Head of Organisational

HRHOD/S1/09/2013

Appointment of:

Head of Organisational

Development & Modernisation

Guide for Applicants

HRHOD/S1/09/2013

Contents

Prior to completing the online application form we recommend that applicants familiarise themselves with the contents of this information pack. The pack includes: -

Section 1 Background

Section 2 Job Description

Section 3 Selection Criteria

Section 4 The Recruitment and Selection Process

Section 5 Terms of Appointment

HRHOD/S1/09/2013

1. Background

Northern Ireland Water is a Government owned company and regarded as a Non Departmental Public Body for Funding Purposes under NICS, is the sole provider of water and sewerage services in Northern Ireland supplying over 800,000 domestic, agricultural, commercial and business customers. We have already committed to over £1 billion investment in improving water infrastructure and will increase this to over £3 billion within the next 10 years to keep pace with customer and regulatory requirements.

The aims of Northern Ireland Water are to provide water and sewerage services in a cost-effective manner, to meet the requirements of existing and future customers and thereby, to contribute to the health and quality of life in the community.

Northern Ireland Water Limited is structured into 8 Directorates as follows:

· Human Resources;

· Customer Services Delivery;

· Finance and Regulation;

· Engineering Procurement;

· Asset Management;

· Business Improvement;

· Information Services;

· Chief Executive’s Office including Corporate Affairs and Legal Secretariat

We now have a vacancy for a Head of Organisational Development & Modernisation within the Human Resources Directorate. The Head of Organisational Development & Modernisation is a key member of the Senior HR Management Team. The role holder will provide leadership and vision in supporting the strategic direction of the organisation to build upon NI Water’s people capability and deliver on corporate goals and objectives.

This is a key post within the HR Directorate and will be pivotal for the organisation in ensuring that NI Water learning strategies meets the needs of the business from an everyday operational and long term strategic perspective.

HRHOD/S1/09/2013

2. Job Description

The Head of Organisational Development & Modernisation will report directly to the Head of HR.

The successful candidate will manage the Organisational Development budget circa £500k and a team of 6 employees.

The salary is commensurate with a Senior Role.

Key Working Relationships

Internal: Head of HR, Head of Customer Support HR, Direct reporting positions, HR Support team, HR Advisory team and Executive Directors and Level 3 managers within the business

External: External Accrediting Bodies (ILM, IOSH, Watertrain Apprentice Provider), Department of Employment and Learning (DEL) and Energy and Utility Skills

Key Responsibilities

The Head of Organisational Development & Modernisation key accountabilities are:

Strategy Development

· Lead the formulation and execution of the learning strategy and performance management policies in collaboration with HR Management team ensuring alignment of the Future Operating Model and business objectives to support on-going service delivery.

· Identify and integrate external best practice learning strategies and performance management principles while continually benchmarking to improve overall performance

· Develop a Talent Management Strategy to ensure the organisation meets its current and future management competence requirements linked to business goals and objectives.

· Conducting all structural and organisational reviews requested by the business from HR.

· Conducting all productivity reviews requested by the business from HR.

Culture

· Employee engagement, including the annual survey and action planning w/shops. This will also involve the development of a new employee engagement strategy and a more joined up approach to employee engagement in NIW.

· To develop behavioural competencies in support of high performance by creating an internal coaching culture and mentoring culture.

Talent Management/Succession Planning

· Develop succession planning process to identify learning interventions and integrate job skills training to build the capability of NI Water’s employees to meet current and future demands.

· To monitor and evaluate the success of the NI Water Graduate and Apprentice Programmes identifying any area’s for improvement and action accordingly.

· Develop a model for the identification of high potential employees linked to the succession planning and talent management, making use of relevant tools and techniques.

Leadership/Management Development

· Devise and arrange for the delivery of value for money leadership development programmes and coaching interventions.

· Continually Review and enhance the performance management systems and the learning process in line with customer feedback to deliver tangible business improvements.

· Develop learning and cultural development interventions to drive improvements in NI Water’s motivational fit and employee satisfaction ratings to increase employee engagement.

Stakeholder Management

· Actively manage the relationship with all key stakeholders ensuring the provision of high quality services which are in line with customer expectations.

· To provide expert consultancy and advice to senior management to support complex business improvement.

· The production of a manpower plan for NIW and individual Directorate manpower plans.

Modernisation & Change

· The development of a new terms and conditions handbook

· Harmonisation of terms and conditions and possibly pay scales as appropriate

· Review of current working practices and the development of new working practices

· The development of benchmarking data

· The development of all new people policies. These policies will then be handed over to the HRSS team for implementation.

Financial Management

· Manage the OD budget to ensure cost effective and value for money approach.

Learning & Development Centre

· Manage and motivate a team of 6 staff.

· Lead NI Water LDC ensuring curriculum development and course delivery to meet the people development, mandatory, legislative and regulatory business requirements.

