POSITION DESCRIPTION

Who we are

Confidence in a free, fair and secret voting system is at the heart of any democracy.

In Aotearoa New Zealand this is something we almost take for granted. But it relies on the integrity of our electoral process, and at the Electoral Commission safeguarding trust and confidence in this process is central to everything we do.

We are an independent Crown Entity. We are publicly funded and support a whole of government approach. We operate the electoral system as prescribed in the Electoral Act and mandated by parliament, running the country’s general elections, by-elections and referendums. We ensure the integrity of the rolls and compliance with electoral requirements by parties, candidates and third parties.

But our work extends beyond the usual three-year cycle and running general elections. We meet complex and constantly changing requirements to keep New Zealanders at the centre of the process.

New Zealand’s electoral system enjoys 95% satisfaction from voters and contributes to our consistent ranking as one of the world’s top two democracies.

This is a priceless heritage. It belongs to all New Zealanders. We are proud to be constantly advancing and sustaining the processes it relies on.

Our values

Ngā uara hai pou mō te Kaitiaki take Kōwhiri, kia eke ai to māramatanga ki te pōti - Our five values together form TAUMATA: a summit or peak which is often associated with an arduous journey, with levels along the way, elevating to a higher plain, and success.

Our values help guide us in our mission that all New Zealanders trust, value and take part in Parliamentary Elections.

1. Tūhonotanga  - To join, bond, attach, connect.

Connecting / building and maintaining relationships

Bringing people together to increase participation in democracy.

1. Aratakina - To conduct, lead, point out, guide

Knowledge Transfer

Guiding towards greater understanding.

1. Uakaha  - Vigour, energy, dynamism, enthusiasm

Energy / dynamism / innovation

Being dynamic and energetic in what we do.

1. Manaakitanga - Hospitality, kindness, generosity, support

Power Transfer

Demonstrating generosity and empowering people

1. Tika  - Be true, valid, honest, genuine, sincere

Integrity and honesty

Doing things right; doing the right things!

Position Purpose

The primary responsibility of the Business Partner, People & Culture to provide high quality specialist advice on a range of complex people issues, practices and organisational development initiatives aligned to the Commission's priorities to the Commission's managers within the Business Partners assigned areas. The role supports managers to effectively manage and support their people. The Business Partners will collaborate in supporting the development of the People and Culture team members through coaching and mentoring.  

Your role

Applying best practice business partnering at the Commission

• Understand the Commission's strategic priorities and liaise with managers and the executive leadership team to achieve a high-level outcome aligned with the Commission's values and goals
• Provide high, specialist and operational HR advice to assigned managers at the Commission.
• Develop and maintain an in-depth understanding of Commission groups and teams; their business objectives, challenges and risks.
• Contribute to the development, implementation, and maintenance of People & Culture frameworks, policies, and procedures across the human resources functions and services delivered to managers and employees, particularly performance management and disciplinary issues.
• Provide significant People and Culture advice and insights to the leadership team and lead substantial people-related initiatives.
• Maintain awareness and keep updated on current and new legislative developments related to employment.
• Support the Manager People and Culture to review and maintain the Commission's human resources policies, processes and practices to ensure:

• Compliance with current New Zealand legislation and consistency with the Commission's responsibilities as a good employer
• A relevant contribution to the achievement of the Commission's outcomes
• The Commission's reputation as an employer of choice continues to be enhanced.

Expected results:

• Behaviours, attitudes and values are demonstrated to ensure the success of the Commission.

Providing Credible Human Resources Advice to managers across the Commission

• Build trust and confidence of management by providing high-quality information and expert advice that is readily accessible, robust, and addresses the issues raised and helps them make decisions. 
• Provide timely, high quality, evidence-based information and advice to an appropriate standard through: 

• Accessing research and accurate identification and prioritisation of issues 
• Use various analytical models and frameworks to clarify or redefine issues and gather relevant information used for pro-active reporting. 
• Appropriate and timely consultation processes 
• Development of viable options and practical solutions 
• Rigorous evaluation methods, monitoring and review processes 
• Consult with the business appropriately.  
• Working with other teams across the Commission in collaborated activities to provide a people lens on Commission initiatives.

