updating HR policy and procedure Ensures that the appropriate people are involved in development; Ensures that the policies and procedures reflects the needs of the business and supports the people in the organisation; Ensures that the organisation complies with relevant employment-related legal and other standards and regulatory requirements. Contribute to the development of CareNZ s workplace culture through the promotion of our core values and expected behaviours Demonstrates CareNZ s core values in their everyday behaviour and work practices; Works with managers and staff to identify where behaviours are not in line with values or CareNZ s policies and provides direction on the behaviour required. Organisational Development Work with the Chief Executive to understand current and future organisational needs and develop an organisational development strategy that aligns with the organisations needs A clear and fit for purpose organisational development strategy is implemented and understood by the business; The preferred culture is demonstrated by all leaders; Actively maintains professional networks and own knowledge of learning and development best practices, and emerging trends in the L&D field; Report proactively to the Chief Executive and leadership team on L&D issues, trends and key indicators. Manage the talent management plan Performance management plans are in place for all staff and are aligned to the preferred culture; Staff development plans are in place; Key talent is retained. 3

4 Develop and implement a leadership and capability framework Plans and implements leadership Programmes that stretch and develop current leaders; Add HR value to the organisation. Ensure adequate training procedures are in place for all staff (new and existing) Ensures that staff are appropriately trained. Maintain personnel training records, performance appraisals, and other relevant data to utilise in training needs analyses and succession planning Performance and training records are up to date and available. Staff Management Develop and manage a highly effective team Manage (including allocation of work) and motivate staff in accordance with organisational Human Resource Management policies and procedures to maximise performance; Implement the Performance Management System in accordance with the agreed policy and procedure; Ensures that each team member has a personal development plan; Ensures that staff are well supported and competent and are managed fairly and reasonably; Ensures that all staff are aware of their performance expectations; Provide feedback to teams and individuals on performance. Maintain a suitable number of qualified and competent staff to perform the range of work in the department Department is appropriately staffed. Plan for, select and manage staff determine their terms of employment, carry out salary reviews, staff discipline issues and conflict resolution All staff issues are managed in the department in accordance with the policies and procedures defined by HR and are dealt with at the lowest level possible (but escalated when necessary). Deal with poor performance in your team Ensures that all staff adhere to current legislation and regulations as well as organisation policies, procedures, practices and systems; Support team members who have problems affecting their performance; Conduct interviews in respect of absence as per organisation policy and procedure as and when appropriate; Implement disciplinary and grievance procedures. Develop productive working relationships Promote professionalism, good practice and the organisation mission, values, objectives and targets in all areas of work; Develop trust and support of Chief Executive, Senior staff, CareNZ Managers, colleagues, team members, National office staff and Wider CareNZ staff; Ensure all staff adhere to current legislation and regulations as well as organisation policies, procedures, practices and systems. 4

5 Act as an effective role model to others Displays support for a positive work environment with high levels of motivation and morale. Financial Management Manage the use of financial resources Manage departmental expenditure, reporting to the Chief Executive as per organisational financial procedures and controls; Contribute to the preparation of the allocated budget in area of responsibility, ensuring compliance with internal financial procedures and controls; Maximise the use and effectiveness of available resources. Strategic Business Planning Prepare the HR annual business plan Ensures that the HR business plan is prepared and approved within the timeline set and followed; Ensures that department staff are aware of the objectives and goals and are actively working towards the achievement of those. Contribute to the organisation s annual business plan Useful and timely information contributed so the plan is approved within the timeline set; Department staff are aware of the objectives and goals, and are actively working towards the achievement of those. Change management planning and implementation Provides change management planning and implementation support to managers in major change situations Processes are fair, transparent, consistent, compliant, timely, and risks are minimised and managed; All appropriate parties are kept informed and involved during major change e.g. staff, managers, union, external customers; The process is managed within the timeframe and budget. Provides coaching and support to managers in department level change processes. Ensures that staff feel they contribute and are part of changes and are supported through that change. Leads the direction of the Human Resources team in how it will best work as a team, and as a corporate support for the rest of the organisation The organisation is aware of how the Human Resources team works, its functions, and sees it contributing to the delivery of laboratory services. Communicate a clear direction to the team staff, and communicate any vision for change. Staff understand the purpose and expected outcomes of any change. Involvement, as requested, in one off projects that occur from time to time Potential new projects are investigated thoroughly and work is carried out in a timely, accurate, and appropriate way. 5

