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.
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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.
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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
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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
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
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.
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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
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
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
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

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
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