Position:Manager People, Culture and Inclusion

Children’s Worker: No

Location:National Office, Wellington

Business Unit:Human Resources

Group:Corporate Solutions

Reporting to:Director People, Culture and Inclusion

Issue Date:January 2018

Delegated Authority:Human Resources

Staff Responsibility:Yes

Our Role

The Ministry of Social Development (MSD) is the lead agency for the social sector. We help the Government to set priorities across the sector, co-ordinate the actions of other social sector agencies and track changes in the social wellbeing of New Zealanders.

The Ministry provides policy advice, and delivers social services and assistance to children and young people, working age people, older people, and families, whānau and communities. We work directly with New Zealanders of all ages to improve their social wellbeing.

We serve over a million people, working out of more than 160 centres around the country. It is likely that every New Zealander will come into contact with the Ministry at some point in their life.

Our work, together with our social sector partners, is essential to achieving a sustainable and prosperous future, where all New Zealanders are able to take responsibility for themselves, be successful in their lives and participate in their communities.

Our Purpose

We help New Zealanders to help themselves to be safe, strong and independent.

Ko ta mātou he whakamana tangata kia tū haumaru, kia tū kaha, kia tū motuhake.

Our Principles

MSD people: All own what we all do | Take responsibility for what we do | Understand our role in the big picture, who can help us and who we can help | Navigate through ambiguity and the opportunity it brings to create better ways of doing things | Act with integrity, courage and transparency | Celebrate our achievements and those of our clients.

Position Description Approved By:

______
Deputy Chief Executive, Corporate Solutions
Date: ……/……/……
Group:
The Corporate Solutions group is responsible for providing the majority of corporate and shared services within the new MSD corporate operating model. The Corporate Solutions operating model includes embedded corporate services for MSD, shared services and shared governance from MSD to the new Ministry for Vulnerable Children Oranga Tamariki, the Social Policy and Evaluation Research Unit (Superu) and the Social Investment Unit (SIU) and a range of transitional embedded corporate functions to Oranga Tamariki. There may be future opportunities to provide corporate services to other agencies across government.
Corporate Solutions brings together the corporate functions of Human Resources (HR), Finance, Procurement Solutions, Information Technology (IT), Communications, MSD Approvals, Ministerial and Executive Services, Claims Resolution, Risk and Assurance, Property and Facilities, Health, Safety and Security (HSS), Legal Services, Information, Privacy, Policy and Practice, Organisational Security Intelligence, and the Information Security Office.
It is responsible for leading the development of integrated capability strategies across the whole of MSD and client agencies and for developing a sector-wide view on organisational policies, practices and issues, with a strong business partnership focus on client centric service, sustainability, providing smart solutions and backing the businesses to succeed.
Corporate Solutions provides support services to over 10,000 MSD and other agencies employees across New Zealand. The group has responsibility for an operating budget of around $300 million per annum and employs more than 1175 people.
Business Unit:
The role of the Human Resources (HR) Team is to ensure that the Ministry has the organisation, people and culture capable to deliver on the Government’s outcomes and priorities. HR provides high level strategic advice and support to the Chief Executive and the Leadership Team to ensure that effective HR strategies are developed and properly integrated into all business strategies and plans.
HR is also responsible for the design and delivery of a range of Ministry-wide HR policies, operational HR processes and systems aimed at ensuring that managers have access to the best possible advice, support and systems to lead, motivate, develop and manage their people.
The HR team provide shared services to other organisations including payroll and HR systems.
HR is structured into the following key areas:
People, Culture & Inclusion
Learning & Capability Strategy
HR Operations (Shared Services)
HR Business Partnership
Employee Relations
Function:
People, Culture and Inclusion consists of a group of project-based and matrix managed organisational performance and development specialists, with deep skills in a range of human capital functions, providing high-value professional services to the Ministry operating along the lines of an internal consultancy model. The focus of this group is the design and development of new initiatives and projects and transitioning the programmes of work to other groups in Human Resources as business as usual activities.
The group is accountable for the effective leadership and delivery of critical organisational initiatives, projects and programmes of work in the areas of integrated behavioural change, cultural alignment, performance management and measurement, climate, engagement, talent management, organisational change management, people strategies, reward and recognition, workforce planning, inclusion, diversity and wellbeing.
This work is informed by sound analytics and evidence-based insights with solutions developed using sound and consistent design and development methodologies. The group operates through utilising effective project management disciplines and delivering through multi-functional teams, matrix management and multiple portfolios with a focus on flexibility.
Purpose of the Position:
The Manager People, Culture and Inclusion is each responsible for a team of Lead and Senior Advisors. The Manager leads work programmes, coaches and mentors team members, manages the performance and development planning of team members and allocates project and programme responsibilities. The Manager will be a thought leader for the organisation in at least one significant discipline or area in the field of human resources management.
Critical to this role is leading and modelling more flexible ways of working within the project team environment with the courage to try new approaches. Ensuring projects are managed using Ministry methodologies and frameworks from planning and design through to post-implementation evaluation is another key requirement. The role requires the Manager to deal with the ambiguity of competing demands and changing priorities.
Although the role has formal management responsibilities for a number of team members, it will not necessarily be the case that all the projects carried out by team members are directly managed / supervised by the manager.
The project and programme portfolios will include the design and development of people strategies, integrated behavioural change, cultural alignment, organisational change, talent management, performance management and measurement, climate, engagement and development pathways.

Working Relationships

Internal:

  • Director People, Culture and Inclusion
  • General Manager Human Resources
  • Deputy Chief Executive Corporate Solutions
  • All members of the Leadership Team
  • Members of the HR Leadership Team and HR team members
  • Internal service providers (e.g. Legal Services, Finance, Communications)
  • Line managers and Ministry employees
  • Union delegates and organisers.

