Position:Principal Advisor Rewards, Recognition and Inclusion

Children’s WorkerNo

Location:National Office

Business Unit:Human Resources

Group:Organisational Solutions

Reporting to:Director People, Culture and Inclusion

Issue Date:December 2017

Delegated Authority:Nil

Staff Responsibility:Nil

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 250 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.

PositionDescriptionApprovedBy:

______
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, (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.

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 1050 people.

Business Unit:

The role of the Human Resources (HR) Group 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 Ministry is a complex and diverse organisation and a major Public Service employer. The provision of best practice HR advice and services to client managers is critical if the HR team is to retain its position as a public sector benchmark.

HR is structured into the following key areas:

  • People, Culture and Inclusion
  • Learning and Capability Strategy
  • HR Shared Services
  • Payroll and HR Systems
  • HR Business Advisory
  • HR Consultancy
  • Recruitment
  • HR Reporting and Analysis
  • Vetting Services
  • Business Partnership
  • Corporate Solutions; Insights and Investment; Policy; Housing; Chief Executive’s Office
  • Service Delivery

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 Principal Advisor Rewards, Recognition and Inclusion will lead, influence and shape the development of HR remuneration, reward and diversity strategy across the whole Ministry. The role is accountable for providing strategic thought leadership, expert advice and professional consultancy services in these areas of responsibility. The Principal Advisor will demonstrate vision in identifying key HR strategic issues or opportunities facing the Ministry in the areas of the remuneration and diversity portfolio and implement appropriate responses to these that are aligned with the Ministry’s people and business strategies.

The Principal Advisor Rewards, Recognition and Inclusion will ensure the:

  • development of MSD remuneration, job evaluation and related performance management strategy, policies, frameworks and procedures to ensure that they complement and are integrated with the overall business and people strategies of the Ministry
  • provision of specialist advice to the Chief Executive, Leadership Team and MSD managers on long-term remuneration trends and projections to inform policy, business, value for money and budget decisions
  • provision of appropriate best practice advice and high quality consultancy services to the HR Leadership Team and key team members on strategic remuneration, rewards and diversity ideas, initiatives and issues.

Working Relationships

Internal:

  • General Manager Human Resources
  • Director People, Culture and Inclusion and colleagues
  • Deputy Chief Executive Organisational Solutions
  • Chief Executive and 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
  • EEO Commission
  • Human Rights Commission
  • EEO Trust
  • HR professionals in both the public and private sectors
  • External HR, management and remuneration 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 remuneration, reward and diversity 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 these 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 remuneration, reward and diversity strategies, 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 remuneration, reward and diversity approaches and exercise influence to drive innovative solutions that enhance value to the Ministry and the wider social sector.

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.

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.

Technical/Professional Knowledge and Experience
  • Ability to lead, model, influence and shape the development and implementation of HR remuneration, reward, recognitionand diversity strategy
  • Previous senior strategic thought leadership experience in remuneration, rewards and diversity within a large organisation is essential
  • Strong and credible reputation as a leader in areas of technical expertise, skills and knowledge
  • Extensive HR management experience developing and implementing remuneration, rewards, remuneration and diversity initiatives and frameworks in large and complex environment
  • Extensive knowledge of contemporary remuneration, rewards and diversity best practice and new developments in these fields
  • Demonstrated ability to create and implement strategic initiative across large organisations
  • Ability to make the connection between HR strategic development and operations reality
  • Experience with research, analysis and application of relevant HR information and the ability to use this to support strategic change
  • A sound knowledge of the State sector operating environment and the Government’s expectations of pay and employment conditions in the State sector
  • Excellent interpersonal, relationship management and presentation skills
  • Ability to write to a high standard (clear, accurate, concise, appropriate to audience)
  • Ability to manage projects to a successful conclusion, on time and within budget
  • Change management experience
  • A relevant tertiary qualification.
Attributes/Success Factors
  • Strong partnership builder
  • Exercises sound judgement and political sensitivity
  • Highly effective communication skills
  • Flexible, adaptable and pragmatic
  • Strong negotiation skills
  • Highly developed leadership skills
  • Significant relationship management skills
  • Strong client focus
  • Business acumen
  • Strong analytical skills
  • Highly effective organisational skills
  • 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.

Principal Advisor Rewards, Recognition and Inclusion / 1