Organisational Development Consultant
Work Profile Position Title: Organisational Development Consultant Position Number: Responsible To: Council Program: 1536 Team Leader Talent and Organisational Development People and Culture Classification Level: 7 Overview of Program The People and Culture Program is comprised of three main areas; the MySafety Team, the People Services Team, and the Talent and Organisational Development Team. Together, as a People and Culture Program, our aim is to build a constructive, safety conscious and agile workforce. Key Relationships / Interactions Internal External Senior Business Partners P&C, and Business Partners in other Programs People & Culture Team Leaders and Staff from across Council External Service Providers Job Specification Primary Purpose As a member of the Talent and Organisational Development Team, the Organisational Development Consultant will provide strategic support to build organisation capability and a constructive culture. This involves creating, developing and delivering innovative OD initiatives to improve organisational performance and drive employee engagement. Organisational Development Consultant - People and Culture 2/4/15 Page 1 Responsibilities The Organisational Development Consultant is responsible for: Providing proactive, strategic input into the development and implementation of Talent and Organisational Development initiatives that support the cultural change strategy & People and Culture Program Plan including but not limited to: Development and implementation of a Reward & Recognition strategy for the organisation that reflects best practice principles Delivery of the annual employee perception survey ‘Your Voice’ and action planning Development and Implementation of a Diversity and Inclusion strategy for the organisation Contributing to the development of OD initiatives in response to changing needs. Providing specialist advice to Program areas relating to OD. Identify learning needs & solutions to support cultural change, leadership and build capability within the organisation Develop and facilitate workshops and training forums Acting as a change champion to support the cultural transformation program. Working with the P&C team, playing an integral role in providing input and supporting implementation of the People and Culture value proposition. Supporting the application of and demonstrably engaging in the ACC’s Equal Employment Opportunity, cultural diversity and ethical practice policies. Understanding the organisation’s OHS&W and Injury Management policy and procedures, and undertaking your role within these. Taking reasonable care to ensure their own safety and not placing others at risk by any act or omission. Attending WHS training and following instructions and advice provided. Complying with the requirements of the ACC WHS management system. Using and caring for equipment, including personal protective equipment, as instructed. Not intentionally or recklessly interfering with or misusing workplace equipment and supplies in a manner that could adversely affect health, safety or welfare in the workplace. Organisational Development Consultant - People and Culture 2/4/15 Page 2 Selection Criteria/Competencies Required for the Role (*) Candidates should ensure that their application clearly demonstrates their ability to meet the Essential Criteria detailed below. A tertiary qualification (degree level) in Change Management, Human Resources, Psychology, Organisational Development or General Business Management (or related field). Accreditation in Human Synergistics cultural diagnostic tools Qualifications Essential Desirable Organisational Development Consultant Competencies Maintains up to date knowledge of emerging global OD trends Takes a long-term perspective on problems and opportunities whilst understanding the alignment of OD initiatives to the wider organisation Applies insight and creativity to the development of strategies that help the organisation to build performance, engagement and a constructive culture Proactively proposes innovative strategies that open up new opportunities for the growth and development of ACC’s employees and leaders Strategic and Innovative Thinking Customer Focus Business and Financial Acumen Demonstrates knowledge of customer needs and uses this information to help determine priorities and the way forward. Continuously identifies and evaluates viable future opportunities for the organisation Proactively monitors industry trends and benchmarks appropriately to gain insights on optimal practice/innovation that can be shared to the benefit of the organisation. Demonstrates a commitment to understanding the needs and priorities of key stakeholders Interprets the interdependencies between projects and priorities in line with customer requirements Establishes and maintains effective relationships with customers and key stakeholders, inspires trust and respect Takes action to meet customer needs — takes ownership, considers how actions or plans will affect customers, responds quickly to meet customer needs and resolve problems Implements effective ways to monitor and evaluate customer concerns, issues, and satisfaction and to anticipate customer needs. Assesses the financial implications of business based decisions and actions Balances data analysis with judgment, experience and common sense Understands how their role contributes to the overall success of the organisation, the City and the community Analyses data to identify trends and issues that are important to the Organisational Development Consultant - People and Culture 2/4/15 Essential Essential Essential Page 3 organisation and interprets the results to make recommendations for how the organisation should address the issues Interpersonal Skills and Resilience Continuously learns and demonstrates an in-depth understanding and knowledge of the organisation’s core business and how the organisation operates (e.g., has a thorough understanding of overall organisation structure, processes, policies, functions, and their interrelationships) Seeks out people and actively shares information instead of waiting for others to connect Understands and adapts to different working styles, personalities, and cultural backgrounds of the people he or she works with. Sets a positive example, displays resilience and reinforces the goals of ACC's culture program Maintains progress (while maintaining quality) when handling multiple tasks and projects, even under stressful situations or when faced with competing deadlines. Is patient, tenacious, and resourceful when seeking information to satisfy a request or complete a project Sees issues and problems through to completion. Able to influence key stakeholders using a range of adaptive techniques to generate enthusiasm, support and commitment for OD initiatives Demonstrates willingness to incorporate input from others. Able to select the appropriate option or pursue a course of action by balancing risk and reward and consulting with or encouraging input from others when it is appropriate Understands the reasoning behind a decision and educates others to gain a corporate wide understanding and build a consistent, principles based approach Decisions are evaluated for effectiveness and improved approaches are considered Anticipates the consequences and implications of decisions Involves key stakeholders appropriately in decisions that may impact them Proactively identifies and priorities the key issues involved to facilitate the decision-making process for the team or group Considers alternative positions and remains flexible, but committed to a decision where appropriate, even when faced with resistance or opposition Delivers on agreed priorities Able to