Position Profile
Position Details
Position Title: Directorate and Section: Section: Location: Reports to: Work Role Grouping: Position Status: Organisational Context The role of the Corporate Services Directorate is to support the core services and processes used by all other Ministry directorates. Support is provided through a range of advisory services. Corporate Services is made up of the following groups: • • • • Capital and Planning (including finance, planning & funding, office services & procurement) Communications and Human Resources (including media relations, web and publications, strategic communications, HR services, payroll and capability) Government Relations and DG Support (ministerial correspondence, secondees to the Minister’s office and DG support) Health Legal Senior HR Systems Analyst Corporate Services Directorate Communications and Human Resources Wellington Manager, Human Resource Services Systems Fixed Term – 12 months
The Corporate Services Directorate is focused on achieving excellence through a strong focus on customer service, continuous improvement and value for money initiatives. Excellence will be achieved through the Corporate Services vision – “a great team delivering excellent services” and supported by values of integrity, respect, teamwork, professionalism and fun Position Purpose The Senior HR Analyst is responsible for ensuring the effective development of the HR information system and for ensuring the provision of expertise in HR analysis, reporting and HR system administration. The position will support sound managerial decision making organisation wide, including monitoring and commenting on trends, suggesting solutions to adverse trends, and benchmarking to effectively support the Ministry’s current and future people management needs.
Position Profile
Key Relationships Reports to: Nos of employees (FTE): Internal Ministry relationships: Manager, HR Services n/a Capability team Payroll Team Leader Communication and HR group staff Information Directorate staff Capital and Planning Finance staff Ministry Managers and Staff Health and Disability Sector: Communities Public: and N/A the Public Sector Communities SSC Software suppliers HRIS practitioners in other government departments and DHBs
Accountabilities The incumbent is responsible for the following key result areas and tasks: Key Result Areas HR Reporting and Analysis Expected Outcomes Determine, establish and analyse the Ministry’s business requirements for people information Design, develop and produce effective reports on HR information for Directorates to enable effective people management and development of staff, including workforce planning Identify, develop and deliver meaningful reporting and analysis on targeted workforce trends, and other important areas to understand current and future Ministry people needs Provide technical expertise and guidance on development of interpretation in any new or changed reporting requirements. Provide development and coaching to HR staff to ensure a high degree of skills and awareness of reporting, analysis, processes and data collection. Provide advice on how required information
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Position Profile
Key Result Areas
Expected Outcomes requirements are best be implemented, identifying the associated risks.
Relationship Management
Build and maintain effective technical relationships with the staff of the Information Directorate to ensure effective system development and resolution of issues Build effectively working relationships with the financial planning staff to ensure up to date and accurate financial reporting of people information Develop and maintain excellent working relationships with customers, both within the HR team and in the wider Ministry. Sustain credible working relationships with the HR system vendor to ensure that systems are optimally utilised. Work closely and productively with the senior staff of the HR team to provide comprehensive and effective HRIS services across the wider Ministry. Undertake systems development projects to ensure the HRI system is optimised, including providing planning for systems improvement and development of new functionality Manage and provide expert advice on the utilisation of HR systems across the Ministry. Work with senior HR staff to ensure they are aware of the impact of any new or modified systems and processes. Provide advice on how system changes may be best implemented and managed. Work collaboratively with the Payroll Team Leader to ensure effective implementation of upgrades, patches and customisations. Identify risks and develop risk management strategies. Run regular audits to validate the internal (to the Ministry) security of the HR applications and databases. Undertake and manage system wellness checks and data integrity processes Take part as a HR team member by communicating openly, sharing information, accepting responsibility for work allocated and working co-operatively with others.
