He kura te tangata

Position title Human Resources Advisor

Primary work unit Human Resources

Responsible to

Responsible for No direct reports

Position status Permanent full time

Hours of work 40 hours per week

Salary Individual Employment Agreement – Salary Band 15

Our vision Victoria University of Wellington will be a world-leading capital city university and one of the great global-civic universities.

Our mission and purpose

Victoria University of Wellington’s mission is to undertake excellent research, teaching and public engagement in the service of local, national, regional and global communities.

Our values Victoria University of Wellington’s core ethical values are respect, responsibility, fairness, integrity and empathy. These values are manifested in our commitment to civic engagement, sustainability, inclusivity, equity, diversity and openness. We prize intellectual rigour and independence, academic freedom, critical enquiry and excellence.

Victoria – our university

Victoria University of Wellington is New Zealand’s globally-minded capital city university, focused on engaging with Wellington, New Zealand and the Asia-Pacific region and connecting with the world. Victoria values the expertise of its professional staff in supporting and enabling teaching, research and engagement activities.

Victoria is a progressive university with ambitious strategic goals and a commitment to having a professional workforce that reflects the diversity of its community. Professional staff engage with academic staff, students, parents, Government, iwi, community groups and many other external stakeholders. All professional staff are expected to uphold the reputation of Victoria through the way they undertake their work.

Victoria is committed to the Treaty of Waitangi. “Mai i te iho ki te pae” is the Māori Strategic Outcomes Framework which is linked to Victoria’s Strategic Plan.

Mā te rautaki tātou e koke whakamua (via the strategy we strive to move forward together)

For further information about Victoria go to www.victoria.ac.nz and Welcome to Victoria.

Role Description: June 2017

Position purpose

The role of the Human Resources Advisor is to partner and support assigned client managers (PVCs, Deans, Heads of School in Faculties and/or Central Service Unit Directors/Managers) providing them with advice, support, assistance and coaching in the management of their staff.

These tasks may encompass the full range of generalist human resource skills, including recruitment, induction, remuneration, training and development, change management, employment relations, health and safety and Equal Employment Opportunities (EEO).

More qualified and experienced appointees may also take a proactive leadership role in the development, consultation and promulgation of HR policy, best practice, and processes for the University, and in providing support and assistance to colleagues in the wider HR Team.

Position location

The Human Resources Advisor is located within the Human Resources Group.

The Human Resources (HR) Group provides strategic, staff developmental, tactical and operational advice, support and services to the Senior Leadership Team (SLT), Deans, Heads of School and Central Services Directors and Managers across all areas of human resources activity, including the provision of payroll services to the University.

The HR Group contributes to the achievement of Victoria’s strategic goals, primarily through advancing and supporting development of the capability of our people.

Strategic context

The HR Group has a strategic and operational plan which is aligned to Victoria’s Strategic Plan. The Senior Human Resources Advisor helps the HR Group achieve its goals by providing client-focused and effective HR services to assigned client groups, The Senior Human Resources Advisor also actively contributes to the development and implementation of HR strategies, policies and processes and either leads or contributes to specified HR projects.

Key responsibilities

HR Advice and Support Support a portfolio of designated Faculty or Central Service Unit (CSU) client groups in

accordance with the University’s HR plan, policies, systems and processes and human resources best practice.

Provide advice and support to client managers on operational and business planning initiatives. Provide timely and professional advice on employment agreements and respective employment-

related legislation to clients. Provide support and advice on performance improvement, disciplinary matters, and employment

disputes. Ensure relevant EEO, diversity and privacy issues are identified and integrated into advice and

support to client managers. Contribute as appropriate to the development and delivery of a range of HR training initiatives for

academic and professional staff to meet both current and future capability requirements.

2Role Description: June 2017 – Human Resources Advisor (not entry level)

Outcome

Client managers and units are well supported, with their needs met in ways that support their business operations and create trust and confidence in HR.

Recruitment, Selection and Induction Provide recruitment support to client managers and groups. Provide advice on recruitment policy, processes and tools and provide support in the recruitment

and selection of staff. Contribute to the development and modernisation of Victoria’s recruitment practices and

processes as opportunity permits. Actively participate as requested, in the organisation and delivery of the University’s Welcome

Day and new staff induction programmes.

OutcomeRecruitment advice and support accurately addresses client needs, is timely and accords with University recruitment processes and requirements. Recruitment support contributes to the achievement of high quality appointments.

