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a Department ofPrimary Industries and Regional Development

GOVERNMENT OF WESTERN AUSTRALIA

Job Description Form (JDF)

Position detailsPosition title:

Position number:

Classification:

Physical location:

Award:

Agreement:

Pillar:

Directorate:

Branch:

Workforce Support Consultant

70180257; 70180258

Level 5

Perth Metropolitan Area

PSA 1992

PSGOCSAGA 2017

Capability and Performance

People and Culture

Business Partnering

Reporting relationshipsReports to: Business Partner, Level 7

This position

Direct reports: Nil

Role summaryCoordinates the delivery of People and Culture services for an organisational pillar, and supports the Business Partner in aligning employee management practices and culture change programs with business objectives and managing a range of People and Culture issues.

Builds and maintains productive working relationships within the People and Culture team and with other internal and external stakeholders to foster a business and employee-oriented high-performance culture that emphasises the acquisition and ongoing development of a talented workforce to support the delivery of strategic objectives.

Effective date: October 2018 Page 1 of 4

About usThe Department of Primary Industries and Regional Development’s (DPIRD) role is to ensure that primary industries and regions are key contributors to the Government’s agenda for economic growth and diversification, job creation, strong communities and better places. Our goals are to:

• Protect: to manage and provide for sustainable use of our natural resources and soils, and to protect Western Australia’s brand and reputation as a reliable producer of premium, clean and safe food, products and services.

® Grow: to enable the primary industries sector and regions to increase international competitiveness, grow in value and social amenity and become a key pillar of the State’s economy.

• Innovate: to support a culture of scientific enquiry, innovation and adaptation across primary industries and regions to boost industry transformation, economic growth and employment.

Our valuesOur values are critical in creating a healthy and dynamic culture that helps each and all of us to make our best contribution, to develop a workplace where we feel excited about our work and results and where other people will increasingly want to join our team. Our values underpin how we operate:

• We value relationships - Our relationships with our clients, colleagues and stakeholders are at the heart of everything we do

• We are resilient - We recover from setbacks, embracing and adapting to change because we have a clear focus on the big picture and long term impact

• We are responsive - We understand the needs of our clients, colleagues and stakeholders and add value by tailoring our solutions accordingly

» We focus on results - We strive to develop and provide excellent services that delivers meaningful results to the community we serve.

Key responsibilitiesThe key responsibilities of the role include, but are not limited to, the following:

Strategic Focus

• Collects and analyses workforce information to underpin decision making around workforce strategy development and improved people management practices in the pillar.

• Identifies and clarifies emerging problems relating to workforce performance and management, evaluates potential solutions, implements agreed changes, coaches and provides advice.

Service Delivery Management

• As directed by the Business Partner, provides support to leaders, managers and supervisors on a range of HR matters including performance management, employee

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relations advice, workforce planning and recruitment, position classification and establishment, organisational restructures, change management, advice on training and development of staff and policy development and review.

• Completes delegated projects by clarifying project objective, setting timelines and schedules, conducting research, developing and organising information and following through on actions.

o As directed by the Business Partner, engages and works holistically with other People and Culture branches to broker their expertise to assist with Human Resources/Organisational Development service delivery and program development.

0 Actively promotes and communicates People and Culture policies, processes and programs to support business improvements and high performance.

e Enhances the People and Culture reputation by accepting ownership for accomplishing new and different requests, exploring opportunities to add value to the business and providing suggestions to support the continuous improvement of systems, policy and process.

Stakeholder Management

© With a strong business-focused approach, builds relationships with pillar managers in order to coordinate the implementation of workforce strategies and effective resolution of workforce issues

© Manages expectations by communicating project status and issues, resolving concerns, analysing time and cost issues and preparing reports.

« Other duties as required.

Work related requirementsIn the context of the role:

Essential criteria

Role specific

1. Experienced in providing a business-centric and broad human resources consultancy and advisory service, including the collection and analysis of workforce data and experience managing change projects.

Core capabilities

2. Build effective relationships: Well-developed communication skills, both verbal and written, including the ability to consult, advise and convey information to stakeholders in order to achieve strategic outcomes.

3. Challenge for innovation: Keeps skills and knowledge up to date in relevant field of expertise, and leverages this to generate strategies and innovations that improve service delivery to the clients and stakeholders.

4. Think strategically: Well developed conceptual, analytical and problem solving skills with the ability to provide strategic solutions to project management and service delivery problems.

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5. Deliver in a changing environment: Plans, prioritises and organises work in line with organisational goals and project outcomes. Communicates the reasons for change to others and assist others to accept and engage with change.

6. Lead and empower others: Actively seeks feedback and modifies their own approach to enhance personal effectiveness, and comprehensively evaluates the effectiveness of programs, services and policies to enable an understanding of the impact they deliver.

Desirable criteria

1. Qualifications in a relevant discipline.

Special requirements/equipment

• The contract of employment specifies terms and conditions relating to this position.

CertificationThe details contained in this document are an accurate statement of the duties,responsibilities and requirements of this position.

Delegated authority

Position title: Managing Director, Capability and Performance.

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