Position Description
Employment Agreement: / Individual Employment Agreement
Position Title: / General Manager Human Resources
Service & Directorate: / Human Resource Services
Location: / Dunedin/Invercargill
Reports to: / Executive Director People, Culture and Technology
DHB Delegation Level: / Tier 3
Number of direct reports: / 5FTE
Date: / August 2017
Our Vision
Better Health, Better Lives, Whānau Ora
We work in partnership with people and communities to achieve their optimum health and wellbeing
We seek excellence through a culture of learning, enquiry, service and caring
Our Shared Values and Behaviours
Kind
Manaakitanga / Open
Pono / Positive
Whaiwhakaaro / Community
Whanaungatanga
Looking after our people:
We respect and support each other. Our hospitality and kindness foster better care. / Being sincere:
We listen, hear and communicate openly and honestly. We treat people how they would like to be treated. / Best action:
We are thoughtful, bring a positive attitude and are always looking to do things better. / As family:
We are genuine, nurture and maintain relationships to promote and build on all the strengths in our community.
Our statutory purpose
To improve, promote and protect the health of our population
Promote the integration of health services across primary and secondary care services
Seek the optimum arrangement for the most effective and efficient delivery of health services
Promote effective care or support for those in need of personal health or disability support services
Promote the inclusion and participation in society and the independence of people with disabilities
Reduce health disparities by improving health outcomes for Māori and other population groups
Foster community participation in health improvement and in planning for the provision of and
changes to the provision of services
Uphold the ethical and quality standards expected of use and to exhibit a sense of social and
environmental responsibility
PURPOSE OF ROLE
The General Manager Human Resources is a strategic leader working closely with the Executive Director People, Culture and Technology to enhance the efficiency and effectiveness of the HR Advisory Services, Recruitment, and Learning and Development functions. This will be achieved by proactively identifying and exploring opportunities, policies, strategies and processes to ensure a continuous improvement approach is fostered across the team. This will provide Southern DHB with an HR service that is best practice, and enables the development of high level people practices.
The role is responsible for leading and managing the HR service to provide an efficient, effective and safe service, within the available resources including:
  • HR Advisory Services –the proactive development of business focused, efficient, and effective services and processes, managing and leading the DHB’s adoption of HR services.
  • Employment/Industrial Relations – the development, maintenance, publishing and interpretation of HR policies and employment agreements; high quality, effective relationships with employees and their representatives.
  • Recruitment and Selection Services – the development, continuous improvement, delivery, quality control and proof of effectiveness including quality of management input into selection decisions.
  • Learning and Development Services – the development of a performance and development culture based on DHB values.
  • HR Reporting – management reporting, external HR reporting and forecasting.

Competencies

The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review.

Organisational Competencies
Customer Focus / Is dedicated to meeting the expectations and requirements of internal and external customers; gets first hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect
Integrity and Trust / Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.
Drive For Results / Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results.
Management Competencies
Problem Solving / Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers.
Organisational Agility / Knowledgeable about how organisations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organisations.
Building Effective Teams / Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Business Acumen / Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.
Decision Quality / Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.
KEY RELATIONSHIPS
Within Southern DHB / External to Southern DHB
  • Executive Director People, Culture & Technology
/
  • Ministry of Health on matters relating to HR and IR

  • Executive Leadership Team
/
  • DHBs on matters relating to HR and IR

  • HR Advisory Team
/
  • Consultants

  • Recruitment Team
/
  • Unions

  • Learning and Development Team
/
  • University of Otago on matters relating to HR and IR

  • Senior Leadership Teams

PERSON SPECIFICATION
The expertise required for a person to be fully competent in the role. Position specific competencies:
ESSENTIAL / DESIRABLE
Education and Qualifications (or equivalent level of learning) /
  • Tertiary Bachelors qualification in Human Resources, Management, Business, other related disciplines or equivalent relevant experience.
/
  • Post Graduate qualification in Human Resources or related discipline.

