Manager Organisational Development

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ARPC Position Description

Role Title: Manager Organisational Development

Function: Human Resources and CEOOffice

Classification broadband: EL1

Location: Sydney Security clearance: Baseline

Role Reports to (role title): Head of People and CEO Office

Direct Reports (role titles): Nil

Purpose of the role (Why the role exists; how the role contributes to the ARPC’s strategic objectives) The purpose of this role is to:

• Lead the agency’s organisational development (including talent acquisition) program of work, and • Partner with defined ARPC teams to provide generalist HR support and guidance.

Key Accountabilities (Key activities, tasks, and outcomes to be achieved)Role model ARPC’s Values and Code of Conduct and capabilities set out in the ARPC’s Capability Framework.The role is a trusted advisor and expert subject matter expert to HR colleagues, ARPC leaders, and allemployees.Talent Acquisition• Lead the end-to-end process of sourcing, attracting, hiring, and onboarding employee and consultant

resources including:– Complete recruitment processes as set out in the recruitment procedure.– Provide input into hiring strategy for each role to ensure the agency acquires talented and

qualified individuals in alignment with the agency’s diversity objectives.– Execute the recruitment strategy, including facilitating internal ‘expressions of interest’ processes,

referrals, and external recruitment/search processes.– Ensure hiring processes deliver a positive experience for each candidate.– Ensure hiring process are enable ARPC to adequately differentiate the capabilities of candidates

to select the most suitable candidate based on merit.– Build and maintain positive relationships with a range of suitable external recruitment and search

– Retain records of all materials used for recruitment, including interview notes and related

paperwork, to share with key stakeholders as required.– Coach hiring managers on recruitment skills.– In collaboration with the hiring manager:

 Draft position descriptions and job advertisements Determine selection criteria for candidates in collaboration with ARPC hiring managers. Draft interview guides that reflect the requirements for each position Conduct and participate in interviews as required. Identify and refine down the most suitable talent from available candidates. Assess candidates’ information, including C.Vs., portfolios and references.

Employee Development• Provide expert advice and hands on support in the design and delivery of programs and practices that

build a high-performing, future ready and values-led team:– Maintain the agency’s succession plan.– Complete regular talent reviews (performance Vs potential)

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– Lead the scoping, discovery, research and analysis, design and delivery, and evaluation of training and development needs across the ARPC team.

– Conduct needs assessments (desk top analysis and facilitation of workshops with ARPC leaders) to determine training and development needs for all employees.

– Define, promote, and support the development of critical capabilities across the agency Identify and incorporate contemporary good practice and lessons learned into program plans.

– Build and maintain positive relationships with a range of suitable external training and

– Review evaluations of training courses, objectives, and accomplishments– Establish processes for assessing the effectiveness of training in terms of employee

accomplishments and performance (return on investment)

HR Business Partner Services• Provide advice and guidance to ARPC team members in relation to ARPC’s HR policies, procedures,

and processes.• Be the point of contact for assigned ARPC senior executives and their teams and provide generalist

HR advice and guidance.• Support leaders to effectively manage employee matters such as complaints, grievances,

• Actively contribute to planning and continuous improvement, and actively share knowledge and

feedback as a member of the team.• Lead and participate in ARPC Corporate projects as and when opportunities arise.

Working Relationships (Key stakeholders, clients, customers, suppliers, providers, consultants, etc.)

Internal Relationships

• Build and maintain strong relationships with the ARPC team

External Relationships• Build and maintain strong relationships with vendors and partners.

Regulatory ResponsibilitiesPublic Interest Disclosure Act 2013 (PID Act)

• ARPC Managers may receive disclosures from staff they supervise or manage and are responsible for providing to an ARPC Authorised Officer (CEO, CFO, COO) as soon as practicable, any information provided to them that concerns disclosable conduct (within the definition of PID Act S.60A).• ARPC Managers must assist the ARPC CEO (or delegate) and/ or the Commonwealth Ombudsman in theconduct of a PID investigation.• ARPC staff must assist the ARPC CEO (or delegate) and/ or the Commonwealth Ombudsman in theconduct of a PID investigation.

Privacy Act 1988• ARPC staff must adhere to the Australian Privacy Principles and the ARPC Privacy Policy and report any privacy breaches by any employee or contractor to the Privacy Officer (CFO) and/ or Privacy Champion(COO) as soon as they become aware of them.

Freedom of Information Act 1982 (FOI Act)• ARPC staff are responsible for notifying and supporting the Information Public Scheme (IPS) Team to ensure published website Information is accurate, up-to-date and complete.• ARPC ‘owners’ of website content are required to review content on their page(s) at least annually.

Security• Responsible for monitoring their staff (including contractors), resources and functions to ensure security controls are maintained and operate effectively.

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• Responsible to ensure that staff (including contractors) are aware of and practice the appropriate security procedures for protecting individuals, official information, and other valuable resources.

Person specification

Qualifications and experience

Qualifications (indicate whether mandatory or desired)

• Tertiary qualification in Human Resources or related field (or equivalent experience) Desired • AHRI Certified Practitioner of Human Resources (CPHR) Desired

Experience (minimum type and level of experience required to perform the role)

• Experience in Talent Acquisition for specialised, professional roles Mandatory• Experience in employee development for specialised, professional roles Desired• Knowledge of insurance, reinsurance banking or financial service Desired

Technical Capabilities (skills, knowledge, technical or specialist capabilities)

• Expertise in talent acquisition and organisation development coupled with energy and passion for the

• Experience with full-cycle recruiting, using various interview techniques and evaluation methods.

• Demonstrated experience in a learning and/or organisational development role.

• Strong knowledge of the MS Office suite including Word, PowerPoint, and Excel

• Excellent written and verbal communication skills

• Excellent analytical skills with the ability to derive simple insights from complex data.

• Excellent interpersonal skills with the ability to effectively negotiate and influence.

• Ability to build strong relationships with various stakeholders.

• Excellent legislative and regulatory interpretation and application skills

• Natural application of insight, initiative, and innovation

• Ability to work as part of a team and autonomously, as a subject matter expert

• Courteous assertiveness

Authorities Limits/ Type

HR Delegations: As per ARPC Enterprise Agreement

Declared Incident: As per ARPC Response Procedure

Additional requirements

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ARPC Values

• Stakeholders first• Personal leadership• Integrity

ARPC Capabilities (Integrated Leadership System)ARPC Capabilities describe behavioural expectations for all employees, by classification broadband.

• Shapes strategic thinking• Achieves results.• Supports/cultivates productive working relationships.• Exemplifies personal drive and integrity.• Communicates with influence

Approved by:(Name & position)

Head of People and CEO Office

Signatureand Date:

CEO Approval:

Dr. Chris WallaceCEO

Signatureand Date:

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