Organisational Development Manager

Group: People & Culture Business Unit: People & Culture

Reporting to: Chief People Officer Career Level: Level 8

Direct Reports: 3

Purpose of Parliamentary Service

The Parliamentary Service provides administrative and support services to members of Parliament, and administers members' funding entitlements. These include: providing members with support staff in their offices; assistance with travel arrangements; providing policy advice; accounting services; research information services; security services; the provision of information and communications technology support; and catering services. The Parliamentary Service is also responsible for looking after the buildings and grounds of the parliamentary precincts.

Purpose of the People & Culture Business Unit

The People and Culture Business Group provides specialist support services to Members of Parliament and parliamentary parties, other parliamentary agencies and to Parliamentary Service employees within a clear service delivery model. The People and Culture function ensures people management practices support the strategic goals of Parliamentary Service though effective delivery of employment relations, organisational development, recruitment, remuneration and people advisory.

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• Identify opportunities to continuously improve OD practices for the Service. • Lead projects and/or initiatives as required in your role that will enhance the quality of the

services provided by the team. • In conjunction with the OD team present and coach both leaders and employees on all people

related projects through different mediums such as workshops and seminars

Culture change:• Work with the Chief People Officer and Senior Managers to manage transformational

organisation and behavioural change• Work with the People and Culture Managers to develop and implement culture change

strategies• Develop and manage employee engagement strategies that will support the strategic direction of

the Parliamentary Service• Lead the implementation of an annual staff engagement survey, analyse results and work with

senior management to address areas of concern and develop detailed action plans• Work with external suppliers to develop and manage employee engagement surveys• Work with the Unions to ensure continual communication on all people related programmes

Learning and Development:• In conjunction with senior management develop learning and development frameworks for both

core and member support employees• Manage the development of learning and development programmes for the organisation• Develop an annual L&D plan to identify and implement training solutions • Design, develop and facilitate training solutions, which meet identified training needs,

determining where organisational wide approaches are required• Work with, identify and select external training suppliers

Performance Management:• Develop and implement a performance management system that facilitates the development of

staff• Work with the People and Culture Managers to ensure that any performance management

system is fit-for-purpose• Ensure that the performance management system is regularly reviewed to ensure that it is

consistent with the desired culture and delivering value to the organisation.• Facilitate moderation sessions at performance review times

Leadership:• Manage and develop the OD team so that accurate, timely and relevant data and information is

available to support business decisions• Lead process improvements• Ensure regular individual and team meetings are held with all staff, working with them to

determine priorities and accountabilities for delivering the work programme.• Provide individual team members with feedback, mentoring and coaching on performance and

progress to ensure their development as HR professionals.• Manage any absenteeism, performance and other staff issues.• Model the values of the organisation and ensure they are embedded and lived within the team.

Customer:

• Proactively make contact with customers to identify emerging needs or problems early• Use systems effectively and promptly to document actions and updates so that the organisation

has appropriate and current information to deal with customers• Gain insights and information about the needs and requirements of the customer base and

suggest ways The Parliamentary Service can alter service delivery to better match their needs• Work with the Chief People Officer, the People and Culture Leadership Team and customers to

establish a service performance monitoring framework that promotes continuous improvement and uses technology and systems to monitor, evaluate, and report on service performance.

• Any other tasks within the person’s competency as may be required by the Chief People Officer.

Note: The above role accountabilities may evolve with business developments, and there may be other duties, relevant to your area of work, that you will be required to be performed from time to time.The above expected results are provided as a guide for performance standards. The annual performance plan and measurements will be discussed and agreed between the position holder and manager as part of annual performance planning and development.

Decision Making Authority

This position holds delegated Financial and Human Resources authority (Level 4) in accordance with the Delegations Policy.

Key Relationships

Working relationships:• Chief People Officer• People and Culture Managers• People and Culture Advisors• Managers, Parliamentary Service• Core Staff, Parliamentary Service• Unions• Agencies both within and outside the Parliamentary precincts

Person Specification

To effectively carry out this role the following levels of experience, knowledge and skill have been identified.

Required:• Demonstrated experience in the development and implementation of culture change in

challenging environments• Experience in managing and developing staff• Experience in developing strategy and sourcing OD solutions to support a particular business

strategy or change• Strong project and change management skills and experience. • Excellent communication skills – written, presentation and verbal. • Expertise in OD disciplines gained in a complex environment demonstrated by measureable and

proven business impact and improvements through previous experience• Ability to influence and support line managers in change management strategies and behaviours

so they can manage and help their staff assimilate workplace change

• Understanding of the indicators of organisational cultures and appropriate workplace behaviours, norms and beliefs and how these can be changed

• Excellent communication and relationship-building skills across all levels of the organisation• Commitment to on-going, continuing professional development• Active affiliation with appropriate Human Resource networks• An appreciation of the Treaty of Waitangi• Apolitical and resourceful

Desirable:• Tertiary qualification in HR or other relevant discipline• Management experience in the public sector, preferably at a senior level• Extensive experience in the provision of services in a political environment

Health and Safety

• Displays commitment through actively supporting all health, safety, and wellbeing initiatives• Contributes to all staff maintaining adequate safety standards on the job through consultation,

training and supervision.• Demonstrates need to maintain own and others safety at all times• Complies with policies, procedures and safe systems of work • Reports all incidents/accidents, including near misses in a timely fashion• Is involved in improving health and safety through participation and consultation

Ngā Take Māori

• Shows an awareness of, and commitment to, the principles of Te Tiriti o Waitangi• Demonstrates knowledge of Māoritanga and its relevance to work practices and service delivery• Creates and sustains an environment that promotes biculturalism and responsiveness to Māori

issues

Parliamentary Service Behaviours

Organisational Behaviours

Behaviour Description

Customer FocusKeeping the customer at the heart of what we do by building strong, trusted customer relationships and delivering customer-centric solutions

Communicates EffectivelyDeveloping and delivering different forms of communication that instils trust and convey a clear understanding of the unique needs of different audiences

Behaviours for Management or National Specialist Roles

Behaviour Description

Ensures Accountability Holding self and others accountable to meet commitments

Builds Effective TeamsBuilding positive team cultures where members apply their diverse skills and perspectives to achieve common goals

Being ResilientRebounding from setbacks and adversity and showing courage when facing difficult situations

Strategic MindsetSeeing ahead to future possibilities and translating them into realistic strategies

© Copyright 2014 Korn Ferry. All rights reserved. These behaviours are derived from the Korn Ferry Leadership ArchitectTM. Without the prior written permission of Korn Ferry no part of this work may be used, reproduced or transmitted in any form or by any means, by or to any party outside of Parliamentary Service.