Head of Aboriginal Services & Development

POSITION DESCRIPTION

Head of Aboriginal Services & Development

ABOUT UNITING

Our purpose: To inspire people, enliven communities and confront injustice.

Our values: As an organisation we are imaginative, respectful, compassionate and bold

At Uniting, we believe in taking real steps to make the world a better place. We work to inspire people, enliven communities and confront injustice.

Our services are in the areas of aged care and disability, community services and chaplaincy, and we get involved in social justice and advocacy issues that impact the people we serve. As an organisation we celebrate diversity and welcome all people regardless of lifestyle choices, ethnicity, faith, sexual orientation or gender identity.

Uniting is one of the largest not-for-profit community service providers in NSW and the ACT, with a rich history of providing services to the community for more than 100 years. We have more than 550 services, as far north as Tweed Heads, as far west as Broken Hill, and as far south as the ACT.

Our focus is always on the people we serve, no matter where they are at in their life. Our range of supports and services are designed in partnership with clients and around their needs.

ABOUT THE ROLE

This role will lead culturally appropriate processes for securing funding, growing and delivering Aboriginal and Torres Strait Islander identified and/or targeted programs including workforce development, growth and strategic directions, organisational cultural competence and governance.

ROLE OBJECTIVES

You’ll play a key leadership role as a member of the Family Solutions Team in:

·  Developing a stronger and more unified Uniting

·  Defining the priorities and appropriate outcomes for the Aboriginal Services and Development team and your specific areas of accountability

·  Working with your colleagues to translate Business Stream strategies into relevant plans and tactics, thereby ensuring that co-ordination across the function is achieved and performance maximised

·  Communicating Uniting strategies to our employees in engaging ways, translating these into meaningful work and a genuine understanding of a One Uniting way of operating

·  Providing leadership, working productively and positively as a role model across Uniting

As Head of Aboriginal Services and Development, your role will:

·  Secure the efficient and effective management of the Aboriginal Services and Development team

·  Provide cultural leadership, guidance and expertise to the Board, Executive and Leadership teams within Uniting to ensure culturally appropriate services and employment conditions for Aboriginal people, families and communities

·  Promote the internal and external profile of Aboriginal services within Uniting.

·  Strategically position Uniting for growth and capacity building opportunities in Aboriginal business

·  Lead the organization to achieve a high level of Aboriginal cultural competence

·  Develop and maintain solid strategic working relationships and alliances with key stakeholders across Uniting, the wider Church and in Aboriginal communities

·  Create and lead an Aboriginal staff network across Uniting

·  Work collaboratively with the Head of OOHC and the Sydney (Central and Western) Region and other key internal stakeholders to support the alignment of OOHC practices within the global contract to be consistent and culturally competent

·  Provide leadership and guidance in the development and implementation of the Uniting Workforce Strategy and Talent Programs

·  Work with other Uniting functions and teams to ensure coordination across the organisation, avoiding duplication, standardizing on efficient processes and delivering continuous improvement

·  Drive specific projects within the Business Plans

ABOUT YOU IN THE ROLE

Your classification: Non Award

Your department: Resilient Families

You’ll report to: Director Resilient Families

Your direct reports: Community Engagement and Consultation Lead

Administration and Projects Coordinator

Your key relationships:

You’ll be part of the collaborative Uniting team that includes Directors and other senior leaders and managers across Uniting

You will have responsibility for building and nurturing relationships with internal stakeholders such as Uniting Executive members, senior leaders, managers and function support areas across Uniting in addition to developing and maintaining relationships with external stakeholders including Aboriginal organisations and Aboriginal communities and networks.

YOUR RESPONSIBILITIES

Financial Management:

·  Ensure that all activities and operations within the scope of responsibility are performed in accordance with the allocated budget and policy guidelines

·  Manage function/team expenditure in accordance with agreed plans, timelines and executive expectations

·  Achieve objectives for your areas of responsibility by establishing business plans, budgets and results measurements; allocating resources; reviewing progress and adjusting course of action as required

Operational Processes

·  Manage and promote the internal and external profile of Uniting’s Aboriginal services and capability

·  Provide advice and guidance to the Strategic Growth stream within Uniting to identify Aboriginal service and partnership opportunities and strategically position growth opportunities including contributing to tenders.