Remuneration and Job Evaluation Undertake job evaluations in accordance with the University’s remuneration framework and job

evaluation processes. Provide sound remuneration advice to client managers for staff across the full range of applicable

university employment agreements Contribute to management of Victoria’s annual staff salary review rounds.

OutcomeRemuneration advice and support to clients is comprehensive, viable, timely and consistent with Victoria’s remuneration practices and processes. Accurate and timely job evaluations are undertaken and delivered.

Performance Management Provide managers with coaching and support for the Performance Development & Career

Planning process including advice on setting expectations and giving and receiving constructive feedback.

Provide advice and support on development and training needs during the performance development and planning process.

Provide advice and support to clients on performance management. Support managers throughout poor performance/performance improvement processes and assist

with the development of performance improvement plans where necessary.

OutcomePerformance management advice and support responds appropriately to client needs and is consistent with University performance processes. Performance improvement support manages risk and meets good employer and legal obligations.

Change Management Work with client managers to assist thinking and planning for change to support changing

business needs

Provide input and operational advice and support for the development and implementation of change management proposals and outcomes.

Ensure Victoria’s change management policy and procedures are applied and adhered to during change management processes

3Role Description: June 2017 – Human Resources Advisor (not entry level)

OutcomeChange proposals are well conceived and planned and support business requirements. Change processes are properly implemented and completed in a procedurally sound and legally/contractually justifiable manner.

HR Work Programme Contribution

Contribute to the development and enhancement of the University's HR strategy, plans, standards, policies, processes and guidelines.

Contribute to HR projects and initiatives as appropriate to develop new or improved HR systems, policies, processes and practices.

Outcome

HR work Programme projects and initiatives are well supported, with operational input provided to appropriately inform development and decision-making.

Key relationships

The Human Resources Advisor will develop and maintain excellent working relationships with:

Other Human Resources staff Heads of School/CSU Directors and Managers University staff Staff Union representatives.

The Human Resources Advisor will also work with external service providers (e.g. recruitment agencies, relocation providers) as required to perform effectively in the role.

4Role Description: June 2017 – Human Resources Advisor (not entry level)

Competencies

Competency Demonstrated by

Client focus Understands and believes in the importance of client service; listens to and understands the needs of internal and external clients; displays professional, courteous and empathetic approach; considers equity and diversity issues in interactions; meets and exceeds client needs to ensure satisfaction

Self-management Effectively plans and organises work to achieve desired outcomes; proactive, remains focused, takes action to overcome obstacles and follows through to completion

Integrity Is fair, open, honest and consistent in behaviour and can be relied upon; is receptive to Māori, Pasifika and multicultural issues; generates confidence in others through professional and ethical behaviour

Innovation Questions the way things are done; encourages the discussion, free debate and generation of creative ideas and solutions; learns from past mistakes; generates new and creative ideas to improve the status quo

Teamwork Works co-operatively, respects and is open with others in a team-setting in order to achieve results and team goals

Relationship building Builds and maintains positive and productive working relationships and networks; consults widely; is sensitive towards different peoples and cultures

Persuading and influencing

Gains the co-operation of others by seeking their points of view; understands differing views and identifies points of agreement; negotiates solutions to meet the objectives of all parties where possible; confidently advocates a preferred approach

Selection criteria – essential

Experience across a range of human resource areas including HR change management, recruitment and induction, remuneration, performance management, EEO, privacy, employment relations and HR service delivery to internal clients.

Experience in helping to plan and in supporting change projects. Knowledge of employment legislation and “Good Employer” practices. Knowledge of and commitment to the Treaty of Waitangi and equal employment

opportunities. Awareness of good employer and staff wellness responsibilities and the importance of

individual wellbeing to staff engagement and performance. Good oral and written communication skills including presentation and negotiation skills. Experience in presenting information to different target groups. Experience in producing high quality documents and reports using word-processing, spread-

sheeting, database and presentation software (Microsoft product knowledge is an advantage). Demonstrated experience in influencing others to adopt new or different ideas.

5Role Description: June 2017 – Human Resources Advisor (not entry level)

Selection criteria – desirable

Relevant tertiary qualification, preferably in a specific Human Resource Management discipline and/or equivalent experience. Knowledge of the current university, tertiary or public sector environments is an advantage. Understanding of workplace health and safety management and related legislative

requirements. Good understanding of technology and how to use it to support designated client groups.

Delegations

There are no delegated authorities for this position.

6Role Description: June 2017 – Human Resources Advisor (not entry level)