Cs hr-advisor-je-173abc-sep10

JOB EXPECTATION

Title: Human Resources Advisor Family Developing – Experienced - Senior Position Purpose The position of Human Resources Advisor is to provide Human Resources (HR) support and leadership to management in Inland Revenue. This job expectation covers HR positions at three levels: Developing, Experienced and Senior. The role is accountable for supporting relevant Human Resources Managers and/or Business Managers in:

• Providing timely, best-practice support and advice on some or all of the range of HR matters such as people capability development, recruitment, retention, remuneration, performance management, health and safety and employment relations;

• Contributing to the development and implementation of HR strategies to support desired

business outcomes;

• Delivering effective, integrated, innovative HR services, initiatives, systems, solutions, policies, procedures and practices consistent with the Inland Revenue HR strategic plan in order to support organisational goals;

• Ensuring employment related policies, procedures, practices, and legislative compliance

occurs.

Role Parameters

Developing: An HR practitioner, with some relevant work experience (typically this would imply a graduate with some applied experience), who works under guidance and direction of a more experienced HR practitioner(s). They provide assistance in non-complex and routine HR activities across the broad HR function or in a specialty area, for which policies and practices are in place. They have limited autonomy and report to either a Senior HR Advisor or an HR Manager by direct or matrix process.

Experienced: An HR practitioner who has developed competence across a broad area of HR or an in-depth knowledge in a specialty area. They work autonomously with supervision on matters of concern. They are able to work on matters of moderate complexity and make recommendations to business managers and/or HR professionals. The experienced advisor will also report to either a Senior HR Advisor or an HR Manager by direct or matrix process. Senior: A highly experienced professional HR practitioner who is able to work across the full range of the HR function or is seen as an expert in their chosen area of competence. They provide advice and assistance to business managers and other HR practitioners on complex, multi-dimensional HR issues. The senior practitioner is expected to take a leadership role in the community in which they operate and at times may lead and manage a team of generalist or specialist practitioners. The senior advisor will report to an HR Manager by direct or matrix process. Relationships and Delegations

HR Advisor Job Family Job Expectation #173 A, B and C Sept 2010

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Reports to: Dependent on the structure of the business group under which the role functions (as detailed in the letter of offer)

Staff Reporting: Dependent on the structure of the business group under which the

role functions (as detailed in the letter of offer) Relationships/Key Stakeholders: Relevant line and HR Management BMS Delivery Internal consultants Contractors External consultants External agencies Professional associations Unions and advocates Other HR professionals Delegations HR Delegations Financial Delegations Revenue Delegations Developing Nil Nil Nil Experienced Nil Nil Nil Senior Nil without staff reporting

Level 5 with staff reporting Nil without staff reporting Level F with staff reporting

Nil

Best-Suited Criteria The best-suited criteria will be extracted from the key skills and competencies included in this job expectation. The level of the position offered either through recruitment or progression will be influenced by the extent to which an applicant meets or exceeds the skills and competencies below. Business needs will be reflected in this process. Key Skills and Competencies 1. Demonstrated ability to identify customer requirements; develop, continually improve, and

deliver fit-for-purpose HR solutions, that are consistent with IR strategies, policies and initiatives.

Outcomes Developing

Accountabilities Experienced Accountabilities

Senior Accountabilities

All HR issues are managed to effectively enhance business delivery.

Assists in the identification of needs and solution generation of HR issues.

Identifies needs and provides recommendations on the solutions to HR issues.

Takes a proactive role in identifying needs and solutions to emerging HR issues.

2. An appropriate level of practical operational and/or strategic knowledge and experience in a

range of HR functions or in a specialist area, which includes, but is not limited to, people capability development, policy development, implementation and review, recruitment, remuneration, employee relations, and provision of HR advice and support to line managers.


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Outcomes Developing Accountabilities

Experienced Accountabilities


HR advice contributes to the effective and efficient operation of the business.

Contributes to the development and implementation of policies and standards. Makes decisions based on theoretical knowledge and on established procedures with guidance.

Develops, implements and reviews policies and standards. Works autonomously within constraints of clear policies and standards. Applies principles from learned or acquired discipline and knowledge to make decisions on familiar and unfamiliar situations.

Develops, implements reviews and improves on policies and standards. May deal with new and complex situations, either using a breadth of knowledge and skills in a range of areas of HR or depth of skills and knowledge in a specialty area of HR.

3. An ability to critically analyse information and data and make effective conclusions, recommendations or decisions.

Outcomes Developing



Decisions are made in a timely manner based on appropriate data with relevant outcomes.

Gathers and analyses appropriate data, provides interpretation and reports on relevant identified issues.

Critically analyses data, interprets it and formulates relevant solutions based on the data and advises on the appropriate course of action.

Critically analyses data, interprets it and formulates relevant solutions based on the data and advises on the appropriate course of action. Anticipates the impacts of the solutions and provides mitigating strategies.