6 Health and Safety Advocate, support and ensure compliance with CareNZ s Health and Safety policy and procedures by providing positive leadership, direction, resources and support for the OSH program and encouraging a culture of cooperation and responsibility across the CareNZ community to ensure a safe and healthy workplace. All practices in the work place are safe and performed in accordance with CareNZ policy and procedure and legal obligations; Ensure understanding of health and safety requirements at all levels of the organisation and provides leadership in health and safety to senior management; Ensure OH&S policies are up to date and readily available to all managers and staff; Managers are empowered to ensure work plans are managed effectively to minimise injuries and lost time and ensure employee participation in health and safety; Ensure appropriate training for health and safety champions, representatives and people leaders; Ensure all new joiners to the organisation are aware of CareNZ s health and safety procedures and practices. Proactively and promptly report and manage any hazard, potential hazard, safety incidents or injuries, according to safety protocols. All hazards are managed appropriately and staff are kept safe to the extent possible; All workplace safety incidents and injuries are accurately recorded and reported in a timely manner. Drive continual improvement and best practice in all key health and safety tasks Ensures regular review of the health and safety systems in operation and ideas for improvements are proactively sought; Ensures regular review of the incident/injury reporting, recording and investigation; Responds to current health and safety issues and develop systems/interventions/training/awareness. Quality Respond positively and constructively to any queries and customer feedback. Ensures that feedback is responded to promptly and in an appropriate manner for the circumstances. Follow the code of conduct and other organisation guidelines at all times Ensures that appropriate behaviours are demonstrated. Ensure confidentiality and privacy of client and business information is maintained at all times. Ensures that correct procedure is followed at all times. 6

7 Self Management Develop your own knowledge and practice Seek appropriate management supervision and negotiate with line manager framework for own supervision contract; Bring work to supervision and use supervision provided appropriately; Ensure that you maintain an up to date knowledge relevant to area of work; Reflect on and evaluate your own values, priorities interests and effectiveness; Incorporate new knowledge into the development of your practice. Promote a bi-cultural approach Support and promote a bi-cultural framework across the organisation. Promote peoples equality, diversity and rights Ensure service delivery is delivered within an anti-discriminatory framework; Ensure service user rights are respected. Other Duties: Undertake any additional duties as may be reasonably required by the Chief Executive. Qualifications Essential Tertiary qualification in Human Resources or a related discipline, or equivalent combination of qualifications and experience Desirable HRINZ Membership Experience and knowledge/skills Essential Minimum 8-10 years experience in senior generalist Human Resource roles, including within organisations with a dispersed workforce and or in the NGO sector Experience in advising, coaching and mentoring staff at all levels on the full range of HR and ER issues, combined with the ability to build strong networks with key stakeholders Experience in developing and implementing HR strategy Understanding of commercial realities and well developed business acumen, including exposure to and participation in financial, commercial and planning decisions Well-developed knowledge of 7 Desirable Previous experience working within a NGO/ Not for Profit/Charitable organisation Experience in change management planning and implementation Previous experience working within a multi-site and/or geographically dispersed organisation Track record of adding value to an organisation through HR

8 relevant New Zealand HR legislation Understanding of adult learning and development practices Demonstrates a commitment to the principles of social justice and an empathy with CareNZ s client group Understanding of the Principles of the Treaty of Waitangi and how they would apply to this role Commitment to Equal Employment Opportunities Ability to roll up sleeves Core competencies Strong Leadership: Generates enthusiasm and drive in others to achieve organisation objectives. Others respect his/her views and trust his/her judgement. Has the courage to speak up and take action, makes decisions and moves forward, seeks feedback and listens, communicates openly and frequently, holds others (and self) accountable, relishes interactions with senior manager and enjoys challenges Building One Team: Creates an environment where direct reports are motivated and empowered, fosters a strong team culture and celebrates team achievements, is aware of each employee's career aspirations, engagement levels and abilities, supports employees to identify and accept stretch development opportunities, constructively addresses inappropriate behaviour or poor performance in a timely manner, ensures all direct reports are equally treated with respect. Action Oriented: Is hardworking, action oriented and full of energy for the things he/she sees as challenging and not afraid of acting with a minimum of planning. Focuses on achieving results. Integrity and Trust: Is widely trusted and adheres to an appropriate and effective set of core values, and can be trusted to appropriately handle confidential industry and CareNZ information. Interpersonal Savvy: Relates well to all types and levels of people. Easily builds appropriate rapport. Builds constructive and effective relationships, using diplomacy and tact. Can facilitate groups of people to meet and reach agreement on defined outcomes. Can diffuse high tension situations comfortably. Can win concessions without damaging relationships. Articulates a compelling vision that others want to follow. Commercially Savvy: understands how our organisation operates, has the ability to perceive future opportunities and threats, functions at a strategic level, understands and embraces the relationship between stakeholders and the business. Intellectual capability: Learns quickly when faced with new challenges and is a versatile learner. Enjoys the challenge of working with unfamiliar subjects and quickly grasps the essence and underlying structure of situations and tasks. Role Model: Stays true to personal values at all times, is trustworthy in all dealings and willing to own up to mistakes, willing to address conflict and deal with it, actively listens with an open mind. 8

9 Problem Solving: Uses rigorous logic and methods to solve problems with effective solutions; probes all fruitful sources for answers; looks beyond the obvious and doesn t stop at the first answer; makes good decisions based upon a mix of analysis, wisdom, experience and judgement; is sought out by others for advice and solutions. All interventions are to be delivered in line with CareNZ s Equal Opportunities Policy, particularly concerning age, culture, ethnicity, gender, sexual orientation, religion, and educational ability. This job description is subject to review and revision, as agreed by the post-holder and the Chief Executive (or their delegate), in order to maintain a relevance to work undertaken and any changes to the demands of the internal, or external environment. Appointments will be made subject to necessary police and Ministry of Justice clearance. Signature... (Employee) Signature (Manager) Date.. Date 9

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