HRHOD/S1/02/2013
Appointment of:
Head of Organisational
Development & Modernisation
(Fixed Term for 12 months)
Guide for Applicants
Contents
Prior to completing your tailored CV we recommend that applicants familiarise
themselves with the contents of this information pack. The pack includes: Section 1
Background
Section 2
Job Description
Section 3
Selection Criteria
Section 4
The Recruitment and Selection Process
Section 5
Terms of Appointment
HRHOD/S1/02/2013
1. Background
Northern Ireland Water is a Government owned company and regarded as a Non
Departmental Public Body for Funding Purposes under NICS, is the sole provider of water and
sewerage services in Northern Ireland supplying over 800,000 domestic, agricultural,
commercial and business customers. We have already committed to over £1 billion
investment in improving water infrastructure and will increase this to over £3 billion within the
next 10 years to keep pace with customer and regulatory requirements.
The aims of Northern Ireland Water are to provide water and sewerage services in a costeffective manner, to meet the requirements of existing and future customers and thereby, to
contribute to the health and quality of life in the community.
Northern Ireland Water Limited is structured into 8 Directorates as follows:
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Human Resources;
Customer Services Delivery;
Finance and Regulation;
Engineering Procurement;
Asset Management;
Business Improvement;
Information Services;
Chief Executive’s Office including Corporate Affairs and Legal Secretariat
We now have a vacancy for a Head of Organisational Development & Modernisation within
the Human Resources Directorate. The Head of Organisational Development & Modernisation
is a key member of the Senior HR Management Team. The role holder will provide leadership
and vision in supporting the strategic direction of the organisation to build upon NI Water’s
people capability and deliver on corporate goals and objectives.
This is a key post within the HR Directorate and will be pivotal for the organisation in ensuring
that NI Water learning strategies meets the needs of the business from an everyday
operational and long term strategic perspective.
HRHOD/S1/02/2013
2. Job Description
The Head of Organisational Development & Modernisation will report directly to the Head of
HR.
The successful candidate will manage the Organisational Development budget circa £500k
and a team of 6 employees.
The salary is commensurate with a Senior Role.
Key Working Relationships
Internal:
Head of HR, Head of Customer Support HR, Direct reporting positions, HR Support
team, HR Advisory team and Executive Directors and Level 3 managers within the business
External: External Accrediting Bodies (ILM, IOSH, Watertrain Apprentice Provider),
Department of Employment and Learning (DEL) and Energy and Utility Skills
Key Responsibilities
The Head of Organisational Development & Modernisation key accountabilities are:
Strategy Development
 Lead the formulation and execution of the learning strategy and performance management
policies in collaboration with HR Management team ensuring alignment of the Future
Operating Model and business objectives to support on-going service delivery.
 Identify and integrate external best practice learning strategies and performance
management principles while continually benchmarking to improve overall performance
 Develop a Talent Management Strategy to ensure the organisation meets its current and
future management competence requirements linked to business goals and objectives.
 Conducting all structural and organisational reviews requested by the business from HR.
 Conducting all productivity reviews requested by the business from HR.
Culture
 Employee engagement, including the annual survey and action planning w/shops. This will
also involve the development of a new employee engagement strategy and a more joined up
approach to employee engagement in NIW.
 To develop behavioural competencies in support of high performance by creating an internal
coaching culture and mentoring culture.
Talent Management/Succession Planning
 Develop succession planning process to identify learning interventions and integrate job
skills training to build the capability of NI Water’s employees to meet current and future
demands.
 To monitor and evaluate the success of the NI Water Graduate and Apprentice Programmes
identifying any area’s for improvement and action accordingly.
 Develop a model for the identification of high potential employees linked to the succession
planning and talent management, making use of relevant tools and techniques.
Leadership/Management Development
 Devise and arrange for the delivery of value for money leadership development programmes
and coaching interventions.
 Continually Review and enhance the performance management systems and the learning
process in line with customer feedback to deliver tangible business improvements.
 Develop learning and cultural development interventions to drive improvements in NI Water’s
motivational fit and employee satisfaction ratings to increase employee engagement.
Stakeholder Management
 Actively manage the relationship with all key stakeholders ensuring the provision of high
quality services which are in line with customer expectations.
 To provide expert consultancy and advice to senior management to support complex
business improvement.
 The production of a manpower plan for NIW and individual Directorate manpower plans.
HRHOD/S1/02/2013
Modernisation & Change
 The development of a new terms and conditions handbook
 Harmonisation of terms and conditions and possibly pay scales as appropriate
 Review of current working practices and the development of new working practices
 The development of benchmarking data
 The development of all new people policies. These policies will then be handed over to the
HRSS team for implementation.
Financial Management
 Manage the OD budget to ensure cost effective and value for money approach.
Learning & Development Centre
 Manage and motivate a team of 6 staff.
 Lead NI Water LDC ensuring curriculum development and course delivery to meet the
people development, mandatory, legislative and regulatory business requirements.
HRHOD/S1/02/2013
3. Selection Criteria
Applicants must meet the following eligibility criteria by the closing date for applications:
Essential Criteria
1. Degree level qualification or equivalent;
2. Chartered Membership of the Chartered Institute of Personnel and Development
(CIPD) or a minimum of 10 years relevant experience in a senior role.
