Head of People & Culture
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Tēnei tūranga – About the role
The Head of P&C is a strategic and policy leadership position in MBIE, providing HR direction and leadership to its portfolio DCE/s and business group leadership teams to meet their strategic and business objectives. The position brings business understanding, strategic capability and the ability to work in partnership with senior managers and leaders to build business group specific strategy, practices and initiatives within the wider MBIE People and Culture strategy and frameworks. The position provides direct HR advice to the business group DCE on strategic and operational human resources issues and develops the business group specific HR strategy and initiatives, also providing high level scoping of large HR projects as well as business transformation change.
The Head of P&C position reports to the GM P&C and also has a dotted reporting line to its portfolio DCE/s. The position works closely with other people leaders in the P&C branch, in addition to other Heads of P&C to ensure MBIE wide initiatives are developed and implemented on an integrated, inclusive and consistent basis. Each Head of P&C will be a key member of both its business group and HR leadership teams, ensuring that the HR direction, strategy, policy and initiatives are consistent and fit for purpose. The position builds people capability and people management capability to ensure that the business group is successful through the development, prioritisation and implementation of critical value-add HR practices.
The Head of P&C role leads and manages a dedicated team of HR professionals to deliver on both business group and MBIE HR strategies and initiatives that are people centred and inclusive.
Ngā herenga – Requirements of the role
Personal specifications
- Expert knowledge and wide experience across Human Resource disciplines, including strategy, employee relations, culture and change management, OD, and remuneration etc.
- Knowledge and understanding of business strategy and drivers.
- Expertise and experience in project management.
- Thought leadership and cultural competence, including gaining an understanding of the Te Arawhiti Framework and how MBIE can better partner with Māori to deliver positive and people-centered outcomes in line with Te Tiriti o Waitangi.
- Strategic analysis skills and experience.
- Ability to quickly establish and build strong working relationships and develop trust and credibility with people.
- High-level understanding of Government decision-making and operating procedures.
- Experience in a large business/organisation covering operational, OD and strategic HR roles.
- Tertiary qualification, preferably in Human Resource management, or related discipline.
- Must have the legal right to live and work in New Zealand.
Takohanga tuhinga o mua – Key accountabilities and deliverables
Business Partnership/Strategic Leadership and Direction
- Actively contributes to the strategic direction of the business group and the implementation of its goals, as a member of the leadership team and helps the business align with the overall MBIE direction.
- Provides direct, hands-on, operational as well as strategic human resource advice to the DCE.
- Initiates, frames and supports the development of the business group people strategy and plan, aligned with MBIE people strategies and policies, providing specialist insight into, and integration of, business group imperatives.
- Defines and scopes projects, discussions and decision making within the strategy.
- Utilises synergies with other parts of MBIE HR to devise and implement HR programmes, services and people centered initiatives to support business strategies.
- Establishes credibility as a trusted advisor, business coach and influencer to the business group leadership team to ensure strategic people decisions are made and tactical management of people issues is achieved.
- Provides business acumen, insight and critical intelligence on business group organisational culture, leadership, capability and change readiness to the business group as well as the wider HR branch about business group specific needs and opportunities to improve business outcomes.
- Provides strategic and expert HR advice, guidance and learning to business group senior management on all human resource matters including e.g. recruitment and selection, inclusion and diversity, change management, restructuring, learning & development, policy compliance, performance management, employment law, remuneration, development and succession planning, talent management & entry and exit practices to ensure forward thinking delivery of skills to match business objectives and timely resolution of issues.
- Collaborates with HR Managers and advisors on business group strategies, change initiatives and strategic priorities, as a virtual team.
- Drives, in liaison with OD, improvements in employee engagement through the development of enhanced management & leadership within its business partnership.
- Leads, defines, and scopes large business people change projects.
Collective Leadership
- Participates collaboratively as a member of the P&C Leadership Team.
- Contributes beyond core functional area to enhance overall effectiveness of HR.
- Ensures consistency and alignment between different teams in MBIE and solution seeking whether there are legitimate differences.
- Effectively and consistently identifies and manages risk.
Personal Leadership
- Models positive management and leadership behaviours.
- Creates a sense of vision, engages, motivates persuades and influences people.
- Models the desired values and culture of the organisation and leads this across the team.
- Fosters an open, collaborative and inclusive environment that encourages quality, innovation, on-going learning and knowledge sharing within the team.
- Is personally innovative and identifies new solutions.
Team Management
- Leads, motivates and drives the continuous development of the team – establishes clear direction, accountabilities, expectations and performance standards with direct reports and ensures regular performance monitoring, management, feedback and development occurs.
- Continually reviews and considers improvement to all elements of the team’s operations.
- Manages expenditure and resources in line with approved delegations, guidelines, budget, deadlines and reporting requirements, with a focus on cost effectiveness in the Ministry.
