He kura te tangata

Position title Human Resources Manager

Primary work unit Human Resources

Responsible to Deputy Director, Human Resources

Responsible for Faculty HR team

Position status Permanent full time

Hours of work 40 hours per week

Salary Individual Employment Agreement – Salary Band 17(A)

Our vision Victoria University of Wellington will be a world-leading capital city university and one of the great global-civic universities.

Our mission and purpose

Victoria University of Wellington’s mission is to undertake excellent research, teaching and public engagement in the service of local, national, regional and global communities.

Our values Victoria University of Wellington’s core ethical values are respect, responsibility, fairness, integrity and empathy. These values are manifested in our commitment to civic engagement, sustainability, inclusivity, equity, diversity and openness. We prize intellectual rigour and independence, academic freedom, critical enquiry and excellence.

Victoria – our university

Victoria University of Wellington is New Zealand’s globally-minded capital city university, focused on engaging with Wellington, New Zealand and the Asia-Pacific region and connecting with the world. Victoria values the expertise of its professional staff in supporting and enabling teaching, research and engagement activities.

Victoria is a progressive university with ambitious strategic goals and a commitment to having a professional workforce that reflects the diversity of its community. Professional staff engage with academic staff, students, parents, Government, iwi, community groups and many other external stakeholders. All professional staff are expected to uphold the reputation of Victoria through the way they undertake their work.

Victoria is committed to the Treaty of Waitangi. “Mai i te iho ki te pae” is the Māori Strategic Outcomes Framework which is linked to Victoria’s Strategic Plan.

Mā te rautaki tātou e koke whakamua (via the strategy we strive to move forward together)

For further information about Victoria go to www.victoria.ac.nz and Welcome to Victoria.

Role Description: November 2017

Position purpose

The Human Resources Manager provides strategic and operational HR advice and services to managers and staff, providing them with coaching, advice, and assistance in the management of their staff. These tasks encompass the full range of generalist human resource skills, including recruitment, induction, remuneration, organisational development, training and development, change management, employment relations and Equal Employment Opportunity. The Human Resources Manager will take a proactive leadership role in the development, consultation and promulgation of HR policy, best practice, and processes for the University, in providing support and coaching to HR colleagues and providing leadership and coaching to the HR staff reporting to the position.

The Human Resources Manager is responsible for managing the HR support provided to an allocated group of Faculties within the University.

Position location

The Human Resources Manager is located within the Human Resources (HR) Group.

The HR Group provides strategic,staff developmental,tactical and operational advice, support and services to the Senior Leadership Team (SLT), Deans, Heads of School and Central Services Directors and Managers across all areas of human resources activity, including the provision of payroll services to the University.

The HR Group contributes to the achievement of Victoria’s strategic goals, primarily through advancing and supporting development of the capability of our people.

Strategic context

The HR Group has a strategic and operational workplan which is aligned to Victoria’s Strategic Plan. The Human Resources Manager helps the HR Group achieve its goals by providing client-focused and effective HR services to assigned client groups, The Human Resources Manager also actively contributes to the development and implementation of HR strategies, policies and processes and either leads or contributes to specified HR projects.

Key responsibilities

Provide the Pro Vice-Chancellor, Dean(s), Heads of School, School Managers and other Managers with relevant and timely HR advice and support in accordance with HR strategies, policies, processes and best practice.

HR Advice

Provide an HR perspective and expertise to Faculties and/or CSU strategic and operational planning and decision-making by participating as an effective member of Faculties/CSU Management Team(s).

Demonstrate leadership in providing HR services through proactive analysis of the needs of managers and responding through coaching, advice and support that adds learning and value.

Provide backup and support to other HR Managers and HR Advisory staff from time to time as requested by the Deputy Director HR.

Provide advice to client managers on operational and people related planning initiatives.

2Role Description: Human Resources Manager – November 2017

Demonstrate senior leadership in the provision of HR services through proactive analysis of the HR needs of designated groups in a way which adds value to the Groups’ organisational outcomes.

