director hr final jd march 2014 - auckland health jobs hr fi… · date: march 2014 job title : ......

Director Human Resources

Position Description

Waitemata District Health Board -JOB DESCRIPTION -

Date: March 2014

Job Title : Director Human Resources Department : Corporate Location : 15 Shea Terrace, Takapuna Reporting To : Chief Executive Direct Reports : Group HR Manager

Occupational Health & Safety Manager Recruitment Manager Employment Relations Consultant Executive Assistant Workforce Development Manager Internal Communications Manager Awhina Director (0.5FTE) Awhina Education Manager Research & Innovation Manager, Awhina

Functional Relationships with : Internal

• Chief Executive Officer

• Chief Medical Officer

• Director of Nursing

• Director of Allied Health

• Executive Leadership Team

• Senior Management Team

• GM Maaori

• GM Pacific

• Senior Legal Advisor

• WDHB Board Members

• Clinical Directors

• Senior Medical Officers

• Hospital General Managers

• Other Directors/Clinical Leaders and teams as appropriate

• Corporate & Business Services

External

• Chief Executive, Health Alliance NZ Ltd

• Unions

• Other DHBs

• Regional ER consultants

• MoH/NHB

• Medical Council of NZ

• HWNZ

• State Services Commission

• NDSA

• HBL (National Shared Services)




Overview This is an outstanding leadership role in one of the largest organisations in New Zealand. Focused on maximising the workforce potential of its 7000 employees, this is an exciting opportunity to make a meaningful contribution to the ongoing development of health services to the Waitemata population.

Waitemata DHB is the largest DHB in New Zealand by population, serving 575,000 people. Its purpose statement is to ensure that every single person who uses it services receives the best possible care. The overall purpose of the DHB is threefold: to relieve suffering of those entrusted to our care, to promote wellness and to prevent cure or ameliorate ill health.

This role plays a pivotal enabling role to ensure the DHB realises it purpose by engaging and unlocking the potential of the workforce to work towards this common purpose.

There are a range of established transformational initiatives within the organisation which have and are contributing to the recognised enhanced performance of Waitemata DHB across governmental and organisational targets and objectives. Of these initiatives most important is “ Our Values, Your Values” programme which is part of a wider culture change initiative to lift performance and for the organisation to be clear who we were and what we stood for. The work has enabled the DHB to be creating a values based behavioural framework that was informed by staff, teams, and leaders and most critically by our patients/ clients and their whanau. Combined with this work is a drive towards outstanding clinical leadership which is at the heart of all we do. WDHB enhanced care management and clinical leadership model will continue to be strengthened in services across the organisation. The work is located in services where care is delivered and the model used is organic, inclusive of all stakeholders and emergent. The model being used is evidence based and supported by international input and expertise and is a first in health care delivery in NZ. Clinical leaders taking on the enhanced clinical leadership roles are undertaking leadership development work with their management partners. Awhina Education and Learning and Development expertise and resources support this work. There is a strong link between these organisational transformational interventions and daily work to build capability across our workforce.

The Director of HR has been able to positively contribute to the significant lift of organisational performance due to the expertise and experience of the managers and teams across the HR functions. The Director of HR is expected to work with these leaders to maintain momentum on organisational priorities relating to cultural change as well as other core HR activity as outlined in the attached position description.

The Director of HR is integral to the development and championing of the DHB as best in the country and on-going values implementation.




Purpose : The Director – Human Resources guides and manages the overall provision of Human Resources services, policies and programs and leads both strategic and operational HR management for Waitemata District Health Board (WDHB). The Director – Human Resources ensures human resources practices, strategic objectives and business plans, maximize employee engagement to foster a, high performance culture that emphasises empowerment, quality, productivity and standards, goal attainment and the recruitment and ongoing development of a superior workforce.

Accountabilities include responsibility for operational Human Resources, Employment Relations, Recruitment, HR Projects, Workforce Development, Education & Learning, Research & Innovation, Communications and Occupational Health & Safety teams and functions.

The incumbent will also be expected to take a leadership role along with our shared services partner, healthAlliance NZ Ltd, to ensure a comprehensive and integrated approach to human resources management for WDHB.

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Key Accountability Standards / Achievements

Management of business partnership/relationships

Manage and maintain proactive and constructive relationships within and external to WDHB so as to ensure the most effective approach to human capital/organisational management and development

• High degree of confidence and satisfaction from DHB Senior Management teams in customer focus orientation and services provided.

• High degree of participation and leadership shown in relevant governance structures – Executive Leadership Team (attendance as required), other governance forums where strategic HR advice and formulation are required and national and regional forums GMHR Forum etc.

• All stakeholders understand the services provided by the wider HR teams.