coach and mentor people at all levels of the business and provide appropriate feedback Influencing Skills Decision Making Develops and Coaches People Organisational Development Consultant - People and Culture 2/4/15 Essential Essential Essential Essential Page 4 Reinforces positive performance, provides constructive feedback and advice on opportunities for development Function Specific Competencies Technical Knowledge & Experience Managing Change Substantial experience in developing and implementing Organisational Development best practice strategies and initiatives such as Performance Management, Change Management, Reward and Recognition, Leadership and Learning and Development. Sound experience in providing strategic advice and solutions on a range of Organisational Development areas Significant experience in researching best practice and comparison industry Organisational Development trends and providing appropriate recommendations Demonstrated consulting and relationship management experience at operational and senior levels Significant experience in developing and facilitating workshops and forums Sensitivity to Situations: Assessing situational forces that are promoting and inhibiting an idea for change. Challenging the Status Quo: Willingness to act against the way things have traditionally been done when tradition impedes performance improvements. Intelligent Risk-Taking: Being willing and able to take calculated risks Essential when necessary. Reinforcing Change: Acting as a change champion for Organisational Development initiatives, promoting the value-add and benefits at all levels Well-developed project and consultant management skills which underpin the timely development of strategies, projects and programs and assist in cross functional collaboration. Essential Proven ability to effectively manage own time and utilise allocated resources which includes planning, delegating (where appropriate) and prioritising. Ability to prioritise and be flexible when responding to changing priorities and demands. Essential Project Management Resource Management & Decision Making Essential Proven ability to build positive relationships and consult, negotiate and communicate with all levels of management and staff, government agencies, stakeholders and the community, both verbally and in writing. Collaboration & Communication Energy and personal style to collaborate and influence across all levels in order to create awareness and traction around the adoption of People & Culture strategies. Ability to act as “Change Champion” and have the ability to effectively communicate with and influence others towards acceptance and understanding of change programs. Organisational Development Consultant - People and Culture 2/4/15 Essential Page 5 I make a difference – Our Leadership Framework underpinned by our values, and based on the concept of collective leadership – we are all leaders and we all can make a difference, captures the essence of what will guide us on our journey of future success; growing and developing ACC. Our Values - will guide us towards becoming a stronger, more effective organisation with a positive and mutually beneficial work environment for everyone. Achievement - Delivering Council’s outcomes we celebrate our successes and recognise the achievements of our people we promptly deliver the services, policy and assets that realise the goals of Council we set clear achievement goals and give people what they need to deliver on them we continually give and accept performance feedback Collaboration - Working with others we work across divisions to achieve outcomes that require a team effort we make the effort to support, understand and value others we focus on sharing information with others to achieve shared goals we support our community Customer commitment - Understanding and meeting the needs of others we deliver on our promises we take ownership and follow through we listen to our customers and have empathy we will provide exceptional service to all Integrity - Honesty, trust, respect and ethics we do what we say we will do we listen to and value the perspectives of others we display behaviours that reflect our organisational Values we respect each other Innovation - Finding a better way to deliver we look for options and ways to say yes instead of no we have the courage to put forward bold proposals if they will deliver the results we want we reward new ideas for delivering outcomes and people who take calculated risks Organisational Development Consultant - People and Culture 2/4/15 Page 6 we will always identify the solution, never just the problem Our Guiding Principles The following principles will guide how we plan, set policy, make decisions, manage risks and allocate resources to deliver lasting results for the City of Adelaide and its people. Our Focus – we develop place-based and community-specific plans, which mesh with city-wide policies and strategies Our Service – we listen to our community, understand its expectations and deliver services that respond to its needs Our Openness – we value and facilitate community involvement in what we do, which includes making information about our policies, plans and decisions easy to access Our Approach – we work with our community to build capability, entrepreneurship and innovation to achieve positive outcomes for the community and the city as a whole Our Stewardship – we ensure all expenditure and the management of assets provides value for money and grows community wealth now and into the future Our Sustainability – we ensure our actions do not compromise the ability of future generations to achieve appropriate economic, social and environmental outcomes for the city Our Purpose Is to be: ‘One City One Team’ – this means we will work together as one team with Council and the community to achieve our dream of making Adelaide a great city. We will achieve this by being an organisation that is a: Brilliant service provider who puts the customer first and gives each customer a great experience of Council’s service Trusted partner who actively engages with others to combine expertise and resources and to produce the best possible outcome for each party and the city Professional administrator who provides great advice to Council and consistently delivers on the things that matter High-achieving team full of creative people who inspire and bring out the best in each other to deliver what is promised Best practice organisation which leverages our knowledge, systems, assets and resources to deliver current priorities, and innovates to create future wealth and capability Organisational Development Consultant - People and Culture 2/4/15 Page 7 Special Conditions: Performance will be based upon the delivery of the agreed goals recorded in your Performance Review documentation. Some out of hours work may be required in order to meet the requirements of your role. Physical Demands (Delete if not relevant): While performing the duties of your job, you are required to regularly: Sit Stand This Position Description is only descriptive of the type of duties to be undertaken by you during your employment and you accept the Corporation may require you to carry out any duties which are within your skills and competence. Manager/Team Leader Signature: .............................................. Date: ...../...../..... Manager/Team Leader Name: .............................................. Employee Signature: ............................................................... Employee Name: ............................................................... Organisational Development Consultant - People and Culture Date: ...../...../..... 2/4/15 Page 8
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