·  Oversee the implementation of the Aboriginal Service Delivery Principles to ensure the cultural integrity of our work with Aboriginal communities including identifying and communicating risks and opportunities

·  Develop and maintain solid strategic working relationships and alliances with key stakeholders across Uniting and the wider Church

·  Drive and lead the Uniting Aboriginal staff network including ensuring the following functions occur:

o  individual support to members,

o  coordinating gatherings & regional yarn ups,

o  continued governance support for Aboriginal programs

·  Support and resource Uniting’s participation in significant cultural events eg. NAIDOC

·  Work with management teams to establish and promote good working relationships and open dialogue with local Aboriginal communities, organisations, networks and peaks

·  With the Practice and Quality function, lead and influence Aboriginal service design including service reviews and establishing quality assurance, bench marking processes and profiling best practice

·  Advise and support the Workforce Development Lead on strategies to strengthen our Aboriginal workforce and retention outcomes and the ongoing cultural capacity growth of Uniting.

·  Advise and support People and Systems team to ensure professional development opportunities support Aboriginal staff and their career progression

·  Provide advice/support to the Procurement function to ensure ethical sourcing strategies are in place to increase the proportion of the supply chain through Aboriginal suppliers/vendors

·  After consultation, you’ll be willing to undertake additional duties, transfer to another equivalent position or assume higher duties when required

·  Implement Uniting policies, processes, systems and platforms (including technology) so as to ensure efficiency of the wider organisation

·  Provide and / or make arrangements for the provision of supervision, training, instruction, information and equipment necessary for staff in your area of responsibility to perform duties in a safe, effective and efficient manner

·  Maintain awareness of and fulfil responsibilities, authorities and accountabilities as defined by Uniting’s health, safety and wellbeing management system and in adherence to the attached WHS responsibilities by role

·  Participate and comply with all quality management systems and processes

Client Management:

·  Establish and nurture collaborative relationships based on the Uniting values across the organisation and, as relevant, other areas of the Uniting Church including Congregations and Presbyteries, as well as with local community groups and provider organisations

·  Maintain a high standard of conduct and work performance to promote our reputation with key internal and external stakeholders

·  Ensure that engagement with external parties enhances Uniting’s reputation and growth.

People Management:

·  Act as a constructive member of the Family Solutions leadership team

·  Represent the Family Solutions leadership team and its decisions to your employees

·  Structure and staff the Aboriginal Services and Development team with appropriate skills, capability and talent

·  Proactively develop and lead a cohesive and productive team

·  Drive a culture of openness, feedback and productivity

·  Positively model and hold direct reports accountable for upholding the Code of Conduct and Ethical Behaviour for Uniting

·  Provide role clarity to your direct reports and team, ensuring that performance expectations, development and accountabilities are clearly set and that progress is monitored and assured with provision of effective feedback

·  Build and maintain effective team relationships – within own team and across business streams / functions

·  Actively engage and participate in the performance management framework and review processes across Uniting

·  Engage in professional development and set and fulfill development goals for yourself and your team

·  Model and represent the Uniting culture and values internally and externally, communicating and acting in ways that are consistent with values of Bold, Respectful, Imaginative and Compassionate

·  Model the values and an understanding of the Uniting Church, respecting and valuing the inherent dignity and uniqueness of each person, celebrating diversity, prioritising collaboration, passionately pursuing social justice and inclusion

·  Take care for the safety of yourself and others at all times and undertake work in a safe manner in accordance with policies, procedures and instructions (written or verbal) and in adherence to the attached WHS responsibilities by role

·  Ensure your professional staff have up-to-date qualifications and professional registrations as a part of the continuing professional development (CPD) process

Leadership:

·  Drive and develop Cultural Competence and culturally appropriate guidelines for services as a core commitment of Uniting in achieving its strategic objective in closing the gap.

·  Provide cultural leadership, guidance and expertise to the Board, Executive and Leadership Teams within Uniting. Lead and Develop Uniting in its planning, decision making and implementation of culturally appropriate service delivery for Aboriginal people, families and communities.

