senior manager people and culture€¦ · build a high performance workplace culture and enhance...

From the mountains to the sea, we value and protect our natural environment and we will be leaders in building an educated, creative and connected community

SENIOR MANAGER PEOPLE AND CULTURE

Build a high performance workplace culture and enhance the capability of our people to deliver exceptional services to our community

Information Pack – Manager People and Culture

Senior Manager – People and Culture Recruitment No 20017

• Attractive remuneration package • Key leadership role • Contribute to creating an extraordinary Wollongong for our community

About Wollongong City Council Wollongong is a vibrant, diverse city, situated on one of Australia’s most picturesque coastlines. Regarded as Australia’s ‘most liveable’ regional city, Wollongong offers a relaxed, coastal lifestyle with all the benefits of a major city. Wollongong City Council is in an exciting period of transformation and growth. With a renewed focus on creating an extraordinary Wollongong, we are committed to delivering exceptional outcomes to our community. We are seeking a Manager People and Culture to contribute to our strong and growing leadership team. We value and embrace diversity of thought, background, experience and ideologies. If this sounds like an opportunity that you would like to explore, we encourage you to apply. For further information about Wollongong City Council please visit our website.

The Position This role is responsible for the effective leadership and management of the People and Culture Service portfolio. The position is responsible for developing and implementing integrated solutions that empower our people to drive a high performance culture and supports our leaders in the effective implementation of change. Some of your initial focus areas will include:

• Delivering customer focused services to optimise the employee life-cycle experience • Driving employee engagement initiatives, encompassing effective culture, leadership and team

development • Operating as a strategic partner to the organisation, integrating workforce planning with

business planning and strategy • Embed and model workplace values and behaviours to foster an engaged, inclusive and high

performing workforce • Championing organisational change, ensuring the vision and organisational purpose is

supported Your success in this role will be demonstrated through your ability to lead strategically and achieve high quality outcomes and results for the organisation. You will have strong communication, interpersonal, influencing and negotiation skills with an ability to engage across all levels of the business as well as proven experience in managing change.

http://www.wollongong.nsw.gov.au/


Essential Criteria 1 Please provide details of your formal qualifications degree in a related field or higher level qualification. 2 Please describe your experience in delivering and optimising end-to-end employee services. 3 Please outline your experience in leading and managing teams, providing details of size, scope and

financial responsibility. 4 How have you provided innovative solutions and strategic advice at a senior/executive level? 5 Please tell us about your experience in leading transformational processes to optimise organisational

outcomes and sustain cultural change. 6 What do you believe you can bring to this role and to the community of Wollongong? Please note, in responding to the Essential Criteria it is recommended that you consider the information provided in the Position Description (including the capability framework) attached.

How to Apply Please submit your resume and responses to the Essential Criteria above via our website. For further information regarding this position please contact Renee Campbell, Director Corporate Services, on (02) 4227 7331 or 0417 683 371. For assistance in submitting the application please contact the Recruitment Team on (02) 4227 7065. Please note, it is anticipated that phone interviews will be held week commencing 2 March 2020. Face to face interviews will be held week commencing 16 March 2020. Applications close at midday Monday 24 February 2020.

https://myaurion.wollongong.nsw.gov.au/Production/jobs/


Position Description POSITION NAME: Manager People and Culture

DEPARTMENT: Corporate Services – Connected and Engaged City

DIVISION: People and Culture SUPERVISOR’S TITLE: Director Corporate Services

Primary Purpose of the Role Reporting to the Director Corporate Services, the Manager People and Culture is an important member of Council’s Senior Leadership Team. As a key senior leader, you will drive excellence every day, inspire creativity and have an eye on the future to ensure we are as dynamic as we are diverse. This role is responsible for the effective leadership and management of the People and Culture Service portfolio. The role is responsible for employee life-cycle services, workforce strategy design and embedding practices to continue to enhance organisational culture. Ensuring the consistent delivery of strategic initiatives, this role will develop, implement and embed an enhanced employee experience consistent with the strategic direction of the organisation. This role provides strategic leadership and advice to Executive Management and the organisation on current trends and issues relating to People and Culture functions. The role is responsible for delivering on outcomes set by Council and the community to help create a connected and engaged city. The People and Culture Division covers the following areas of Council’s operations and activities:

• Recruitment • Organisational Development

• Learning and Development • Injury Management

• Work Health and Safety • Workers Compensation

• Industrial Relations • Payroll

Key Accountabilities • Lead a customer focused, high performing People and Culture team. • Drive, develop and embed People and Culture strategies, plans and initiatives across the organisation. • Provide leadership in developing and promoting a learning organisation focused on our people, our

culture and continuous improvement. • Successfully lead and embed change across the organisation to achieve organisational objectives. • Build capability in individuals and strengthen teams through the delivery of structured programs to

improve organisational performance. • Ensure system and process compliance with relevant legislation and organisational requirements. • Strategic analysis and interpretation of workforce data to support the organisation in improving business

outcomes.

Position Objectives • Provide leadership and high level strategic management to the People and Culture Division. • Deliver effective and efficient People and Culture functions for the organisation, including:

o recruitment o learning and development o organisational development o work health and safety o injury management o workers compensation o industrial relations o payroll


• Lead the innovative planning and achievement oriented delivery of People and Culture outcomes set in the Community Strategic Plan, Delivery Program and Annual Plans.

• Provide strategic and operational advice to Council and Executive Management. • Work collaboratively as an active and dynamic member of the Senior Management Team focused on

enhancing organisational performance. • Lead a high performance, customer and team focussed culture that is aligned with the values of the

organisation. • Build capability and capacity in our people, systems and resources. • Ensure sound financial management of the People and Culture division. • Lead and implement WHS systems, initiatives and improvements.

Decision Making • Implement the decisions made by Council and the Executive and undertake functions delegated by the

General Manager. • Determine day-to-day Divisional priorities in line with strategic plans, statutory requirements, budget,

guidelines and relevant legislation. • Support diligent and proactive decision making using a risk management approach. • Operate within and apply the Management Decision Making and Performance Frameworks. • Establish and promote a culture which encourages initiative with a consistent emphasis on continuous

improvement.

Reporting Lines This role reports to the Director Corporate Services. Direct Reports: 7 • WHS Manager • Organisational Development Manager • Attraction and Retention Coordinator • Learning and Capability Coordinator • Payroll Supervisor • Senior HR Analyst • Senior HR Administrative Officer Indirect Reports: 20

Operating Budget $13.2 million


Key Relationships

Who Why Internal

General Manager • Provide clear, consistent specialist advice • Support the development and actively advocate for the delivery of a high

performance culture

Executive Management and Senior Management Team

• Manage the flow of information, seek clarification, escalate sensitive issues and propose solutions

• Contribute to the leadership and management capabilities of the team • Participate constructively as part of the team to ensure service continuity

and continuous business improvement • Effectively contribute to a team that leads sustained transformational

change

Direct Reports • Inspire and motivate, provide direction and manage performance • Set performance expectations and manage team performance and

development

Lord Mayor and Councillors • Provide accurate and timely advice and information • Disseminate information between Council and the organisation • Actively support the development of Councillors

Organisation • Build and monitor a workplace culture that values fair and inclusive practices and diversity principles

• Develop capability and capacity in our people, systems and resources • Manage the flow of information, seek clarification and provide advice and

responses • Develop and maintain effective working relationships and open channels of

communication • Deliver superior customer service • Lead transformational change within areas of responsibility

Unions • Develop and maintain effective working relationships and open channels of communication

• Positively cooperate in workplace reform

External Stakeholders/Customers • Provide sound and reliable advice; manage expectations, resolve and

provide solutions to issues; negotiate outcomes and timeframes • Deliver superior customer service • Ensure the consideration of a range of approaches to generate solutions to

support community development


Capabilities Summary Below is the full list of capabilities and the level required for this role. The capabilities in bold are the focus capabilities for this role. Refer to the next section for further information about the focus capabilities.

Capability Framework Capability Group Capability Name Level

Organisational Design Level 4 Organisational Culture Level 4

Workforce Relations Level 4 Employee Services Level 4

Display Resilience and Courage Advanced

Act with Integrity Highly Advanced Manage Self Advanced

Value Diversity Highly Advanced

Communicate Effectively Advanced

Commit to Customer Service Advanced

Work Collaboratively Highly Advanced

Influence and Negotiate Advanced

Deliver Results Highly Advanced

Plan and Prioritise Advanced

Think and Solve Problems Advanced

Demonstrate Accountability Highly Advanced

Finance Adept

Technology Adept

Procurement and Contract Management Advanced Project Management Advanced

Manage and Develop People Highly Advanced

Inspire Direction and Purpose Highly Advanced

Optimise Business Outcomes Advanced

Manage Reform and Change Highly Advanced


Focus Capabilities The focus capabilities for the role are the capabilities in which occupants must demonstrate immediate competence. The behavioural indicators provide examples of the types of behaviours that would be expected at that level and should be reviewed in conjunction with the role’s key accountabilities.

Occupation Specific Capability Set (Human Resources Professionals Capability Set) Category Level Level Descriptions

Organisational Design

Level 4 • Promote and implement a comprehensive organisational approach to service design that includes all forms of delivery, including direct employment, contractors, consultants, outsourced service providers and technology.

• Partner with senior leaders across the sector to develop design principles for the organisation's structures and roles, taking account of business goals, overarching workforce strategy, career paths, rewarding jobs, flexible work options, and resource variations over time.

• Drive a resource-based approach to structure and role design, optimising the number and type of roles over the planning period to align with required organisational goals and outcomes.

• Contribute a future-oriented, sector-wide perspective to evaluate and challenge the effectiveness of structures and roles in meeting business objectives and effective workforce planning.

• Partner with peers across the sector to gain agreement on common roles and succession patterns to support cross-sector career progression and flexible resource management.

• Lead evaluation of organisational progress in transitioning to new business models and identify capability and talent gaps at the organisational level to further refine workforce plans.



Organisational Culture

Level 4 • Drive an organisation-wide understanding of the common benefits derived by the business and its employees from a positive and inclusive workplace environment, active employee contribution and an ethical, values-based organisational culture.

• Partner with senior leaders to identify the culture needed to support achievement of organisational objectives, and to design interventions to enhance culture aligned with business objectives and operating environment.

• Inspire senior leaders to develop and promote the organisation's values, ethical standards and behavioural expectations, in collaboration with all levels of the workforce. Influence senior leaders to foster a diverse and inclusive workforce based on evidence of its positive contribution to innovative thinking and business outcomes.

• Inspire senior leaders to adopt positive workplace culture and employee engagement as a core component of business strategy, to provide personal leadership by example, and to take quick action to address any behaviours that do not align with organisational values.

• Partner with senior leaders to use evidence, obtained from staff surveys, customer satisfaction surveys and other sources, to link culture and productivity in order to guide organisational strategies.

• Drive a culture of two-way constructive feedback at all levels of the organisation, encouraging managers and employees to be conscious of the impact of their interactions with others and their contribution to a positive, inclusive environment.



Workforce Relations Level 4 • Partner with senior leaders to instruct counsel and lead key consultations and negotiations with trade unions, employee representative forums and similar bodies, on a range of complex and critical workforce relations issues.

• Contribute strategic and expert advice to senior leaders on the implications of employment and workforce relations issues and reforms for the organisation, the sector, and government.

• Partner with senior leaders and external consultants to develop the workforce relations strategy to support the organisation's objectives.

• Anticipate potential changes in the industrial environment and advise and partner with senior leaders to proactively modify the workforce relations strategy to mitigate risk.

• Lead the investigation of, and provide strategic advice to senior leaders in the resolution of complex or high-profile workforce relations issues.

• Lead the development of a proactive employee work health and safety strategy and action plan focused on prevention, ensuring full compliance with regulatory and legislative requirements.

• Lead the review of employee relations strategy, plan and policies to align workforce requirements, capabilities and best practice, and to reflect legislative and regulatory changes.

• Promote awareness of and contribute high-level advice to senior leaders on their workplace environment obligations and required actions.

Employee Services Level 4 • Partner with senior leaders to determine the priorities for delivery of employee service programs in line with organisational and employee needs.

• Lead the ongoing periodic review of options for delivery of HR services, taking account of performance, cost effectiveness, organisational direction and government policies.

• Lead the identification of trends in employee needs and expectations, and the review and adjustment of the employment service model to ensure consistency with the organisation's Employee Value Proposition and business objectives.

• Drive external benchmarking activities to compare costs and service metrics, to identify opportunities for improvement.

• Establish internal and external key performance indicators and monitor achievements against service level agreements and KPIs, taking corrective action as required.

• Contribute high-level expertise in managing the implementation of new or changed employee service offerings.


Capability Framework Group and Capability Level Behavioural Indicators Personal Attributes

Act with Integrity Highly Advanced

• Champion and act as an advocate for the highest standards of ethical and professional behaviour

• Drive a culture of integrity and professionalism across the organisation, and in dealings cross-government, cross-jurisdiction and outside of government

• Define, communicate and evaluate ethical practices, standards and systems and reinforce their use

• Create and promote a climate in which staff feel able to report apparent breaches of rules, policies and guidelines and act promptly and visibly in response to such reports

Value Diversity Highly Advanced

• Create and drive a culture where all staff value diversity of people, experiences and backgrounds

• Use diversity to foster innovation, drive change across the organisation and leverage business outcomes

• Develop and promote integrated workplace diversity principles across the organisation

• Champion the business benefits generated by workforce diversity • Ensure workplace systems, policies and practices allow

individuals to participate to their fullest ability

Relationships

Work Collaboratively Highly Advanced

• Establish a culture and supporting systems that facilitate information sharing, communication and learning across the sector

• Publicly celebrate the successful outcomes of collaboration • Seek out and facilitate opportunities to engage and collaborate

with stakeholders to develop organisational, whole-of-government and cross-jurisdictional solutions

• Identify and overcome barriers to collaboration with internal and external stakeholders

Results

Deliver Results Highly Advanced

• Create a culture of achievement, fostering on-time and on-budget quality outcomes in the organisation

• Identify, recognise and celebrate success • Establish systems to ensure all staff are able to identify direct

connection between their effort and organisational outcomes • Identify and remove potential barriers or hurdles to ongoing and

long-term achievement of outcomes • Initiate and communicate high level priorities for the organisation

to achieve government outcomes • Use own professional knowledge and expertise of others to drive

organisational and government objectives forward


Capability Framework Group and Capability Level Behavioural Indicators

Demonstrate Accountability

Highly Advanced

• Direct the development of effective systems for the establishment and measurement of accountabilities, and evaluate ongoing effectiveness

• Promote a culture of accountability with clear line of sight to government goals

• Set standards and exercise due diligence to ensure work health and safety risks are addressed

• Inspire a culture which respects the obligation to manage public monies and other resources responsibly and with probity

• Ensure that legislative and regulatory frameworks are applied consistently and effectively across the organisation

• Direct the development of short and long term risk management frameworks to ensure the achievement of government aims and objectives

Business Enablers

Procurement and Contract Management

Advanced • Ensure that government and organisational policy in relation to procurement and contract management is implemented

• Monitor procurement and contract management risks and ensure that this informs contract development, management and procurement decisions

• Take responsibility for procurement and contract management activities and decisions by applying the guidelines and procedures

• Promote the principles of risk management as applied to procurement projects, to identify and mitigate risk

• Implement effective governance arrangements to monitor provider, supplier and contractor performance against contracted deliverables and outcomes

• Represent the organisation in the resolution of complex/sensitive disputes with providers, suppliers and contractors

People Management

Manage and Develop People

Highly Advanced

• Ensure performance development frameworks are in place to manage staff performance, drive development of organisational capability and undertake succession planning

• Drive executive capability development and ensure effective succession management practices

• Implement effective approaches to identify and develop talent across the organisation

• Model and encourage a culture of continuous learning and leadership, which values high levels of constructive feedback, and exposure to new experiences

• Instil a sense of urgency around addressing and resolving team and individual performance issues and ensure that this is cascaded throughout the organisation


Capability Framework Group and Capability Level Behavioural Indicators

Inspire Direction and Purpose

Highly Advanced

• Champion the organisational vision and strategy, and communicate the way forward

• Create a culture of confidence and trust in future direction • Generate enthusiasm and commitment to goals and cascade

understanding throughout the organisation • Communicate the parameters and expectations surrounding

organisational strategies • Celebrate organisational success and high performance and

engage in activities to maintain morale

Manage reform and change

Highly Advanced

• Drive a continuous improvement agenda, define high level objectives and translate these into practical implementation strategies

• Build staff support and commitment to announced change, and plan and prepare for long-term organisational change, with a focus on the wider political, social and environmental context

• Create an organisational culture that actively seeks opportunities to improve

• Anticipate, plan for and address cultural barriers to change at the organisational level

senior manager people and culture€¦ · build a high performance workplace culture and enhance...

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