Experience /
  • At least 10 years proven Human Resource leadership and management experience in a large complex organisation.
  • Proven Human Resource experience at a senior executive level.
  • Extensive experience in managing employee/industrial relations issues.
  • Proven ability to lead and manage change in complex, unionised environment.
  • Proven experience and ability to create presence in the business, consulting, and applying advocacy skills to solve problems.
  • Proven track record in delivering improved services.
/
  • Proven experience in a senior management role within the health sector.
  • Broad HR management experience in complex organisations.
  • Financial and budget management experience.
  • Management of process improvement, systems implementation and organisational development projects.

Knowledge and Skills /
  • Proven change management experience, principles, practices, processes and techniques.
  • Proven highly developed communication skills (verbal and written).
  • Ability to design facilitation processes and understand group dynamics.
  • Strong facilitation and relationship skills.
  • Highly developed coaching and development skills.
  • Ability to solve complex problems.
  • Strong leadership and staff management and development and motivation skills.
  • Advanced customer focus and relationship building capabilities.

Personal Qualities /
  • Highly experienced, balanced outlook that lends itself to fast, pragmatic decisions and actions based on sound judgment
  • Holds self and other accountable, appreciates others and different perspectives
  • Results oriented with a track record of achieving agreed targets.
  • Adaptability and willingness to learn new behaviours and adopt best practice standards.
  • Willingness to embrace and fully utilise information technology solutions to support practice.

KEY RESULT AREAS:

Key Accountabilities: / Example of successful delivery of duties and responsibilities
Strategic Leadership
  • Work in partnership with the Executive Director People, Culture and Technology to lead the overall strategic approach to HR development across SDHB ensuring that the organisation is best able to provide for the healthcare needs of its population through the staff they employ.
/
  • HR Strategic Plan is developed and signed off by Executive Leadership Team and respective senior leadership teams annually.
  • Active leadership and participation in GMHR and Workforce Development forums.
  • Strategic HR leadership and support is provided to the Executive Director People, Culture & Technology, Chief Executive Officer and Executive Leadership/Senior Leadership teams.
  • Recruitment and retention needs are proactively met.

Relationship Management
  • Build collaborative relationships
/
  • Builds and maintains close relationships with SDHB leaders and managers to better understand their needs and the business drivers.
  • Works collaboratively with others, supporting the Executive Director People, Culture and Technology in their leadership role.
  • Builds and enhances relationships with external stakeholders, e.g. unions, DHB GMHRs, Shared Services, Ministry of Health, with a view to continual improvement of HR service quality.
  • Partnerships and relationships with other healthcare organisations are fostered with a view to information and best practice information exchange.

Lead Human Resources Team
  • Work with the Executive Director People, Culture and Technology to develop and strengthen the HR Advisory, Recruitment, Learning and Development functions to ensure they can effectively support both change and business as usual.
  • Ensure the HR teams are providing efficient and effective advice and services to Managers and staff.
  • Lead HRteams in promotion of SDHB as a leading public healthcare organisation.
/
  • Consistent and appropriate HR services and support provided proactively to managers and staff.
  • Creates climate that encourages staff performance, retention, innovation, ongoing learning and sharing of knowledge.
  • Establishes clear accountabilities, expectations and performance standards with direct reports and ensure ongoing performance management and development. Monitor individual and team performance regularly to ensure that performance targets are met.

Systems, Policy, and Customer Support
  • Develop and implement efficient HR systems and support tools which support managers and staff.
  • Ensure that HR support is available to Managers and staff through timely and professional HR planning, support and advice.
  • Ensure Human Resource policy, HR information, systems and tools are regularly reviewed, accurate and available to Managers and staff.
/
  • Policies and practices are integrated with organisational strategic and annual plans reflect the DHB culture and contribute to the DHBs development.

Recruitment
  • Recruitment is managed to ensure the Southern DHB attract and employee the best person at the right time and recruitment and retention meets the operational requirements of departments and policy requirements are met.
/
  • Continuous improvement in recruitment processes, and manager and candidate experience.