Human Resource Information Systems (HRIS) and Processes
Teamwork
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Position Profile
Key Selection Criteria To be considered for this role, the ideal person will need to demonstrate: A history of successful achievement as an HRIS professional and significant experience in supporting HRIS development and functionality At least 5 years experience with HRIS systems – familiarity with PS Enterprise desirable Effective problem-solving skills with the ability to deal with ambiguous requirements and solutions Proven expertise to manage competing workloads in a dynamic environment Strong information technology literacy displaying an understanding of web technology, relational databases and internal networks Experience in a direct client – service role with the ability to communicate effectively at all levels High level of attention to detail and excellent numerical skills Competence in the Microsoft suite of products, with advanced Excel skills Willingness to work as an effective team member Extensive SQL Server experience Impromtu report writing skills are highly desirable Some experience as or skills as a Business Analyst would also be desirable A tertiary qualification in operations research, statistics or related field is highly desirable
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Working for the Ministry
Expectations of Employees
Corporate Citizenship All employees are expected to contribute to the development and maintenance of the Ministry of Health as an organisation. This means: Using resources responsibly and supporting Ministry conservation measures Maintaining standards of ethical behaviour and practice Meeting the Ministry’s performance standards Participating in corporate development initiatives Helping to develop and maintain Mäori capability in the Ministry, including developing our understanding of the Treaty of Waitangi and ways in which it applies in our work. Raising and addressing issues of concern promptly. The Employer and Employee Relationship We have shared responsibility for maintaining good employer/employee relationships. This means: Acting to ensure a safe and healthy working environment at all times Focusing our best efforts on achieving the Ministry’s objectives A performance agreement will be reached between a staff member and their manager containing specific expectations annually or other timeframe as appropriate. Client and Stakeholder Commitment All employees are responsible for striving to continuously improve service quality. This means: Taking the initiative to meet the needs of the client/stakeholder Addressing our obligations under the Treaty of Waitangi Involving the client/stakeholder in defining expectations around the nature of the services to be delivered and the timeframe Keeping the client/stakeholder informed of progress Following through on actions and queries Following up with the client/stakeholder on their satisfaction with the services. Professional Development As the business of the Ministry and Health and Disability sectors develops, the responsibilities and functions of positions will change. All staff are expected to contribute and adapt to change by: Undertaking professional development Maintaining currency of professional expertise in order to maintain credibility Applying skills to a number of long and short term projects across different parts of the organisation Participating in rotation throughout all areas of the organisation Undertaking such other duties as the Ministry may reasonably require.
Competency Framework
Ministry Competencies
The Ministry has a competency framework in place to support the development of both the organisation and its staff. Refer to Key Selection Criteria for competencies critical to being effective in this position. Our competency framework includes: Core Competencies Core competencies which apply to all people working in the Ministry as they reflect the organisation’s core values: Knowledge. The ability to make realistic/relevant connections between one’s own work, the work of the Ministry and broader contexts. Relationship management. The ability to support the work of the Ministry through high quality working relationships. Professionalism. The ability to demonstrate commitment to the Ministry’s objectives and core values. Self-management. The ability to develop and maintain personal health and work/life balance systems. Communication. The ability to communicate in a way that shows sensitivity to other people and achieves desirable outcomes. Problem solving and achievement. The ability to give shape and direction to issues, ideas and information and deliver high quality work on time. Māori Awareness It is essential that a Ministry of Health person has an understanding of Mäori issues. This includes an awareness of traditional and contemporary Mäori and Iwi structures, key Mäori concepts, an awareness of legislation, Treaty of Waitangi issues and policy affecting the key areas of work. Management and Leadership Competencies In addition, positions with a management and/or leadership focus have the following set of competencies: Personal leadership. The ability to inspire others and increase workplace effectiveness. Stakeholder management. The ability to manage stakeholder expectations through quality relationships. People management. The ability to promote co-operation and collaboration, and to develop staff in order to ensure the Ministry’s ongoing achievement. Applied intellect. The ability to apply intellectual thinking to get high-quality results. Strategic management. The ability to focus the activities of the Ministry on building a leadership presence in the health sector to allow all New Zealanders to experience: better health; improved participation in communities by people with disabilities; reduced health inequalities among population groups.
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Competency Framework
Resource management. resources.
The ability to manage physical and financial
There are also foundation and specialist competencies, which may apply to specific roles in the Ministry and reflect the technical aspects of these roles. Foundation Competencies Knowledge management. The ability to transform assets/information into capability for effective action. intellectual
Risk management. The ability to apply risk management principles to work in the Ministry. Legislation and regulation. The ability to interpret and apply legislation and regulation in work of the Ministry. Presentation. The ability to deliver messages accurately and appropriately to various audiences. Sectoral leadership and partnership. The ability to build commitment and give effect to government policy objectives throughout the Health and Disability sector. Critical thinking. The ability to bring analysis and evaluation skills to work in the Ministry. Specialist Competencies – Policy Analysis Formulating Policy Advice. The ability to understand the Health Sector / Public Sector policy environment, apply objective analytical skills to policy issues, and provide advice that reflects the Ministry’s position. Understanding and Working in the Political Context. The ability to understand the political context, including the relationship between the Crown and Government formed by the Treaty of Waitangi, and to use this knowledge to uphold the interests of the Ministry of Health. Stakeholder Consultation & Partnership. The ability to sustain the interests of the Minister(s) and the Ministry through developing and maintaining effective and cooperative relationships with stakeholders. Specialist Competencies – Contract Management Contract Preparation. The ability to plan and create a third party contract and to select a suitable contractor/service provider. Negotiation. The ability to negotiate effectively with contractor/service providers on behalf of the Ministry. Contractor/Service Provider Management. The ability to establish and maintain a productive relationship with the contractor/service provider. Contract Management – Knowledge. Has a comprehensive knowledge of policies, procedures, systems and legislation relating to contract management
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