Provide timely and professional, sound advice on policy, processes and tools on;- recruitment- remuneration- change management- performance improvement- disciplinary matters - disputes - personal grievances and - mediation- the full range of applicable university employment agreements- employment related legislation

Ensure relevant EEO, diversity and privacy issues are identified and integrated into advice to client managers.

Represent our HR Group and be a conduit between our clients and HR Group to ensure HR Work Plan is communicated to the appropriate client groups and feedback is given to respective teams within the HR Group.

Outcome:The Pro Vice-Chancellor, Deans, Heads of School and other managers are well supported, with their needs met in ways that support their strategic and operational activities and that create trust and confidence in HR.

Other HR Services

Selection, Recruitment and Induction

Provide coaching and support in the recruitment and selection of staff. Contribute to the development and implementation of robust recruitment processes. Be the Chair or a member of selection committees as appropriate.

Outcome:Recruitment advice and support accurately addresses client needs, is timely and accords with University recruitment processes and requirements. Recruitment support contributes to the achievement of high quality appointments.

Remuneration and Job Evaluation Ensure job evaluation and remuneration support is provided to the Pro Vice-Chancellor, Dean(s),

Heads of School and Managers in accordance with job evaluation and remuneration practices and processes.

Provide remuneration advice to clients for staff on Individual Employment Agreements and a range of Collective Employment Agreements.

Outcome:Remuneration advice and support to clients is comprehensive, viable, timely and consistent with Victoria’s remuneration practices and processes. Accurate and timely job evaluations are undertaken and delivered.

Performance Management

3Role Description: Human Resources Manager – November 2017

Provide Heads of School/Managers with coaching and support for Academic and Professional staff Performance Development & Career Planning (PDCP) processes including providing advice on setting expectations, giving and receiving constructive feedback and reviewing performance.

Advise upon development and training needs identified during the PDCP process. Provide support and coaching to Heads of School/ Managers on performance management

issues and assist with the development of performance improvement plans where necessary.

Outcome:Performance management advice and support responds appropriately to client needs and is consistent with University performance processes. Performance improvement support manages risk and meets good employer and legal obligations.

Change Management Contribute to the development and/or enhancement of existing or new organisation structures

within the allocated Faculties. Ensure change management policy, procedures and high quality legally robust practice standards

are applied and adhered to during change management projects. Support or undertake change management projects as required.

Outcome:Change proposals are well conceived and planned and support business requirements. Change processes are properly implemented and completed in a procedurally sound and legally/contractually justifiable manner.

HR Leadership and Planning Demonstrate proactive leadership in and contribution to the development and enhancement of the

University's HR strategy, plans, standards, policies, processes and guidelines. Actively contribute to the development and implementation of the HR Work Programme to support

the achievement of Victoria’s Strategic Plan. Lead the transfer of HR skills and knowledge within the allocated Faculties to the Pro Vice-

Chancellor, Dean(s), Heads of School and Managers. Co-ordinate and lead allocated HR projects to develop new, or to improve existing HR systems,

policies, processes and practices, including providing HR input into a range of reviews where the focus is on finding solutions to broad problems facing the Faculty, School or work unit.

Provide direction to the Pro Vice-Chancellor, Dean(s), Heads of School and other Managers to ensure the effective delivery of HR strategy and services.

Contribute to a continuous improvement high performing and innovative culture within Victoria. Work closely with managers to identify and develop talent and implement succession planning to

identify future needs and goals (and the resulting staffing implications). Assess staff competencies and aspirations and advise on training and development opportunities,

and provide coaching and feedback.

Outcome:Proactive HR leadership is provided to the Pro Vice-Chancellor, Dean(s), Heads of School and Managers. The HR Work Programme is actively supported both within the Faculties and through a direct contribution to HR planning, projects and initiatives.

Organisational Development and Training & Development

4Role Description: Human Resources Manager – November 2017

Demonstrate sound understanding of the significance of key organisational development (OD) strategies in supporting Victoria’s strategic direction and contribute to OD initiatives within the Faculty Group and across the wider University as requested.

Contribute to the assessment of OD related culture, capability and performance issues/ opportunities and support and contribute to initiatives and action plans to support and effect change.

