POSITION DESCRIPTION
1.
POSITION DETAILS
Position Title
Senior Workforce Planner
Position No
Classification Level
ASO5
Discipline
Administrative
November 2009
Division
Organisational and Community Development
Date Created
Branch/Unit
Human Resources (HR)
Date Approved
Reports To
Manager, Workforce Strategy
Review Date
2.
POSITION CONTEXT
Position Summary
Reporting/Working
Relationships
Special Conditions
3.
The Senior Workforce Planner position is a role within Organisational and Community Development and is
accountable to the Manager, Workforce Strategy for:

analysing workforce data and developing responsive and innovative workforce strategies.

developing strong partnerships with departmental divisions to deliver workforce planning projects.

implementing workforce planning.

producing quality HR policy and workforce procedures and reports.

developing and implementing innovative solutions which integrate ICT, improved workflow and
continuous improvement strategies.

Director, Human Resources

Manager, Workforce Strategy

College for Learning and Development

Senior staff in departmental divisions

Injury Prevention Team

HR Strategy Team

HR Operation Team

Successful applicant will be required to satisfactorily complete a background screening and criminal
history check.
QUALIFICATIONS
Essential
Not Applicable.
4.
PRIMARY OUTCOMES AND ACCOUNTABILITIES
KEY RESPONSIBILITIES
RELATED TASKS
Human Resources
Strategy

Contribute to the development of workforce strategies and project management workforce
initiatives.

Develop innovative solutions to workforce needs and organisational goals.

Develop and implement HR policies and procedures, best practice HR initiatives and implement
legislative and industrial requirements.

Contribute to and develop online resources which support improved HR practice.

Design and facilitate workshops and presentations on workforce planning, resultant strategies,
and contribute to induction.

Implement monitoring and reporting processes and deliver timely responses to reporting
requirements.

Facilitate performance management, respectful treatment at work programs and other HR
information sessions.

Undertake process mapping of HR activity to identify system improvements.

Gather and analyse appropriate information applying both qualitative and quantitative methods
and statistical measurement to formulate solutions.

Collaborate with the workforce data profiler to develop comprehensive and accurate workforce
reports.

Collaborate with the College for Learning and Development in the analysis of workforce
capability charts and workforce planning data to deliver on organisational needs.

Participate in and initiate change activities to promote continuous improvement and deliver
business excellence.

Consistently demonstrate a commitment to quality standards and proactively identify
improvements and show initiative in addressing improvement needs.

Scope, design and implement HR strategic projects and evaluate outcomes.

Research and report on best practice HR strategy and workforce development initiatives.

Establish and maintain sound consultation processes within HR and across DFC.

Contribute to workforce reporting for the department, government and national reports.

Work collaboratively with members of the HR Operations and Injury Prevention teams to identify
and develop solutions to organisational needs.

Work in partnership with the divisions within DFC to achieve workforce planning objectives and
develop specific divisional strategies.

Develop and maintain effective working relationships and partnerships with other government
agencies to improve the quality and calibre of HR across the SA public sector.

Maintain professionalism and a commitment to respectful interactions with colleagues and
stakeholders.

Contribute positively to team morale and foster a positive team spirit by participating actively in
team activities and demonstrating an awareness of one’s own behaviour, impact on others, and
supporting team members to achieve high standards.

Prepare comprehensive written reports, briefings and presentations on workforce planning, and
workforce strategies, including legislative developments.

Understand and follow workplace safety initiatives, identify hazards and contribute to a safe
working environment, as well as follow procedures to manage and minimise risks within the DFC.

Follow the principles of a sustainable working environment by following departmental greening
initiatives.

Model ethical behaviour and practices consistent with SA Government Code of Conduct for Public
Sector Employees and DFC stated values.
Project Management
Communication and
Relationship Building
Organisational
Contribution
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5.
DFC CAPABILITIES (C)
Relating &
Communicating
Client Focus
Achieving
Objectives
Personal Drive &
Professionalism
Continuous
Improvement
Respect Cultural
Diversity
6.

Identify networking opportunities to facilitate knowledge transfer.

Adapt communication style and identify strategies to improve communication effectiveness.

Consider others’ perspectives when communicating, negotiating or presenting arguments to build
rapport.

Listen to client feedback to gain insight for continuous improvement of services.

Propose creative and workable alternatives to improve services to culturally and linguistically diverse
clients and those clients with a disability.

Understand the range of connected services provided by the department and their relevance to
clients.

Recognise and utilise resources to achieve organisational goals.

Take responsibility for delivering business unit outcomes and performance.

Assess progress toward team goals and identify the actions required to achieve objectives.

Follow safe work practices and contribute to the well-being and safety of team/unit.

Set team goals and plans linked to the strategic vision and departmental values.

Investigate own personal and professional development opportunities.

Analyse trends internally and externally to identify opportunities to enhance departmental operations.

Develop and implement solutions based on research to improve organisational performance.

Seek opportunities to improve departmental processes by contributing to improvement initiatives.

Take action and provide services that are inclusive of Aboriginal people and people from culturally and
linguistically diverse backgrounds as well as engaging in learning about other cultures to better
establish relationships and improve services.
JOB SPECIFIC CAPABILITIES
1
Analytical and Conceptual Thinking – demonstrate analytical and conceptual skills, including the capacity to think and act
strategically.
2
Communication – excellent oral and written communication skills, including facilitation of workshops and the ability to convey
information and concepts to peers, other staff and stakeholders
3
Workforce Development Experience – utilise experience in developing and implementing innovative workforce policies and
solutions.
4
Project Management Experience – utilise experience in scoping, developing, implementing and evaluating projects that are
complex and broad in design.
5
Workforce Issues Knowledge Base – demonstrate knowledge and understanding of contemporary workforce issues and their
impact on the community services and business services workforce and service delivery within the SA Public Sector.
7.
DELEGATES APPROVAL
ASSESSED BY:
Date:
Signature:
APPROVED BY:
Date:
Signature:
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