4. An ability to convey information and ideas accurately and clearly in a manner that meets the

needs of the business.




All information is conveyed in a timely, appropriate and accurate manner.

Presents information and ideas to a wide variety of audiences with guidance.

Presents information and ideas on a range of topics to a wide variety of audiences, responding to questions with minimal guidance.

Influences and presents information and ideas on a wide range of topics to a variety of audiences (for example all levels of management including Senior Management).

5. A high level of personal motivation, multi-tasking, self-management, prioritising and

integration of role.





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Achieve delivery on commitments while also managing core, on-going and urgent deliverables.

Plans and prioritises work in order to deliver on agreed deadlines. Is self- motivated and displays appropriate initiative with ability to work with minimum supervision.

Can multi-task, prioritise and set and meet deadlines. Is self-motivated and displays initiative while working autonomously. Seeks relevant guidance when appropriate. Is able to work under pressure.

Can multi-task, prioritise and set and meet or exceed deadlines. Motivates self and others and displays a high level of initiative and innovation in the provision of practical HR solutions working in teams across Inland Revenue. Is able to work under pressure.

6. Proactive and effective relationship management with both internal and external customers,

using appropriate influencing and negotiating techniques. Able to identify and use appropriate chains of command and/or functional lines as necessary.

Outcomes Developing



Professional relationships are established and maintained as necessary for the business.

Identifies and applies suitable relationship building techniques in a structured environment and seeks guidance as necessary.

Influences, persuades and negotiates with internal and external customers to achieve business outcomes. Seeks input from other HR professionals and specialists as appropriate.

Influences, persuades and negotiates with internal and external customers in all environments on any occasions, to achieve business outcomes. Recognises and seeks the need for specialist advice as needed (eg, Corporate Legal).


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7. An ability to develop, review and implement processes and products (such as training needs analysis, technical developments, succession planning, personal and career development) to enhance workforce capability to meet IR/HR strategies and business needs. This includes ensuring these processes and products are put into practice and aligned to business and/or individual needs.

Outcomes Developing



A workforce that is capable of meeting business needs both immediate and future.

Contributes to the analysis and monitoring of processes that enhance individual and workforce capability. Contributes to the implementation of some solutions with guidance.

Identifies needs, identifies areas for improvement, develops solutions and makes recommendations to enhance individual and workforce capability. Takes an active role in the implementation of solutions.

Is proactive in the identification of needs, the development of solutions and the provision of recommendations to enhance individual and workforce capability. Ensures and/or leads the implementation of solutions.

8. An ability to understand, develop and implement a range of business and HR-related strategies that are fit-for-purpose and have the flexibility and adaptability that is required in a fast changing environment.

Outcomes Developing



Well articulated, aligned and supported strategies exist and are implemented using best practice methodologies.

Understands and contributes to the implementation of HR strategy and is able to adapt these to changing circumstances within prescribed limits.

Contributes to the creation of HR strategies and is able to support the implementation by the use of appropriate project management practices. The strategies are well articulated and adapted as needed with consultation.

Contributes to the design and development, and champions aligned HR strategies. Understands the need to be innovative, flexible, adaptable, and consistent in their implementation using well-designed project methodologies. Understands, contributes and adds value to business strategies.

9. Demonstrated appropriate skills and understanding in proactive change management. Outcomes Developing



Effective change management practices and processes are displayed at all times.

Understands the theory and practical implication of change management processes.

Contributes to and implements suitable change management strategies, practices and processes.

Develops and supports managers to implement and lead change management strategies, practices and processes.


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10. Provide effective leadership and management. Outcomes Developing



Well-developed, cohesive and functional teams are created and maintained.

Self-managing and contributes to the team in a positive manner.

Provides leadership and coaching within their business group and to other HR team members across the Inland Revenue HR community where appropriate.

Provides a high level of leadership and management in a variety of settings both formally and informally. Provides coaching and mentoring to business groups and their teams. Works effectively across the Inland Revenue HR community. Where the Senior has direct reports, ensures all performance management processes are completed in line with organisational policy.

11. Provides a positive influence on maintaining the health, safety and well-being of employees.

Outcomes Developing



The health, safety and well-being of employees is maintained at the highest possible standard.

Contributes to the processes and practices that enhance health, safety and well-being of employees.

Assists in the implementation of processes and practices that enhance health, safety and well-being of employees.

Ensures the implementation of processes and practices that enhance health, safety and well-being of employees are in line with policies, practices and legislative obligations. Where the Senior has direct reports, is accountable for ensuring the work environment complies with the requirements of health and safety legislation.

Part C: Competency Profile Human Resources Advisor Developing Customer Focus

Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.

Integrity & Trust

Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences, admits mistakes.

Peer Relationships

Can quickly find common ground and solve problems for the good of all; can represent his/her own interests and yet be fair to other groups; can solve problems with peers with a minimum of noise; is seen as a team player and is cooperative; easily gains trust and support of peers; encourages collaboration.