·  Provide expert cultural guidance and advice to Uniting including media involvement on Aboriginal issues and relevant advocacy on social justice agendas

KEY PERFORMANCE INDICATORS

Financial Management:

·  Performance is monitored on an ongoing basis and financial targets achieved as established by the annual budget process

·  Activities within the scope of responsibility are performed in accordance with relevant budget allocations and policy guidelines

Operational Processes:

·  Applicable projects/initiatives are delivered on brief, on time and within budget

·  All stakeholders are constantly communicated with and remain informed and involved in appropriate aspects and projects of the performance of your team or area

Client Management:

·  Effective client relationships in place and stakeholders indicate high levels of satisfaction with service delivery

·  Client feedback shows sustained improvement

·  Client feedback indicates their respect for services (work) provided and a good working relationship with you and your team

People Management:

·  Feedback from the Director confirms your demonstrated leadership and contribution as a member of the Family Solutions team

·  Feedback from colleagues and their teams confirms your contribution to an integrated Uniting.

·  Safety reports confirm WHS as a priority and effective management/reduction of incidents is evidenced

·  Standards of professional behaviour demonstrate alignment with the Uniting values and are effectively role modeled in all workforce interactions

·  Staff engagement survey indicates high level of engagement from the team and endorses your role as leader

·  Formal annual performance reviews are conducted against agreed KPI’s for all direct reports and position descriptions are reviewed and updated annually

THE IMPORTANT DETAILS

Qualifications:

·  Minimum Diploma or equivalent qualification in Social Science, Management or other related field and a minimum 5 years either in Operational Management or high level and complex Project Management and significant cultural standing in the sector and community.

Your experience ticks the following boxes:

·  Aboriginality

·  Demonstrated cultural leadership and capacity to influence inclusion within mainstream functions

·  Experience in building the cultural and professional capacity of individuals, teams and programs

·  Experience in Aboriginal talent management and retention

·  Sound understanding of the principles of Aboriginal capacity building work within the political agenda

·  Demonstrated ability to strategically plan and successfully action

·  Demonstrated ability to manage and support programs and staff across multiple service domains and regions

·  Experience in service design, evaluation and capacity to negotiate contracts and budgets

·  Proven ability to work effectively and participate as a member of a Leadership team

·  Proven ability to engage effectively with a wide range of stakeholders and communities

·  Demonstrated ability to manage complex and often competing issues and timeframes

·  Proven ability to work independently to meet deadlines

·  Exceptional communication skills including ability to present information effectively in both written and verbal formats

·  Ability to regularly travel away from base for several days as required

·  Current Drivers Licence

·  Proficient in the use of Microsoft Office.

Child related role / Yes / WWCC required
Mandatory reporter / Yes / Mandatory Reporters are those employees that deliver services directly to children and young people or who supervise employees who deliver these services. However, all employees have responsibility to apply the Protecting Children and Young People Policy
Employee Name: / Managers Name:
Title
Date: / Date:
Signature: / Signature:
Approved by / Page 4 of 7 / Position Description_Head of Aboriginal Services and Development
Approval date: June 2016 / Reviewed: 15/09/2017
Printed copies of this document are not controlled. Refer to the intranet to ensure that this is the current version.
ACCOUNTABLE POSITION / WHS ACCOUNTABILITIES
(AS PER WHS ACT 2011) / ACTION DEMONSTRATING ACCOUNTABILITIES
DIRECTORS, HEADS OF and LEADS (SENIOR MANAGERS) (WORKERS WITH SENIOR MANAGEMENT ACCOUNTABILITY FOR WHS) / While at work, all workers (WHS ACT 2011 Sec 28) must:
-  take reasonable care for his or her own health and safety
-  take reasonable care that his or her acts or omissions do not adversely affect the health and safety of other people
-  comply, so far as the worker is reasonably able, with any reasonable instruction that is given by Uniting to allow the
organisation to comply with this Act
-  co-operate with any reasonable policy or procedure of Uniting relating to health or safety at the workplace that has been notified to workers / A manager in these roles must demonstrate active and visible leadership for WHS by: