Position description:
Manager, Policy and Advice
Reports to:
General Manager, Policy, Research and Advice
Direct reports:
Up to seven FTEs (including two staff members in Christchurch
and Auckland)
Position location:
Wellington
Date:
February 2014
The Health Promotion Agency (the HPA) is a Crown entity under the Crown Entities Act 2004. It
was established with an overall function to lead and support activities for the following purposes:

promoting health and wellbeing and encouraging healthy lifestyles

preventing disease, illness, and injury

enabling environments that support health and wellbeing and healthy lifestyles

reducing personal, social, and economic harm.
It also has the following alcohol-specific functions:

giving advice and making recommendations to government, government agencies,
industry, non-government bodies, communities, health professionals, and others on the
sale, supply, consumption, misuse, and harm of alcohol so far as those matters relate
to HPA’s general functions

undertaking or working with others to research the use of alcohol in New Zealand,
public attitudes towards alcohol, and problems associated with or consequent on, the
misuse of alcohol.
More information is available from the HPA website - www.hpa.org.nz
HPA’S VISION, MISSION AND VALUES
Vision

New Zealanders realise their potential for good health and improved quality of life.

New Zealand’s economic and social development is enhanced by people leading
healthier lives.
Mission

The Health Promotion Agency inspires all New Zealanders to lead healthier lives.
Values

Agile

Approachable

Inspiring

Trusted
PURPOSE OF THE POSITION
Reporting to the General Manager, Policy, Research and Advice, the Manager Policy and
Advice is a member of the policy, advice and research management team and is accountable for
leading the work in the policy and advice team, with a particular focus on the reduction of
alcohol-related harm and HPA’s alcohol-based activities.
The Manager is responsible, in consultation with the General Manager, Policy, Research and
Advice for delivering on these responsibilities in a way that benefits the whole organisation.
Policy and Advice is a skilled and experienced multi-disciplinary team with responsibilities that
range from policy analysis to specialist advice and information. It works closely with key partners
such as Government departments, local government, health organisations, non-government
organisations, industry and community to help reduce harm to New Zealanders.
The Manager will provide strategic leadership that brings the best out of the team, provides
challenge and opportunities for further growth, and addresses issues effectively and
appropriately when they arise.
The purpose of the role is to:

manage the functions and deliverables of the policy and advice work programme for
the HPA

lead a team of professionals to deliver alcohol-related harm policy and advice

deputise for the General Manager, Policy, Research and Advice as and when
required

develop policy frameworks and approaches to support the overall objectives of the
HPA, with a particular focus on the reduction of alcohol related harm

provide leadership, oversight and key decision making on organisational priorities as
set out in the Statement of Intent (SOI), business plans and work plans

engage with a range of external stakeholders and manage partnerships with
government, non-government and other relevant organisations

take responsibility for reporting performance against key deliverables

identify future trends to create sound strategies and operational plans

undertake policy and advice work as appropriate.
It is expected that many projects will be developed in partnership with both internal and external
stakeholders, including key Māori, Pacific and youth stakeholders where relevant. The HPA is
committed to the development, implementation and monitoring of systems, processes and
practices that strengthen and support effective outcomes for key audiences such as Māori,
Pacific and youth. The HPA has a commitment to recognising and acting upon the principles of
the Treaty of Waitangi and contributing to the improvement of Māori health. These principles are
protection, partnership, and participation across all areas of the HPA's operation and activities.
The position description may be varied from time to time, to reflect the fact that roles may evolve
over time and/or to reflect the changing requirements of the employer. Where possible, your
manager will seek your input before making any changes to your position description.
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KEY RELATIONSHIPS
Internal

General Manager Policy, Research and Advice.

General Managers and Chief Executive.

Policy and advice team members.

Manager Research and Evaluation.

Manager, Alcohol and Community and regional managers.

Corporate Communications Manager and staff.

Alcohol account leads.

Other managers in the Operations, and Communications and Capacity groups.

Other staff and contracted resources in respect of research, policy and other areas of
technical or specialist advice.
External

Government departments and agencies.

Local government and regulatory agencies.

Ministry of Health and Health sector agencies.

Industry organisations and licensees.

Community organisations.

Other relevant organisations eg, sporting bodies, workplaces, non-government
organisations, etc.
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ACCOUNTABILITIES

Providing leadership to the Policy and Advice team and contributing to the
direction of the Policy, Research and Advice Group.

Representing HPA and the Policy and Advice team to internal and external
audiences.

Articulating the Policy and Advice team’s role, views and needs, especially to
senior management.

Providing coordination of the team’s work and the team contribution to work being
led by others.

Undertaking appropriate planning to ensure that the components of the work
programme assigned to the team are delivered to the required quality standard
within required timeframes.

Maximising the capability of the staff in the team, and gaining the professional
support of staff in ensuring the quality of the outputs they are responsible for, and
in their management of projects and policy processes.

Ensuring the effective allocation and use of resources to achieve the Policy,
Research and Advice Group's priorities.