Functional / Technical Skills Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.

Problem Solving

Uses rigorous logic and methods to solve difficult problems with effective solutions; Probes all fruitful sources for answers; Can see hidden problems; Is excellent at honest analysis; Looks beyond the obvious and doesn't stop at the first answers.

Time Management

Uses his/her time effectively and efficiently; Values time; Concentrates his/her efforts on the more important priorities; Gets more done in less time than others; Can attend to a broader range of activities.

Self Development

Is personally committed to and actively works to continuously improve him/herself; Understands that different situations and levels may call for different skills and approaches; Works to deploy strengths; Works on compensating for weakness and limits.

Listening

Practices attentive and active listening; Has the patience to hear people out; Can accurately restate the opinions of others even when he/she disagrees.

Technical Learning Can learn new skills and knowledge; is good at learning and applying new legislation, policy, process and technology that relates to the role, maintains and develops technical competence through self directed learning, coaching, training and other methods of development.

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Part C: Competency Profile Human Resources Advisor Experienced Customer Focus

Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect

Integrity & Trust


Peer Relationships


Functional / Technical Skills

Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.

Problem Solving

Uses rigorous logic and methods to solve difficult problems with effective solutions; Probes all fruitful sources for answers; Can see hidden problems; Is excellent at honest analysis; Looks beyond the obvious and doesn't stop at the first answers.

Time Management

Uses his/her time effectively and efficiently; Values time; Concentrates his/her efforts on the more important priorities; Gets more done in less time than others; Can attend to a broader range of activities.

Self Development

Is personally committed to and actively works to continuously improve him/herself; Understands that different situations and levels may call for different skills and approaches; Works to deploy strengths; Works on compensating for weakness and limits.

Communication

Is able to communicate clearly and succinctly in a variety of settings and styles, can get messages across that have the desired effect.

Interpersonal Savvy

Relates well to all kinds of people-up, down, and sideways, inside and outside the organization; Builds appropriate rapport; Builds constructive and effective relationships; Uses diplomacy and tact; Can diffuse even high-tension situations comfortably.

Negotiating

Can negotiate skillfully in tough situations with both internal and external groups; Can settle differences with minimum noise; Can win concessions without damaging relationships; Can be both direct and forceful as well as diplomatic; Gains trust quickly of other parties to the negotiations, Has a good sense of timing.

Conflict Management

Steps up to conflicts, seeing them as opportunities; Reads situations quickly; Good at focused listening; Can hammer out tough agreements and settle disputes equitably; Can find common ground and get cooperation with minimum noise.


Part C: Competency Profile Human Resources Advisor Senior Customer Focus

Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect

Integrity & Trust


Peer Relationships


Functional / Technical Skills

Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.

Interpersonal Savvy

Relates well to all kinds of people-up, down, and sideways, inside and outside the organization; Builds appropriate rapport; Builds constructive and effective relationships; Uses diplomacy and tact; Can diffuse even high-tension situations comfortably.

Negotiating

Can negotiate skillfully in tough situations with both internal and external groups; Can settle differences with minimum noise; Can win concessions without damaging relationships; Can be both direct and forceful as well as diplomatic; Gains trust quickly of other parties to the negotiations, Has a good sense of timing.

Conflict Management

Steps up to conflicts, seeing them as opportunities; Reads situations quickly; Good at focused listening; Can hammer out tough agreements and settle disputes equitably; Can find common ground and get cooperation with minimum noise.

Organisational Agility

Knowledgeable about how organizations work; Knows how to get things done both through formal channels and the informal network; Understands the origin and reasoning behind key policies, practices, and procedures; Understands the cultures of organizations

Planning

Accurately scopes out length and difficulty of tasks and projects; Sets objectives and goals; Breaks down work into the process steps; Develops schedules and task/people assignments; Anticipates and adjusts for problems and roadblocks, Measures performance against goals, Evaluates results

Drive for Results

Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; Very bottom-line oriented; Steadfastly pushes self and others for results.

Decision Quality

Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; Most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; Sought out by others for advice and solutions.

Communication

Is able to communicate clearly and succinctly in a variety of settings and styles, can get messages across that have the desired effect.



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Appendix

Inland Revenue’s Business Groups

Inland Revenue collects over 80% of the Government’s tax revenue as well as collecting and disbursing social support programme payments and providing the Government with policy advice. We are working to achieve a desired future where:

• Taxpayers and other customers meet obligations of their own accord and Inland Revenue makes this easy

• Increasingly, the community regards paying tax as contributing to society • Inland Revenue is visible in the community, getting alongside taxpayers • The community regards Inland Revenue as professional, approachable, effective and efficient.

To find out more about who we are, our structure and purpose, the services we provide and our commitment to the community visit http://www.ird.govt.nz/aboutir/ Our website will also tell you more about our commitment to our people and the range of benefits available to our staff.


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http://www.ird.govt.nz/aboutir/

Cs hr-advisor-je-173abc-sep10

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