EXECUTIVE POSITION DESCRIPTION
1.
POSITION DETAILS
Position Title: Director, People and Culture
Directorate:
Position No:
Branch / Unit: People and Culture
Classification:
SAES Band 1
Contract Term:
Up to 5 years
2.
POSITION CONTEXT
Primary Purpose of the Position:
Date Created: January 2014
The Director, People and Culture is responsible for:
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Reporting and Working
Relationships:
Key Relationships/Interactions
Special Conditions
People and Culture
Leading the organisational development strategies and initiatives
across TAFE SA that advance the Agencies agenda to become a
world class vocational education and training provider.
Leading and providing strategic insight to ensure that TAFE SA is
attracting and retaining people needed for business success in the
future, improving the capability of TAFE SA Managers in HR practice,
developing leadership capability and developing and aligning HR
systems and processes to support the diverse needs of the business.
Leading the Agencies achievement of the Premier’s Safety
Commitment and associated strategies and the achievement of the
Work Cover Performance Standards.
Leading consistent application of employee relations and work
environment policies and strategies across the Agency.
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Reports to the Chief Executive.
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Leads and manages staff and resources in the People and Culture
Directorate.
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Is a member of the TAFE SA Executive.
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Maintains strong customer relationships with Executive Directors and
Directors.
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Develops strong networks and working relationships with managers
and employees of all TAFE SA Divisions.
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Works collaboratively and liaises closely with a wide range of
Government and industry stakeholders to ensure achievement of
broad objectives in organisation and people development across
TAFE SA.
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Works in collaboration with the TAFE SA Executive Directors, and
Directors to ensure the delivery of efficient and effective organisational
and people development services.
 TAFE SA Chief Executive and Executive Directors
 Minister
 TAFE SA Directors and Managers
 Customer and Clients both internal and external
 Other executives and senior officers within Government and external
 Other State and Commonwealth Government agencies
Criminal History Check: Appointment to this position will be subject to a
satisfactory criminal history check
Work Status:
Eligibility to work in Australia
Location:
Adelaide CBD
Performance Targets: Required to achieve performance targets that are
negotiated and mutually agreed with the Chief
Executive.
Context and Key Challenges
TAFE SA has recently amalgamated three former TAFE Institutes to be
one organisation operating as a Statutory Corporation governed by a
Board.
The Agency has a vision to become a world class vocation education and
training provider and must achieve this vision in a competitive training
market.
The present climate of structural change provides a challenge and an
opportunity to make a real difference. Some of the key challenges will be
to provide leadership and excellent customer service to foster and promote
professional and consistent human resource and industrial relations
practices across TAFE SA. The TAFE SA (Education Staff) Enterprise
Agreement negotiations will provide a key focus for the role in the initial
months.
The work of the Directorate will reflect the emerging Agency agenda of
being highly responsive to stakeholders, working proactively to identify
future opportunities and directions in order to provide an integrated and
strategic service. In addition, working with TAFE SA Managers to ensure
that their workforce is sufficiently skilled and flexible to meet the
increasingly competitive demands of the Vocational, Education and
Training environment.
A capacity, willingness and demonstrated effectiveness to work
collaboratively, to develop a ‘forward thinking’ shared vision and bring staff
and customers with them are other challenges of the position.
3. Key Outcomes and Accountabilities
Key Result Area
Key Indicators/Performance Measures
Customers
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People
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Business Processes
Leadership
Provide expert strategic advice on organisation development strategies
and global best practice to TAFE SA Executives that will underpin the
learning and development needs of their current workforce and support
the needs of a changing workforce.
Ensure significant corporate change management and business reform
opportunities, risks, initiatives, projects and partnerships are effectively
supported.
A high level and strategic overview of the implementation of
organisational change, review and development strategies, initiatives
and activities is developed, led and driven.
Provide strategic leadership in the development and implementation of
a Workforce Plan for the Agency.
Provide high level strategic advice and leadership on issues of
strategic importance to TAFE SA, specifically in relation to matters with
organisation and people development significance.
Developing and implementing contemporary human resource policy
and strategy throughout TAFE SA.
Develop and strengthen relationships with key stakeholders in order to
identify and develop strategic directions/initiatives for organisation and
people development for TAFE SA.
Influence and lead the development of service agreements and
customised services which meet the requirements of TAFE SA.
Feedback on the performance of services and team members is
regularly sourced from internal and external stakeholders and
responded to accordingly.
Creates and develops an environment that values cultural diversity,
supports and utilises performance management, enhances employee
wellbeing, safety and productivity and builds a culture of respect and
trust.
Models ethical behaviour consistent with Commissioner for Public
Employment expectations of senior executives and TAFE SA’s stated
values.
Give direction and leadership toward achievement of TAFE SA’s
Strategic Plan.
Strategic direction and results for TAFE SA are openly negotiated and
clearly communicated to relevant stakeholders.
Strategic relationships with key stakeholders are developed and
strengthened to influence effective organisation change and
development.
Empower employees to represent the organisation fully in their
relationships with other organisations, stakeholders and people in the
community.
The people and culture team are continuously developed to ensure the
unit can deliver and support the business needs of TAFE SA.
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Understand the needs and requirements of a matrix of stakeholders
and successfully balance their competing demands; consistently strive
to please stakeholders; develop and maintain stakeholder confidence
with both internal and external stakeholders.
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Understand the drivers under which the government and TAFE SA
currently operate.
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Understand and can communicate issues from the perspective of
various stakeholders.
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Lead the negotiations for TAFE SA of the TAFE SA (Education Staff)
Enterprise Agreement.
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Leading the translation of the workforce plan, skills and knowledge gap
profile of the Agency into operational reality against the organisational
targets and objectives in a planned and coordinated manner.
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Sound and effective continuous improvement and leadership practices
are applied to create a work environment that encourages, recognises
and rewards creativity and excellence in all activities.
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Provide expert and strategic advice on contemporary organisation and
people development practice.
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Lead workforce planning for TAFE SA and the analysis and reporting of
workforce information on issues and trends.
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Address workforce issues in areas such as age and gender
imbalances, organisational performance, leadership and management
development and succession planning.
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Lead, develop and review strategic, business and resource plans to
support achievement of organisational objectives.
Strategically engage stakeholders in service reforms /initiatives to deliver
improved business systems and processes to implement best practice
and cost effective services for TAFE SA.
Ensure sound governance and risk management accountability is
established and embedded across the People and Culture Directorate
and throughout TAFE SA.
Manage internal resources according to organisational priorities
identified through the strategic planning processes and whole of
government priorities.
Contribute to the development of, and then manage to, an agreed
operating budget.
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Finance
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4.
SELECTION CRITERIA - COMPETENCIES -
SELECTION CRITERIA (Each applicant will be assessed against the following criteria)
SA Executive Service competencies:
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shapes strategic thinking and change
achieves results
drives business excellence
forges relationships and engages others
exemplifies personal drive and professionalism.
(Detailed information on these competencies is provided in the Application Kit or the SAES website
www.saes.sa.gov.au.)
Other selection criteria:
 A record of excellent, customer focused management of human resources including an understanding of
governance issues and accountability frameworks.
 Proven experience in developing strong partnerships across a diverse organisation.
 Apply OHS and workers compensation legislative requirements in business activities for which the position
is responsible, whilst ensuring compliance to Agency OHS&IM policies, procedures and processes
 Discipline relevant tertiary qualification (eg human resource management, organisational development or
management, etc)