• External vendors understand the culture and values of WDHB to ensure the best possible working relationships.

• Partnership and relationships with other healthcare organisations (in particular with CMDHB, ADHB and Northland DHB) are fostered with a view to information and best practice information exchange.

• Partnership and collaboration with Northern Regional Shared Services, Health Benefits and healthAlliance is fostered to ensure improved quality and efficiency of services.

• Strategic alliances with international healthcare employers are formed

• Actively participate in relevant governance





forums as appropriate and agreed with CEO.

Leadership of HR Strategy

Lead the overall strategic approach to Human Resources development across WDHB ensuring that the organisation is best able to provide for the healthcare needs of its population through the staff they employ

• HR strategic plan developed and signed off by the CEO and respective senior management teams annually.

• Active leadership and participation in GMHR and Workforce Development Forums

• Strategic HR leadership and support provided to CEO and Executive Leadership /Senior Management teams.

• Ensure Occupational Health & Safety needs are translated into workplace cultures reflecting a proactive approach to health & safety.

• Recruitment and retention needs are proactively met.

Leadership of Employment Relations Strategies

Take overall responsibility for the leadership and development of employment and industrial relations matters within the context of a regional and nationally coordinated approach

• The WDHB business needs are represented within CEA negotiations.

• Work with Managers, staff and unions on the effective management of change and transformation and contribute to the building of a strong organisational infrastructure.

• Proactive approach taken to engagement with unions ensuring participation through consultative committee process.

• Active participation and leadership of integrated approach to workforce development.

Development of Shared HR Services

Alongside the healthAlliance NZ Manager HR Services and the healthAlliance Business Solution Manager further develop the move to a seamless and integrated HR transactional service for the DHB.

• WDHB staff understand and support the vision of a seamless approach to shared service HR.

• Plan in place with timeframes and allocates appropriate resources.

• HR administration, relevant policies, processes and systems are aligned across the northern region DHBs and healthAlliance to enable a smooth transition.

Senior Management Input

Participate in the appropriate DHB governance forums where strategic HR advice and formulation are required in leading and managing the organisation’s strategy and resources to ensure the organisation’s goals and objectives are met or exceeded

• Work as part of the general management team to ensure overall achievement of annual business plans.

• Lead and promote the vision and values across all staff.

• Provide HR and leadership support to the CEO and Executive Leadership Team members.





Leader of Human Resource Teams

Work with the CEO to develop and strengthen the HR function to ensure it can effectively support both change and business as usual.

Lead organisational HR personnel to lead and promote WDHB as a leading public healthcare organisation.

• A team of skilled and experienced HR practitioners are maintained with the capability to support management in the DHB’s challenging business as usual and change environment

• Provide guidance and leadership to the Human Resource Leadership Group to maintain integrated high quality human resource service delivery to the organisation

• Lead in developing overall HR strategic plan.

• Actively participate in relevant governance forums as appropriate and agreed with CEO.

Leadership and People Management

Provide strong leadership and direction to the HR team members to support the achievement of HR strategy, goals and objectives.

• Leadership is provided in the context of the organisation’s values.

• Support the organisation’s Safety culture and recognise individual responsibilities for Workplace Health & Safety under the Health & Safety Employment Act 1992.

• Ensure a safe working environment and safe working practices.

• Lead and develop competent, motivated and well trained staff who are focused on providing the best possible HR Services to the organisation, by agreeing accountabilities and standards of performance and regularly providing feedback, taking corrective action as appropriate and acknowledging good performance.

• Ensure annual performance processes are completed according to organisational policy and in conjunction with the relevant General Manager

• Ensure professional development opportunities are available for HR staff which are relevant to role, scope of practice and professional trends.

• Develop and implement succession plans, particularly for key staff.

• Ensure employee commitment supports effective business performance.

• Ensure planning, organising and managing Health & Safety activities are directed at preventing harm in the workplace.

• All staff members provide a totally customer-focused service.

• Ensure effective frameworks are in place to foster team cohesion and collaboration.





• Role model the WDHB values and promote the objectives of Waitemata District Health Board through both action and communication.

Organisational Development • Assists the CEO in designing, directing, and managing an organisational development framework that addresses issues such as succession planning, staff development and capacity building, key employee retention, organisation design, change management and workforce development and design initiatives.

• Directs a process of organisational planning that evaluates company structure, job design, and personnel forecasting throughout the organisation. Evaluates DHB strategic plans in relation to people management and initiates appropriate changes to plans. Makes recommendations to the Executive Leadership team.

• Leads a process of organisation development that plans, communicates, and integrates the results of HR strategic planning throughout the organisation.

• Ensures HR strategic planning is responsive to, and integrated with, wider organizational business and strategic development plans.