Keep abreast of internal and factors which may impact on the Faculties workforce/ employment model/ employee engagement and culture.

In conjunction with the Organisational Development Team, champion and lead organisational development within the Faculty Group through the provision of high quality OD advice, guidance and knowledge sharing, coaching and mentoring with Heads of School and Faculty managers.

Support and contribute to the development and delivery of a range of HR training, development and leadership programmes for academic and professional staff to meet both current and future capability requirements.

Outcome:Organisational development initiatives and training and development interventions are appropriately supported and championed with Faculties and Schools and other units.

Key relationships

The HR Manager has responsibility for all Faculty HR staff at their location. The HR Manager will develop and maintain excellent relationships with:

All members of the HR team Pro Vice-Chancellor, Dean(s), SLT Members, Deputy Dean(s), Associate Dean(s) Heads of School Faculty/CSU Managers and Administrators Professional and Academic staff Staff representatives Relevant external parties (for example recruitment agencies).

Competencies

Competency Demonstrated by

Client focus Understands and believes in the importance of client service; listens to and understands the needs of internal and external clients; displays professional, courteous and empathetic approach; considers equity and diversity issues in interactions; meets and exceeds client needs to ensure satisfaction

Self-management Effectively plans and organises work to achieve desired outcomes; proactive, remains focused, takes action to overcome obstacles and follows through to completion

Integrity Is fair, open, honest and consistent in behaviour and can be relied upon; is receptive to Māori, Pasifika and multicultural issues; generates confidence in others through professional and ethical behaviour

Innovation Questions the way things are done; encourages the discussion, free debate and generation of creative ideas and solutions; learns from past mistakes; generates new and creative ideas to improve the status quo

5Role Description: Human Resources Manager – November 2017

Analysis and judgement

Identifies and analyses issues and problems, considers alternatives, makes sound decisions and commits to a course of action

Teamwork Works co-operatively, respects and is open with others in a team-setting in order to achieve results and team goals

Persuading and influencing

Gains the co-operation of others by seeking their points of view; understands differing views and identifies points of agreement; negotiates solutions to meet the objectives of all parties where possible; confidently advocates a preferred approach

People Management Discusses development regularly with others so that development needs are identified. Provides constructive, meaningful and timely feedback on performance and the achievement of objectivesCreates an open and trusting environment where others are confident to raise and discuss issues, problems or ideas. Negotiates and communicates clear expectations, deadlines and standards that are challenging and linked to unit objectives. Generates motivation, enthusiasm and commitment to organisational goals.

This role is a Human Resources senior level position with people management responsiblities. It is expected the individual in this role will have indepth HR skills and competencies across a broad range of human resources areas.

Selection criteria

Essential

Experience in a broad range of HR areas including organisational development, HR change management, strategy development, recruitment, performance management, EEO, privacy, health and safety, employment relations, remuneration, and HR service delivery to internal clients.

Relevant tertiary qualification, preferably in a specific Human Resource Management discipline and/or equivalent experience.

Experience in HR practice providing coaching and advice to managers and staff. Excellent knowledge of current employment legislation and “Good Employer” practices. Knowledge of the principles of job evaluation. Experience working with staff representatives/Unions. Proven staff management experience and experience developing the competence of more junior

colleagues and providing them with effective coaching and mentoring. Experience in planning, leading and implementing change projects. Strong oral and written communication skills including presentation and negotiation skills. Good understanding of technology and how to use it to support internal clients. Proven decision-making skills. Knowledge of and commitment to the Treaty of Waitangi, equal employment opportunities and

principles of occupational safety and health.

Desirable:

Certificated professional member of the Human Resources Institute of New Zealand. Experience in producing high quality documents and reports using word-processing, spread-

sheeting, database and presentation software (Microsoft product knowledge is an advantage). Knowledge of current university, tertiary or public sector environment is an advantage. Knowledge of and experience in financial management.

6Role Description: Human Resources Manager – November 2017

Delegations

Delegation Level 5.

7Role Description: Human Resources Manager – November 2017