Overseeing the overall team budget in accordance with the financial
management systems and delegations of Policy, Research and Advice Group.

Representing HPA in external policy development processes including taking part
in inter-sectoral and inter-agency working groups.

Articulating HPA’s position and strategy on issues (and related rationale) with
accuracy and persuasion.

Communicating HPA’s position effectively with key decision makers.

Developing and maintaining effective relationships with state sector policy and
service delivery staff, information sources, academic communities, and relevant
stakeholders.

Sharing skills, information, and knowledge to support the effective working of the
team and projects.

Supporting the HPA's culture and values by demonstrating them in all dealings
with clients and other staff members.

Providing willing assistance in response to other tasks that may arise.

Meeting reporting requirements against key organisational accountabilities.

Deputising for the General Manager, Policy, Advice and Research.

Undertaking policy and advice work as appropriate.
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Staff Management

Managing staff, including the appropriate recruitment, selection, retention,
performance management, development, and wellbeing of the team in line with
human resources policies and procedures.

Supervising and developing performance plans and work assignments, and
overseeing periodic formal and informal performance planning and performance
reviews.

Supporting staff in increasing their capability and competencies to contribute to
and develop through training and professional development.

Delegating authority and responsibility to efficiently and effectively achieve goals.

Promoting productive, creative, empowering work environments and ensuring
staff have the resources, direction and support needed to develop their skills and
to achieve their agreed programme and organisational related goals.

Ensuring staff compliance with all internal policies and procedures and with any
relevant external legislative requirements.

Providing staff with ongoing feedback, support and recognition of efforts in line
with HPA culture, policy and procedures.
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GENERIC COMPETENCIES
Priority setting
Spends time on what’s
important, works through
issues quickly, and creates
focus.
Strong relationships
Builds, maintains and uses
effective relationships with a wide
range of stakeholders,
understands perspectives and
effectively influences others to
reach agreement or concession
without noise or damaging
relationships.
Drive for results
Can be counted on to
consistently meet and
exceed goals and is
focused on the outcomes.
Innovation management
Has good judgment about
which ideas and
suggestions will work, easily
makes connections among
previously unrelated
concepts, can turn new
ideas into reality, and can
effectively manage the
creative processes of
others.
Business acumen
Knows how Crown entities work,
is knowledgeable about current
and future policies practices and
trends, and is able to use
strategies and tactics to an
advantage in the marketplace.
Intellectual capacity
Deals with concepts and
complexity comfortably,
and is described as
intelligent, capable and
agile.
Dealing with ambiguity
Can effectively cope with
change, can move from one
context to another, can
decide and act without
having the full picture,
doesn’t have to finish things
before moving on, and can
comfortably handle risk and
uncertainty.
Decision quality
Makes good decisions based on a
mixture of analysis, wisdom,
experience and judgment. Is
sought out by others for advice
and solutions.
Integrity and trust
Understands and reflects
the importance of trust,
honesty and openness,
and does not
misrepresent self.
Cross-cultural sensitivity
Understands and can
empathise with differences
in people and cultures; is
not judgmental, respects
differences and is
comfortable with diversity.
Understanding others
Understands why groups do what
they do: picks up the sense of the
group in terms of positions,
intentions and needs; what they
value and how to motivate them
Effective
communication
Ensures useful and timely
information is available for
staff and stakeholders.
Conveys information
effectively.
ESSENTIAL, EXPERIENCE, SKILLS AND QUALITIES

Significant experience and excellent understanding of policy processes and
sound public management experience.

Advanced policy analysis and writing skills.

Experience in effective policy development and design that addresses
behavioural and attitudinal change.

Management experience with demonstrated success building an effective policy
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team and mentoring staff through change.

Resilience.

Experience in providing authoritative and practical advice to stakeholders.

A solid background in encouraging high levels of personal and team
engagement.

Ability to build strong internal and external relationship skills in a complex, matrix
style organisation.

Proven interpersonal, influencing and negotiation skills.

Project management and administration skills, including the ability to provide
leadership, effectively coordinate multiple activities and monitor outcome
achievement.

Flexibility and ability to change direction quickly, managing risks and uncertainty
when required.

Excellent communication skills, including provision of written and oral
communication across cultures and across a broad sector of organisations and
individuals.

An ability to prioritise issues and activities and to delegate work effectively.

Experience in delivering innovative projects.

Experience in briefing key decision makers, both verbally and in writing.
DESIRABLE EXPERIENCE, SKILLS AND QUALITIES
1.1

Experience and knowledge and skills in relation to working with Māori and Pacific
people.

Knowledge and experience of evidence-based practice for preventing alcoholrelated harm.

Experience in health, injury prevention or a related field.
SPECIAL REQUIREMENTS
To fulfil the requirements of this position the applicant must:

be eligible to work in New Zealand (be a New Zealand citizen or have permanent
residency)

supply confirmation of tertiary or other relevant qualifications

be a non-smoker

be able to travel within New Zealand as/if required.
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