• Provides leadership and direction to the ongoing development of an organizational culture based on sound values that are reflected in high standards of employee engagement and delivery of health services to the WDHB community. Provides leadership to maximise staff consultation and participation in initiatives such as: wellness, training, environmental health and safety, activity, and culture and communications.

• Keeps the CEO and the Executive Leadership team informed of significant problems that jeopardise the achievement of organisational goals and provides potential strategies to address as appropriate.

Health & Safety

Leads and is organisationally responsible for WDHB workplace Health & Safety under the Health and Safety Act 1992

• Ensure a safe working environment and safe working practices

• Plan, lead, organise and control Health & Safety activities directed at preventing harm in the workplace, in consultation with employees and Health & Safety representatives for area





• Ensure that all accidents/incidents in the workplace are investigated, and that hazards are recognised and adequate controls put in place

Cultural Safety Commitment to the principles of Treaty of Waitangi

Leading Cultural Diversity

• Respect, sensitivity, cultural awareness is evident in interpersonal relationships.

• Our cultural differences are acknowledged by respecting spiritual beliefs, cultural practices and lifestyle choices.

Utilise Information Technology • Demonstrates an ability to access and use available information systems.

• Is conversant with applications required for specific discipline/role. For example, Outlook, Excel, PowerPoint etc.

• Maintains own professional development by attending relevant IT educational programmes.




Behavioural Competencies

Adheres to Waitemata District Health Boards 4 Organisational Values of:Every single person matters, whether a patient / client, family member or a staff member

We see our work in health as a vocation and more than a job, We are aware of the suffering of these entrusted to our care. We are driven by a desire to relieve that suffering. This philosophy drives our caring approach and means we will strive to do everything we can to relieve suffering and promote wellness. We need to be connected with our community. We need to be connected within our organisation – across disciplines and teams. This is to ensure care is seamless and integrated to achieve the best possible health outcomes for our patients/clients and their families.

We seek continuous improvement in everything we do. We will become the national leader in health care delivery.

Behavioural Competencies Behaviour Demonstrated

Communicates and Works Co-operatively

• Actively looks for ways to collaborate with and assist others to improve the experience of the healthcare workforce, patients & their families and the community & Iwi.

Is Committed to Learning • Proactively follows up development needs and learning opportunities for oneself and direct reports.

Is Transparent • Communicates openly and engages widely across the organisation.

• Enacts agreed decisions with integrity.

Is Customer Focused • Responds to peoples needs appropriately and with effective results

• Identifies opportunities for innovation and improvement

Works in Partnership to Reduce Inequality in Outcomes

Works in a way that:

• Demonstrates awareness of partnership obligations under the Treaty of Waitangi.

• Shows sensitivity to cultural complexity in the workforce and patient population.

• Ensures service provision that does not vary because of peoples’ personal characteristics.

Improves health • Work practices show a concern for the promotion of health and well-being for self and others.

Prevents Harm • Follows policies and guidelines designed to prevent harm.

• Acts to ensure the safety of themselves and others.




VERIFICATION:

Employee: _________________________________

Manager: _________________________________

Date: _________________________________

Review Date: _________________________________

Note: This job description forms part of an individual’s contract of employment with WDHB and must be attached to that contract.




PERSON SPECIFICATION

POSITION TITLE: Director Human Resources

Minimum Preferred

Qualification • Tertiary Bachelors qualification in Human Resources, Management, Business, other related disciplines or equivalent relevant experience

Post Graduate qualification in Human Resources or related discipline

Experience • At least 10 years proven leadership and management skills in large complex organisation

• Strategic planning and policy development skills

• Proven ability to lead and manage change in complex, unionised environment

• Extensive experience in managing employee relation issues

Proven experience in a senior management role within the health sector

Broad HR management experience in complex organisation/s

Financial and budget management

Management/sponsorship of systems implementation and organisational development projects

Skills/Knowledge/ Behaviour

• Highly developed communication skills both written and oral

• Demonstrates strong leadership skills

• Highly developed coaching and development skills

• Excellent facilitation and relationship skills.

• Possesses the ability to work in partnership with other senior health professionals to progress results

• Advanced customer focus and relationship building capabilities

• Results-orientated and a track record of achieving agreed targets

• Advanced leadership and staff management and development and motivation skills

• Adaptability and willingness




Minimum Preferred

to learn new behaviours and adopt best practice standards

• Willingness to embrace and fully utilise information technology solutions to support practice

Personal Qualities • Disciplined

• Integrity

• Excellent people skills

• Detail conscious

• Self motivated

• Solution-oriented

• Professional

• Clear communicator

director hr final jd march 2014 - auckland health jobs hr fi… · date: march 2014 job title : ......

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