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Chief People OfficerPosition DetailsPosition Number: 04005652

Classification: TBA

Award / Agreement: PSA 1992 / Public Service CSA Agreement 2019

Organisational Unit: TBA

Location: Perth Metropolitan Area

Classification Evaluation Date:

JDF Review Date:

Reporting RelationshipsThis position reports to:

Director General

Positions Under Direct Supervision:

TBA

About the Department

The Department of Communities brings together the services and functions of disability services, child protection and family support, housing, community initiatives and regional services reform. We make a difference in the lives of many Western Australians, with a strong focus on some of the most vulnerable members of our society. We do so through a range of diverse activities that include intensive responses such as the protection of children, preventative responses such as housing assistance and disability support, and enabling

__________________________________________________________________________Chief People Officer, 04005652

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activities such as urban development and providing community grants. Ultimately, the Department shapes the human services system and provider market in Western Australia to ensure that people’s needs are met by our services and those we commission.

Our approximately 6000 staff are located in all parts of the State, with our head office due to relocate to a new purpose-built, state-of-the-art facility in Kings Square, Fremantle, in mid-2020.

This is an exciting time to join a leadership team which is dedicated to shaping the Department’s future for the benefit of all Western Australians. Working for a progressive, committed and inspiring Director General, this is a once in a lifetime career opportunity for the right senior Human Resources executive.

Position Purpose

The Chief People Officer (CPO) is accountable for leading the people, culture and capability agenda across the Department of Communities, and as such, is a key member of the Department of Communities Leadership Team, partnering with and supporting the Director General and Assistant Directors’ General in prosecuting this agenda. In so doing, the CPO is accountable for the development, effectiveness and governance of all Department of Communities Human Resources as well as Work Health and Safety, standards, policies and procedures.

Duties and Responsibilities

1.0 Leadership & Strategy Lead the development and implementation of the Department of Communities’ People,

Culture and Capability strategic plan, ensuring full alignment with the Department’s overarching strategic plan.

Partner with the Director General in proactively developing a high performing Communities Leadership Team which demonstrates shared ownership and effective leadership of the Department’s transformation agenda.

Ensure the Human Resources function (inc. work health and safety) is viewed by Department leaders as a trusted partner, adviser and thought leader that continually delivers value based on a deep understanding of the Department’s purpose, objectives and operations.

Role model effective and impactful leadership of the Department’s HR function as well as collaboration with Communities Leadership Team peers.


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2.0 People & Performance Guided by the WA Public Sector Leadership Development Framework, ensure leaders

at all levels have access to the development necessary for them to effectively lead and coach divisional, team and individual performance, and to be the most effective leaders they can be.

Hold leaders at all levels accountable for managing and leading their people and embed this mindset and culture across the Department (including in the Human Resources function itself).

Lead the development, implementation, and embedding of organisational transformation and change priorities and initiatives in support of achievement of the aspired organisational culture and performance.

Lead the development, implementation and embedding of a resourcing and talent management strategy and associated plans to ensure the Department has the necessary skills and competences now and for the future.

Partnering with Internal Communications, lead the development and implementation of a strategy to build and maintain employee engagement, ensuring leaders at all levels are recognised and held accountable as the key enabler, and the Human Resources function as champion of the employee experience.

Lead the development, implementation and embedding of a Diversity and Inclusion strategy and associated plans to ensure the Department reflects the diversity of the people it serves and creates internally for staff the inclusive environment it seeks to create for the people it serves.

Lead the development, implementation and maintenance of Human Resources standards, policies and procedures (including performance management, remuneration and benefits; recruitment, talent management; onboarding etc) that are fit-for-purpose, land lightly on the Department and drive value.

Ensure leaders understand the Human Resources policies and are competent to apply the associated procedures for which they are accountable.

Lead the development and implementation of an Employee Relations/Industrial Relations strategy and associated plan that supports achievement of the aspired organisational culture and employee experience.

Lead the learning and development function, including development and implementation of Department-wide capability/competence development framework (including the associated competence assurance standard) as well as a fit-for-purpose Learning Management System.


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Lead the development and implementation of a Department-wide cultural competency development framework to better enable the Department to support indigenous staff and clients and to partner with indigenous organisations.

Lead the provision of organisational design expertise to support ongoing organisational transformation activities.

Lead the management of the Work, Health, Safety and Wellbeing activities across the Department

3.0 Operational Effectiveness Deliver an efficient and cost-effective Human Resources function (including all HR-

related transactional activities, evidenced by external benchmarking from both the public and private sector

Lead the provision and assurance of an accurate, timely and compliant payroll service.

Instil a continuous improvement / innovation mindset in the Human Resources function and drive the same mindset more broadly across the Department.

Ensure the Human Resources function is data-driven (by appropriately using data and information to deliver insights), and that:

The Human Resources function uses those insights to continually improve the effectiveness and efficiency of its systems, policies, and procedures; and

Department leaders at all levels use those insights in managing their people and building employee engagement in their teams

With support from the Communities Leadership Team, lead the identification of people, culture and capability-related risks for the whole of the Department, and ensure appropriate controls are in place and are effective.

Ensure the Department complies with all HR-related statutory and regulatory requirements and provide assurance to the Leadership Team via regular reporting.


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4.0 Stakeholder Engagement Establish and maintain highly effective relationships with key internal and external

stakeholders. Proactively collaborate with other agencies in support of both the Department’s

reform agenda as well as the wider Public Sector reform agenda.

Continually scan the external environment for external Human Resources and Organisational Development trends, engage the Department’s leaders accordingly, and leverage the learnings in support of the Department’s transformation and change agenda.


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Essential Work-Related Requirements

1. Shapes and Manages Strategy Demonstrable skills in translating complex business strategies into meaningful people

strategies and plans that tangibly support delivery of the business strategy. Demonstrated evidence of a continuous improvement mindset.

2. Achieves Results A senior Human Resources executive with a track record of leading and driving change

in large and complex organisations.

3. Build Productive Relationships A track record of successfully influencing and partnering with senior leaders and other

key internal stakeholders, particularly vis-à-vis obtaining shared ownership for people strategies, and holding leaders accountable for their part in delivery.

4. Communicates and Influences Effectively Demonstrated ability to build relationships and collaborate with internal and external

bodies/stakeholders.

5. Exemplifies Personal Integrity and Self Awareness Empathy for and a commitment to the Department of Communities purpose of supporting

some of the most vulnerable members of the Western Australian society.

6. Leadership Strong evidence of building disciplined, efficient and effective human resource functions

that are recognised as such by leaders. A track record of developing human resource professionals who continually add value by

combining deep human resource expertise and real knowledge of the business/organisation.

Ability to lead and coach others to thrive in a fast-paced, complex and uncertain environment.

Essential Eligibility Requirements

1. Appointment is subject to a satisfactory National Police Clearance.2. Available to attend occasional offsite meetings outside of normal working hours.3. Able to travel by air to remote and regional locations and to stay overnight or for short

periods.

Other- appropriate tertiary qualifications are highly desirable.


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