Position:Senior Advisor Workforce Planning

Children’s WorkerNo

Location:National Office

Business Unit:Human Resources

Group:Organisational Solutions

Reporting to:Director People, Culture and Inclusion

Issue Date:March 2016

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, Organisational Solutions
Date: ……/……/……
Group
The Corporate Solutions group is responsible for providing the majority of corporate and shared services within the MSD corporate operating model. The Corporate Solutions operating model includes embedded corporate services for MSD, shared services and shared governance from MSD to the 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, Social Sector Accreditation, 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 11,000 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
Leadership & Capability Strategy
HR 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 Senior Advisor Workforce Planning is a specialist role within the People, Culture and Inclusion group, responsible for:

  • Leading substantial reporting deliverables including the development of major accountability documents (preparing written reports, documents and presentations)
  • Leading and contributing to the development and delivery of the Ministry-wide Human Resources intitatives, people strategy and workforce plans and a programme of work that integrates the Human Resources response to the Ministry’s four-year plan, Statement of Intent and other planning documents
  • Developing and presenting advice to senior management on workforce climate and capability
  • Building a wide view of organisational human resource and workforce issues and an understanding of the key drivers of the Government, the Ministry and other social sector agencies
  • Providing expertise in interpreting and presenting statistical information and workforce analytics to enable informed decision-making and risk assessment by Human Resources and MSD senior managers
  • Developing a “repository of knowledge” around international HR best practice and be able to use this to provide literature reviews and comparative analysis of strategies and possible interventions.

Working Relationships

Internal:

  • General Manager Human Resources
  • Director People, Culture and Inclusion and team members
  • Human Resources Leadership Team
  • Organisational Solutions Deputy Chief Executive Office and Senior Management Team
  • Human Resource Business Partners and the wider Human Resources Group
  • Deputy Chief Executives across the business groups and their Offices
  • Managers and staff in the business groups
  • Internal specialist service providers (e.g. Legal Services, Finance, Communications).

External:

  • Central agencies – e.g. State Services Commission, Treasury
  • HR leaders and specialists in other government and State sector agencies
  • External HR and management consultants
  • Public Service Association and other unions’ officials.

Key Accountabilities:

Key Result Area / Accountabilities
Human Resource and Workforce Strategic Planning /
  • Identify and prepare relevant Human Resource and workforce analysis to support the workforce planning processincluding links to financial analysis, workforce supply and demand forecasting, and costing models
  • Ensure Human Resource and workforce strategies are aligned and support the Ministry’s objectives
  • Contribute to discussion and debate on strategic capability and workforce issues for the Ministry
  • Coordinate and influence the development of the overall Ministry workforce strategy
  • Prepare the workforce planning informationthat contributes to reports such as the four-year budget plan process
  • Consult with internal/external stakeholders and gain support for proposed strategies and plans and identify any barriers to success.

Research and Analysis /
  • Analyse, interpret and present information collected through various data-gathering exercises
  • Prepare analysis and interpretation of organisational and international Human Resources and management trends
  • Prepare specialist advice/services to HR operational/project initiatives
  • Prepare specialist HR, People, Culture and Inclusion and workforce reports as required.

Relationship Management /
  • Establish and manage relationships at all levels of the Ministry
  • Ensure that key stakeholders are proactively involved and kept up to date with key initiatives
  • Establish and maintain strong working relationships and open communication lines within other HR teams to ensure effective sharing and flow of information
  • Develop internal and external networks to ensure that projects are business focused, proper consultation takes place and that initiatives are relevant, practical and well understood.

Project Management /
  • Define, plan and take responsibility for specific projects within designated work area using Ministry project management methodologies and disciplines
  • Participate in multi-functional project teams to contribute to the development, implementation, communication and on-going review of, strategies, policies and initiatives across the full range of HR functions being delivered for the Ministry
  • Undertake other project management activities as required.

Communication /
  • Ensure strategies are easily understood and communicated
  • Prepare briefs, business cases and other proposals to senior leadership teams.

Reporting /
  • Manage the Human Resource components of the MSD and Human Resources reporting such as the Annual Report, Statement of Intent, four-year plan. People Strategy and Workforce Strategy
  • Prepare Human Resource inputs to information requests including Parliamentary Questions, Select Committees, and Official Information requests
  • Ensure workforce plans and strategies are continually monitored and refined to ensure on-going effectiveness and continuous improvement
  • Manage the development, maintenance and reporting of the HR work plan and work programme
  • Contribute to/lead other specialist reporting requirements as needed.

Risk Management /
  • Identify and report on issues that present risks or opportunities to the Ministry’s people strategy and workforce strategy
  • Manage issues in a way that the risks are contained or mitigated.

HR Teamwork and Partnership /
  • Work collaboratively with colleagues to maintain an open and collegial approach and actively contribute to the overall effectiveness of People, Culture and Inclusion and 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 managers and specialists and other stakeholders to build the credibility of HR and self and to ensure the team is delivering what is required
  • Focus on the Ministry’s needs, whilst balancing this with sound information, informed insights and best practice.

Technical/Professional Knowledge and Experience
  • A relevant tertiary qualification or equivalent
  • Extensive Human Resources experience including knowledge of current best practice
  • Demonstrated ability to see the “big picture” and understand the strategic contexts of projects/policy issues
  • Experience with developing business focused strategy and plans
  • Proven ability to write to a high standard (clear, accurate, concise, appropriate to audience)
  • Experience in and a strong understanding of the collection, interpretation and uses of HR information and the ability to convey this to a variety of audiences
  • Advanced computer skills including standard spread sheeting, word processing, database and statistical packages
  • Proven project/change management skills and experience, ideally with some in the public service arena.
Attributes/Success Factors
  • Excellent analytical and problem solving skills – clarity of thinking, defines problems well, gathers all necessary information and produces thorough, objective and sound advice
  • Excellent communication skills – particularly oral and written - able to clearly express views in a variety of fora,convey complex information, persuasively present ideas and business cases to gain supportfor proposals, plans or decisions
  • Strong ability to develop/articulate logical arguments – based on fact, information is sourced from a variety of sources, and argument is backed by sound evidence
  • Excellent relationship management skills – able to establish, build and maintain effective working relationships, including the capacity to work with and coordinate team effort to achieve outcomes
  • Demonstrated ability to work effectively both independently and as a member of a small team
  • Excellent organisational and time management skills - can work on a number of different tasks – often under pressure; able to plan and organise work to meet competing deadlines, and solve problems in an environment of change
  • Consistently demonstrates sound judgement and is pragmatic, adaptable, open-minded, reflective and forward thinking, and continuously seeks opportunities for different and innovative approaches to work
  • Client focused – gives high priority to anticipating need and ensuring client satisfaction
  • 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.

Senior Advisor Workforce Planning / 1