3. Three years’ experience in a similar relevant senior management role in an
organisation with more than 500 employees reporting to a Director/MD or CEO.
To include experience of:
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Developing organisational development strategies
Designing and developing senior and middle management development interventions
Providing OD advice at Senior Management/Board level
Budget Management
Managing and leading large scale organisational change and development
Managing a professional learning and development team
4. Full current driving licence and a private vehicle available for official business or
access to a form of transport which will enable the role holder to meet the requirements
of the post
Desirable Criteria
1. Certificate in Training Practice
Behavioural Competencies
For the full range of behavioural competencies please refer to the Behavioural Competency
Framework document attached.
Customer Focus
 Ability to understand customer and stakeholder needs and work in partnership to develop
positive learning solutions
 Review and enhance HR service delivery to ensure client needs are met
Leadership
 Ability to successfully lead, and motivate a team;
 Ability to identify the development needs of self, the team and the organisation to maximise
individual and team performance in order to achieve objectives.
Stakeholder Management
 Ability to communicate effectively using influencing and negotiation skills and gain the
commitment and support of stakeholders
 Ability to present information to a range of stakeholders both internal and external
 Ability to build and maintain a network of effective relationships
Problem Solving & Decision Making
 Strong analytical and problem solving skills together with the ability to make soundly based
decisions
 Ability to make decisions under pressure, anticipate potential issues or problems and
provide robust & objective solutions
Openness to Change
 Challenges the status quo to develop a high performance culture
 Ability to build cultural change and the development of the organisation
HRHOD/S1/02/2013
4. The Recruitment and Selection Process
How to Apply
To complete the selection process I recommend that you consider the job description,
person specification and supporting documentation before and provide us with a tailored
CV that outlines your suitability for the post.
To apply please forward your CV to:
HR Department
Westland Complex
Old Westland Road
Belfast
BT14 6TE
Or alternatively CVs may be e-mailed to recruitment@niwater.com. All CVs must be received at
the above address by 2pm on Wednesday 27th February 2013.
Candidates with a disability who require assistance will be facilitated upon request.
Candidates who wish to receive information packs in accessible formats are requested to
advise NI Water of their requirements as promptly as possible allowing for the fact that the
closing date for receipt remains the same for all applicants as noted above.
Monitoring Form
Northern Ireland Water monitors applications for employment in terms of Community
Background, Sex, Disability and Race. You should note that this information is regarded as
part of your application and failure to fully complete and return this part of your application will
result in disqualification. The use and confidentiality of Community Background information is
protected by the Fair Employment and Treatment (Northern Ireland) Order 1998. It will be
used only for monitoring, investigations or proceedings under the requirements of the above
legislation.
Please note that the monitoring form should be returned under separate cover.
Northern Ireland Water may decide to interview only those applicants who appear, from the
information they have provided on their application form, to be most suitable in terms of
relevant experience and ability. It is essential therefore, that applicants fully describe on their
form how they meet each of the selection criteria giving specific examples as appropriate.
Shortlisting
After the closing date, the first stage in the selection process will be to conduct a shortlisting
exercise of completed applications against the eligibility criteria. Applicants who have not fully
demonstrated on their application how they meet each of these criteria will not be progressed
to the next stage of the process.
Interview and Presentation
Short-listed candidates will be required to attend an interview for this post. It is
anticipated that interviews will take place during March 2013.
Candidates will be assessed against the essential criteria throughout the interview.
In addition, applicants will be expected to display the following skills and qualities and provide
evidence of these in their CV and at interview:1. Highly effective presentational and communication skills capable of influencing and
persuading others both orally and in writing.
2. A high degree of motivation with strong management and leadership qualities to
develop teams to deliver challenging business objectives and meet customer service
requirements.
HRHOD/S1/02/2013
Vetting Procedure
Northern Ireland Water will be required to carry out a basic vetting check on all short-listed
applicants.
You will be required to provide:
(a)
Your passport; or
(b)
A document verifying your permanent national insurance number (e.g. P45, P60, National
Insurance card) and your birth certificate which includes the names of your parents (long
version).
(c) Other acceptable documents are listed on www.ind.homeoffice.gov.uk
Northern Ireland Water will carry out a Criminal Record Check on all successful applicants.
You should not put off applying for a post because you have a conviction. We deal with all
criminal record information in a confidential manner, and information relating to convictions is
destroyed after a decision is made. Criminal Record information is subject to the provisions
of the Rehabilitation of Offenders (NI) Order 1978.
All candidates invited for interview, must bring sufficient documentation to satisfy the Vetting
requirements. Further details regarding acceptable documentation will be issued with an
invitation to attend for interview.
Further Information
Further information about the work of Northern Ireland Water can be gained by visiting
www.niwater.com
5. Terms of Appointment
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This is a fixed term appointment for 12 months.
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The successful applicant will be based in the Learning & Development Centre, Antrim
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The salary range for this role is commensurate with a senior role
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The remuneration package will include a Company Pension and excellent terms and
conditions.
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In addition to the usual public and privilege holidays, there is an annual leave allowance
of 25 days.
Northern Ireland Water is an Equal Opportunities Employer and is
committed to ensuring all eligible persons have equal opportunity for
employment on the basis of their ability and merit.