DEPARTMENT OF PLANNING, TRANSPORT AND INFRASTRUCTURE

Transcription

1 DEPARTMENT OF PLANNING, TRANSPORT AND INFRASTRUCTURE ROLE STATEMENT Transition HR Manager Building Management Division Classification Level AS07 ANZSCO Code 2231 Organisation Overview The Department of Planning, Transport and Infrastructure (DPTI) serves the South Australian community by enabling the safe and efficient movement of people and freight across the state and facilitating development of the State s infrastructure, in accordance with South Australia s Strategic Plan and the State Infrastructure Plan. Building Management Division The Building Management Division provides advisory and management services to assist other government agencies manage the maintenance, replacement, refurbishment or disposal of major buildings, office accommodation and government employee housing and road, rail and marine property. Role Overview The Transition HR Manager is accountable to the Across Government Facilities Management Arrangement (AGFMA) Project Manager for: leading, developing, implementing and evaluating the complex and sensitive transition of trades employees from government agencies to the AGFMA, in line with legislation, public sector initiatives, the department s human resource (HR) management framework and agreed AGFMA transition HR principles; providing significant expert HR management consultancy and advice on a diverse range of complex and sensitive HR matters relating to the AGFMA; which contributes to effective HR services delivery for the AGFMA and the department, and supports the achievement of departmental objectives within an overall government framework. The Transition HR Manager: reports to the AGFMA Project Manager works closely with employees within the Division and Corporate HR, Corporate Services Division manages and leads a small team of employees as assigned works closely with in-scope employees to transition them to the AGFMA according to the agreed HR principles and transition pathways manages the relationship between the Government, represented by DPTI, and Spotless (an AGFMA Contractor) for those employees who are made available to Spotless works closely with the Unions in respect of the transition.

2 liaises extensively with Executive, Directors, senior management, line managers and employees within the department, employees who are transitioning to the AGFMA, external agencies including other government departments transitioning to the AGFMA, and employee associations and unions.

3 Key Outcomes 1. Significantly contribute to the provision of HR Management services, planning and implementation for the transition of trades employees from other government departments to the AGFMA by: a) Providing leadership and direction for the achievement of outcomes relating to the redeployment and career transition of excess employees, in line with the department s organisational transition targets. b) Working closely with Corporate HR, Corporate Services Division to ensure that the redeployment and career transition of excess employees, strategic management support and consultancy advice to managers and employees is consistent with the department s HR management framework. c) Providing expert consultancy advice in a diverse range of human resource functions, including but not limited to HR governance and compliance, employee and industrial relations, case management, redeployment, grievances, performance management, discipline, workforce planning, classification, OHS&W and injury management, equity and diversity, recruitment and separation, training and development, and advising on and representing the Division in HR matters. d) Providing expert strategic management support to guide managers and employees in the effective management of organisational transition responsibilities, focussing on priority areas of intervention. e) Ensuring compliance with Government legislation, Code of Ethics for the SA Public Sector, departmental policies and procedures, including ethical/accountable resources and information management, OHS&W and injury management, risk management, and the access/equity/diversity strategies of the public sector. f) Analysing and interpreting awards legislation, policies and procedures and providing high level succinct reports, briefings and recommendations to the Executive and senior management which demonstrate high level analytical skills and the ability to apply logical thinking to complex problems and provide innovative and effective solutions in the workplace. g) Ensuring appropriate HR management systems, planning, policies, procedures and training are initiated, developed, implemented and reviewed in line with critical departmental priorities and the department s HR management framework. h) Ensuring projects, and associated processes, are strategically planned, managed and evaluated, in accordance with policy and processes, and in collaboration with key project stakeholders, departmental employees and management. i) Providing leadership, direction, mentoring and guidance to project teams and other employees, and ensuring positive representation of, and contribution to, the achievement of project and departmental goals. j) Undertaking day to day management of a team of employees as assigned, including: I. Effectively managing and providing leadership, direction and support to assigned employees including performance management, training and development, and allocation of work tasks;

4 II. III. IV. Managing the work of external service providers/consultants responsible as assigned; Exercising full financial management accountability for the funds allocation to programs; Applying appropriate risk management strategies as an integral part of team activities; V. Ensuring that appropriate systems, documentation and information are implemented to provide quality advice and consultancy services and respond to information and advice requests. k) Participating in the establishment of a performance culture and coordinating team activities related to business planning, continuous improvement, benchmarking, and establishing/monitoring performance indicators. 3. Ensure that a safe and healthy work environment, free from discrimination is provided for employees by: a) implementing departmental human resource policies b) ensuring that the principles of Equal Employment Opportunity, Customer Service and Ethical Conduct are a normal part of doing business c) managing industrial relations issues appropriately as they arise. Special Conditions Some out of hours work and intra state travel necessitating overnight absences may be required A flexible approach to working hours and the taking of leave is essential. May be required to work from/within other Departmental/Divisional locations. Essential Selection Criteria 1. Qualifications / Licences 1.1 A relevant tertiary qualification. 2. Person Capabilities 2.1 Proven history in managing the delivery of a broad range of human resource services including the development, implementation and review of complex systems, policies and procedures in a large organisation, including a demonstrated ability to think strategically, conceptually and creatively (at both a strategic and operational level) to analysie and resolve complex business problems. 2.2 Proven leadership and management skills (including leading project teams and managing project/program resources) and the ability to

5 motivate others and provide expert guidance to employees in an environment of change. 2.3 Highly developed verbal and written communication skills, which includes the ability to communicate clearly, concisely and effectively, both verbally and in writing, with people at all levels including consulting, liaising and influencing with stakeholders, and negotiating and managing conflict with tact and diplomacy. 2.4 Proven experience, knowledge and ability to provide expert advisory and consultancy services in human resource matters and management within a large organisation to a wide range of people and groups - including HR governance and compliance, employee and industrial relations, case management, redeployment, grievances, performance management, discipline, workforce planning, classification, OHS&W and injury management, equity and diversity, recruitment and separation, training and development, and advising on and representing the Division in HR matters. 2.5 Proven experience in undertaking research and investigations; analysing and interpreting awards, legislation, policies and procedures; and providing high level succinct reports, briefings and recommendations to senior executives which demonstrate high level research and analytical skills and the ability to apply logical thinking to complex problems and provide innovative and effective solutions in the workplace. 2.6 Proven ability to work under broad direction, including in a team environment, exercise a high level of initiative and judgement in determining goals and priorities to achieve objectives and to respond positively and flexibly to new ideas and changing environments. 2.7 Demonstrated commitment to the principles and practices of equal employment opportunity, customer service, ethical conduct, and an understanding of, experience in, and ability to manage to the spirit and principles of the Premier s Safety and Wellbeing Declaration and the legislative requirements of the Occupational Health Safety and Welfare Act 1986, utilising AS/NZS ISO31000:2009 Risk Management, or to an equivalent set of standards. Delegate Approval of Role Statement / / Name Title Signature Date