3. Selection Criteria

Applicants must meet the following eligibility criteria by the closing date for applications:

Essential Criteria

1. Degree level qualification or equivalent;

2. Chartered Membership of the Chartered Institute of Personnel and Development (CIPD) or a minimum of 10 years relevant experience in a senior role.

3. Three years’ experience in a similar relevant senior management role in an organisation with more than 500 employees reporting to a Director/MD or CEO.

To include experience of:

· Developing organisational development strategies

· Designing and developing senior and middle management development interventions

· Providing OD advice at Senior Management/Board level

· Budget Management

· Managing and leading large scale organisational change and development

· Managing a professional learning and development team

4. Full current driving licence and a private vehicle available for official business or access to a form of transport which will enable the role holder to meet the requirements of the post

Desirable Criteria

1. Certificate in Training Practice

Behavioural Competencies

For the full range of behavioural competencies please refer to the Behavioural Competency Framework document attached.

Customer Focus

· Ability to understand customer and stakeholder needs and work in partnership to develop positive learning solutions

· Review and enhance HR service delivery to ensure client needs are met

Leadership

· Ability to successfully lead, and motivate a team;

· Ability to identify the development needs of self, the team and the organisation to maximise individual and team performance in order to achieve objectives.

Stakeholder Management

· Ability to communicate effectively using influencing and negotiation skills and gain the commitment and support of stakeholders

· Ability to present information to a range of stakeholders both internal and external

· Ability to build and maintain a network of effective relationships

Problem Solving & Decision Making

· Strong analytical and problem solving skills together with the ability to make soundly based decisions

· Ability to make decisions under pressure, anticipate potential issues or problems and provide robust & objective solutions

Openness to Change

· Challenges the status quo to develop a high performance culture

· Ability to build cultural change and the development of the organisation

4. The Recruitment and Selection Process

How to Apply

To complete the selection process I recommend that you complete the online application form which is available on I Jobs. The closing date for applications is 2pm on Friday 27th September 2013.

Candidates with a disability who require assistance will be facilitated upon request. Candidates who wish to receive information packs in accessible formats are requested to advise NI Water of their requirements as promptly as possible allowing for the fact that the closing date for receipt remains the same for all applicants as noted above.

Northern Ireland Water may decide to interview only those applicants who appear, from the information they have provided on their application form, to be most suitable in terms of relevant experience and ability. It is essential therefore, that applicants fully describe on their form how they meet each of the selection criteria giving specific examples as appropriate.

Monitoring Form

Northern Ireland Water monitors applications for employment in terms of Community Background, Sex, Disability and Race. You should note that this information is regarded as part of your application and failure to fully complete and return this part of your application will result in disqualification. The use and confidentiality of Community Background information is protected by the Fair Employment and Treatment (Northern Ireland) Order 1998. It will be used only for monitoring, investigations or proceedings under the requirements of the above legislation.

Shortlisting

After the closing date, the first stage in the selection process will be to conduct a shortlisting exercise of completed applications against the eligibility criteria. Applicants who have not fully demonstrated on their application how they meet each of these criteria will not be progressed to the next stage of the process.

Interview

Short-listed candidates will be required to attend an interview for this post. It is anticipated that interviews will take place during October 2013.

Candidates will be assessed against the essential criteria throughout the interview.

In addition, applicants will be expected to display the following skills and qualities and provide evidence of these in their application form and at interview:-

1. Highly effective presentational and communication skills capable of influencing and persuading others both orally and in writing.

2. A high degree of motivation with strong management and leadership qualities to develop teams to deliver challenging business objectives and meet customer service requirements.

Vetting Procedure

Northern Ireland Water will be required to carry out a basic vetting check on all short-listed applicants.

You will be required to provide:

(a) Your passport; or

(b) A document verifying your permanent national insurance number (e.g. P45, P60, National Insurance card) and your birth certificate which includes the names of your parents (long version).

Northern Ireland Water will carry out a Criminal Record Check on all successful applicants. You should not put off applying for a post because you have a conviction. We deal with all criminal record information in a confidential manner, and information relating to convictions is destroyed after a decision is made. Criminal Record information is subject to the provisions of the Rehabilitation of Offenders (NI) Order 1978.

All candidates invited for interview, must bring sufficient documentation to satisfy the Vetting requirements. Further details regarding acceptable documentation will be issued with an invitation to attend for interview.

Further Information

Further information about the work of Northern Ireland Water can be gained by visiting www.niwater.com

HRHOD/S1/09/2013

5. Terms of Appointment

· This is a full time permanent position.

· The successful applicant will be based in the Westland Complex, Old Westland Road, Belfast.

· The salary range for this role is commensurate with a senior role

· The remuneration package will include a Company Pension and excellent terms and conditions.

· In addition to the usual public and privilege holidays, there is an annual leave allowance of 25 days.

Northern Ireland Water is an Equal Opportunities Employer and is committed to ensuring all eligible persons have equal opportunity for employment on the basis of their ability and merit.