Learning, Workforce and Organisational Development
  • Learning and Workforce Development strategy is developed, agreed and implemented to support the ongoing workforce performance and development in line with DHB values.
  • Develop strategy and plans for managing an organisational development framework that addresses issue such as succession planning, staff development and capacity building, workforce development and design initiatives.
/
  • Strategies and plans are agreed by Executive, and implemented.
  • Performance appraisal processes are implemented and completed across the DHB.
  • Succession plans are developed and implemented for key roles.

Change Management
  • Change initiatives are managed through timely advice, change management plans are completed on time following policy guidelines and managers are actively supported throughout the process.
/
  • Change management plans successfully completed on time and within scope.

Reporting
  • Accurate and timely reporting on HR services activity, issues are flagged and remedial actions are identified.
/
  • Accurate reports accessible.
  • Proactive approach to resolving issues.
  • Report on progress against projects as required.
  • Manage and report on allocated HR budget, finances and resource utilisation and identify and report on critical budget variances.

Training and Performance Development
  • Training is provided to improve the performance of the Southern DHBs leadership and support is provided to ensure that departmental training and development plans are completed and implemented. Training and coaching is regularly provided to managers and staff in relevant HR procedures and skills.
  • Support is provided to managers to ensure that performance reviews and feedback processes are completed for permanent staff.
/
  • Effective leadership and management. Development and performance reviews completed annually for all direct staff.
  • Active and appropriate professional development programme in place for staff.

Employment Relations/Industrial Relations
  • Takes overall responsibility for the leadership and development of employment and industrial relations matters within the context of a regional and nationally co-ordinated approach.
  • Employment relations issues are managed through timely advice, following policy and legislative requirements and issues are resolved with response appropriate to situation.
  • Accurate, timely technical analysis (including trends research) and process support is provided to the development of Collective and IEA strategy, negotiations team, the remuneration reviews and in the payroll interface.
/
  • SDHB business needs are represented within CEO negotiations.
  • Industrial Relations issues are managed with legal framework and proactive resolution strategies are implemented.
  • Work with managers, staff and unions on the effective management of change and transformation and contribute to the building of a strong organisational infrastructure and culture.
  • Proactive approach taken to engagement with unions ensuring participation though consultative processes.
  • Active participation and leadership of integrated approach to workforce development.
  • Issues managed in expected timeframes.

Other Duties
Undertaking duties from time to time that may be in addition to those outlined above but which fall within your capabilities and experience. /
  • You respond positively to requests for assistance in own and other areas, demonstrating adaptability and willingness.
  • You produce work that complies with SDHB processes and reflects best practice.
  • Research undertaken is robust and well considered.

Professional Development – self
Identifying areas for personal and professional development. /
  • Training and development goals are identified/agreed with your manager.
  • Performance objectives reviewed annual with your manager.
  • You actively seek feedback and accept constructive criticism.

Health, Safety and Wellbeing
Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems. /
  • You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures.
  • You actively encourage and challenge your peers to work in a safe manner.
  • Effort is made to strive for best practice in Health and Safety at all times.

Treaty of Waitangi
Giving effect to the principles of the Treaty of Waitangi – Partnership, Participation and Protection through your interaction with others on a day to day basis. /
  • Partnership – You interact in good faith and in the nature of a partnership. There is a sense of shared enterprise and mutual benefit where each partner takes account of the needs and interests of the other.
  • Participation – You work in partnership with our treaty partners to enable our organisation to prosper. You are mindful of the varying socio-economic conditions that face our people and work hard to remove barriers of access to health and education.
  • Protection– You work proactively to protect the rights and interests of Māori, including the need to proactively build the capacity and capability of Māori.

Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager.

CHANGES TO POSITION DESCRIPTION
From time to time it may be necessary to consider changes to the position description in response to the changing nature of our work environment – including technological requirements or statutory changes. This Position Description may be reviewed as part of the preparation for your annual performance and development review.

Acknowledged / Accepted:

......

EmployeeDate

......

ManagerDate

Southern DHB Position description for:General Manager Human ResourcesEmployee’s initials: ______

Authorised by:

Employer’s initials: ______Page 1