External:

  • State Services Commission and other government departments
  • Social Sector Crown entities
  • HR professionals in both the public and private sectors
  • External HR and management consultancies and service providers
  • Public Service Association and other unions’ officials

Key Accountabilities

Key Result Area / Accountabilities
Strategy and Development /
  • Contribute to the strategic direction of the Ministry by leading multi-functional project teams to deliver the HR and organisational development strategies and solutions that will fully support the achievement of the Ministry’s people and business strategies
  • Develop the plans, roadmaps and project management disciplines for the People, Culture and Inclusion programmes of work
  • Ensure the strategies and frameworks developed provide a consistent approach and alignment across the Ministry and that their design is underpinned by best practice across the public and private sectors.

Thought Leadership and Innovation /
  • Design and / or seek out new concepts, ideas and solutions to ensure the Ministry has the right HR and organisational development outcomes, policies, practices and frameworks aligned with the people strategies and business strategic intent
  • Challenge conventional ways of thinking and assumptions to generate innovative ideas that gain widespread support
  • Clearly articulate the value of new HR and OD approaches and exercise influence to drive innovative solutions that enhance value to the Ministry and the wider social sector.

Culture and Inclusion Development /
  • Manage the on-going deployment of surveys and tools for the analysis of MSD’s culture and engagement, analysing insights and proactively identifying strategies and initiatives to achieve desired culture changes and an inclusive workplace
  • Lead the design of initiatives to support the development of the desired culture across MSD
  • Ensure the appropriate level of support is provided to managers to:
  • implement culture, engagement and inclusion initiatives linked to survey feedback and MSD’s People Strategy, and
  • enable full understanding around the complex issues relating to engagement, culture change and inclusion.

Project and Change Management /
  • Champion and direct key projects, programmes and initiatives using Ministry project management methodologies and disciplines
  • Utilising expert planning skills, ensure all projects, programmes and initiatives deliver within agreed timeframes and budgets and meet defined objectives
  • Develop and apply new, more flexible methods of resourcing project teams with the right capabilities when these are required; effectively re-allocating resources to meet milestones and changing priorities
  • Utilise best-practice project evaluation tools to complete post-implementation reviews and ensure continuous improvement and quality outcomes
  • Identify and effectively manage relationship and reputational risks associated with strategic projects, programmes and initiatives.

Stakeholder and Relationship Management /
  • Support the Director to socialise the strategy and direction of People, Culture and Inclusion across the Ministry
  • Ensure strong linkages with the Learning and Capability Strategy group, the HR Shared Services teams, the HR Business Partnership teams and the service line Learning and Capability Development teams in Service Delivery HRBP and Child, Youth and Family to ensure seamless solution design and delivery
  • Ensure strong and effective networks, relationships and engagement with the SSC, public service and State sector organisations and professional associations.

Leadership, Performance and People Development /
  • The Manager People, Culture and Inclusion is responsible for supporting the building of a high performance and development culture in the People, Culture and Inclusion group through:
  • Developing and implementing new ways of working in the team incorporating dual and multiple portfolios, multi-functional teams, flexibility and other concepts such as matrix management
  • Ensuring each team member has relevant key deliverables that are monitored and reported on regularly
  • Actively coach, mentor and support team members ensuring individual development plans are in place
  • Maximise team engagement
  • Build team capability and ensure successors are developed for key roles.

HR Teamwork and Partnership /
  • Work collaboratively with People, Culture and Inclusionmanagement colleagues to maintain an open and collegial approach and actively contribute to the overall effectiveness of the whole HR group
  • Actively contribute to the Ministry’s HR and people strategies, planning and implementation programmes
  • Actively network with other HR teams, key line managers and other stakeholders to build credibility and ensure that the team is delivering what is required
  • Focus on the Ministry’s needs, whilst balancing this with HR information, informed insights and best practice.

Risk Management /
  • Identify any organisational risks and take action to minimise their impact
  • Effectively manage risks within the group and establish and maintain a risk management framework and register.

Health, Safety and Security /
  • Understand and implement your people manager accountabilities.
  • Ensure health, safety and security policies and procedures are understood, followed and implemented by all employees.

Technical/Professional Knowledge and Experience
  • Proven ability to lead, model, influence and shape the development and implementation of human resources management and organisational performance and development strategy across a large organisation
  • A relevant tertiary qualification (qualifications in Organisational Psychology an advantage)
  • Senior strategic thought leadership experience in human resources management and related disciplines within a large organisation is essential
  • Strong and credible reputation as a leader in areas of technical expertise, skills and knowledge
  • Demonstrated ability to create and implement strategic initiatives across large organisations
  • Ability to make the connection between strategic HR development and operational reality
  • Strong understanding of project management methodology and a track record of successfully leading and managing project teams to deliver successful outcomes, on time and within budget
  • A sound knowledge of the State sector operating environment
  • Outstanding communications and presentation skills
  • Ability to remain calm and exercise sound judgement when under pressure.
Attributes/Success Factors
  • Strong partnership builder
  • Exercises sound judgement and political sensitivity
  • Highly effective communication skills
  • Flexible, adaptable and pragmatic
  • Highly developed leadership skills
  • Significant relationship management skills
  • Strong negotiation skills
  • Strong client focus
  • Business acumen
  • Strong analytical skills
  • Highly effective organisational skills
  • Able to deal with ambiguity
  • Welcomes and values diversity and contributes to an inclusive working environment where differences are acknowledged and respected.
Other Requirements
  • Willing to travel to fulfil job requirements.

Manager People, Culture and Inclusion / 1