- Coaches and develops team to meet the needs of MBIE now and in the future.
- Effectively and consistently identifies and manages risk.
Relationship Management
- Effectively collaborates and communicates with members of the HR Leadership Team and the portfolio business group leadership team and managers.
- Participates as an active team member and contributes knowledge and expertise needed to achieve MBIE’s outcomes.
- Develops effective working relationships with other HR leaders and employees in order to transfer knowledge and learning.
- Builds and maintains effective relationships and partnerships with internal and external stakeholders, as necessary, in order to identify and share best practice information and to promote the Ministry, its products and services.
- Represents whole-of-Ministry views and protects its reputation in any external interactions.
Self Management
- Models positive behaviours.
- Models the desired values and culture of the organization.
- Willingly shares knowledge, expertise within the team and with others in the organisation
- Acts with honesty and integrity
- Welcomes feedback and is receptive to input from others.
- Keeps up to date with the latest HR best practice. Shares learning and inputs new thinking into the wider P&C team.
Wellbeing, health & safety
- Displays commitment through actively supporting all safety and wellbeing initiatives.
- Ensures own and others safety at all times.
- Complies with relevant safety and wellbeing policies, procedures, safe systems of work and event reporting.
- Reports all incidents/accidents, including near misses in a timely fashion.
- Is involved in health and safety through participation and consultation.
Tō tūranga i roto i te Manatū – Your place in the Ministry
The Head of People & Culture position reports into the General Manager People & Culture within the People & Culture branch. The branch sits within the Ngā Pou o te Taumaru group.
Matatautanga – Competencies (Leadership Success Profile)
The Leadership Success Profile (LSP) is a leadership capability framework, developed by the New Zealand public sector for the New Zealand public sector. It creates a common language for leadership and establishes what great leadership looks like. You can look at the twelve underpinning capabilities and four leadership characters here: Leadership Success Profile | Te Kawa Mataaho Public Service Commission(external link)
To mātou aronga – What we do for Aotearoa New Zealand
Hīkina Whakatutuki is the te reo Māori name for the Ministry of Business, Innovation and Employment. Hīkina means to uplift. Whakatutuki means to move forward, to make successful. Our name speaks to our purpose, Grow Aotearoa New Zealand for All.
To Grow Aotearoa New Zealand for All, we put people at the heart of our mahi. Based on the principles of Te Tiriti o Waitangi / The Treaty of Waitangi, we are committed to upholding authentic partnerships with Māori.
As agile public service leaders, we use our breadth and experience to navigate the ever-changing world. We are service providers, policy makers, investors and regulators. We engage with diverse communities, businesses and regions. Our work touches on the daily lives of New Zealanders. We grow opportunities (Puāwai), guard and protect (Kaihāpai) and innovate and navigate towards a better future (Auaha).
Te Tiriti o Waitangi
As an agency of the public service, MBIE has a responsibility to contribute to the Crown meeting its obligations under Te Tiriti o Waitangi (Te Tiriti). Meeting our commitment to Te Tiriti will contribute towards us realising the overall aims of Te Ara Amiorangi – Our Path, Our Direction, and achieve the outcome of Growing New Zealand for All. The principles of Te Tiriti - including partnership, good faith, and active protection – are at the core of our work. MBIE is committed to delivering on our obligations as a Treaty partner with authenticity and integrity and to enable Māori interests. We are committed to ensuring that MBIE is well placed to meet our obligations under the Public Service Act 2020 (Te Ao Tūmatanui) to support the Crown in strengthening the Māori/Crown Relationship under the Treaty and to build MBIE’s capability, capacity and cultural intelligence to deliver this.
Mahi i roto i te Ratonga Tūmatanui – Working in the public service
Ka mahitahi mātou o te ratonga tūmatanui kia hei painga mō ngā tāngata o Aotearoa i āianei, ā, hei ngā rā ki tua hoki. He kawenga tino whaitake tā mātou hei tautoko i te Karauna i runga i āna hononga ki a ngāi Māori i raro i te Tiriti o Waitangi. Ka tautoko mātou i te kāwanatanga manapori. Ka whakakotahingia mātou e te wairua whakarato ki ō mātou hapori, ā, e arahina ana mātou e ngā mātāpono me ngā tikanga matua o te ratonga tūmatanui i roto i ā mātou mahi.
In the public service we work collectively to make a meaningful difference for New Zealanders now and in the future. We have an important role in supporting the Crown in its relationships with Māori under the Treaty of Waitangi. We support democratic government. We are unified by a spirit of service to our communities and guided by the core principles and values of the public service in our work.
What does it mean to work in Aotearoa New Zealand’s Public Service?(external link) — Te Kawa Mataaho The Public Service Commission