• Lead or participate in projects, particular assignments, investigations, and inspections as may be required. 
• Use HR information and analysis to identify trends and provide solutions and drive performance across the Commission. 

• Provide advice and practical solutions in change management, workforce planning, and performance management issues
• Contribute to the monitoring and analysis of remuneration and benefits and provide advice on pay and performance, performance planning and appraisals processes.

Expected results:

• People Processes are consistently understood and used across the organisation to drive capability and performance.  
• The Commission values and culture are understood and lived across all areas of the organisation.  
• People data and analytics are strategically utilised to improve processes and capability. 
• Change is effectively managed and implemented.

Employment Relations

• Provide advice, guidance, coaching and support to people managers on employment-related matters, including but not limited to: 

• Absence management 
• Performance management 
• Bullying or discriminatory behaviour 
• Employee actions or behaviours (whether at work or outside of work) which bring the Commission into disrepute.  
• Organisational restructuring  
• Clarification of terms and conditions of employment  
• Termination of employment 
• Breach of organisational policy 
• Parental leave  
• Flexible working arrangements. 

• Provide risk assessment on individual employment matters and work closely with people managers to action appropriate 
• Develop an ER portfolio to ensure managers are supported to work through ER issues. 
• Maintain the Commission's ER register to identify trends, opportunities for learning and development for operational managers and to build up institutional knowledge for consistent application of advice across the Commission.

Expected results:

• Managers at the Commission are provided with high quality and timely employment relations advice and support to manage people related employment issues.
• Undesirable behaviours are identified by managers and seen to be addressed.
• Relationships are effective and successful with all internal and external stakeholders.
• Enhanced organisational functioning because of strengthened employee relations.

Talent acquisition/employees /Transition

• Work with other Business Partnering and P&C team members to provide advice and guidance to managers to ensure the Commission recruits, develops and retains the capabilities required.
• Support hiring managers in the recruitment process through the SnapHire recruitment tool.
• Provide advice and guidance to managers on the preparation of employment agreements, acting agreements, fixed-term agreements, and variation letters.
• Support other P&C team members to develop appropriate induction and orientation processes for new employees.
• Partner with managers and P&C Talent lead to proactively identify the capability and capacity required to deliver on the Commission's strategic goals and values.
• Manage transition arrangements for employees and oversee or conduct exit interviews.

Expected results:

• Managers are well informed of the recruitment process and are confident in the rigor to select suitable candidates for the role.  
• A consistent recruitment process is completed for both external and internal hiring, with additional support and particular care taken within the process.  
• Working with the Talent Lead, the Commission has awareness of top talent in the market which allows for rapid engagement with candidates as soon as vacant opportunities become available.  
• The Commission is seen as an employer of choice, not only for the opportunities themselves but also for the experience candidates have when they are engaged in the recruitment process.  

Team effectiveness and culture

• Contribute to team effectiveness by providing suggestions, learning feedback and support to others, to enable the uplift of team performance and drive motivation.
• Regularly demonstrate a positive, open and collaborative mindset when contributing to the team, organisation, values and activities of the Commission.

• Act as an ambassador for the culture and values of the Commission by demonstrating them in all interactions with employees and stakeholders.
• Proactively resolve challenges and problems by demonstrating equality, collaboration and cooperation.
• Demonstrate sound judgement and decision-making through analysis, wisdom, experience, and judgment and collaboration with others.
• Provide back-up support to Business/Group team members in times of absence.

Expected results:

• The Commission’s values are demonstrated through team behaviours, interactions and performance.
• Team culture is strong and there is a willingness to provide and receive effective feedback.
• Challenges are resolved effectively representing the team and/or organisation’s best interests.
• Decision making is considered, and evidence based.
• The team operation is smooth and efficient and is uninterrupted when there are absences.

Health, Safety and Wellbeing

• Take reasonable care for your own health and safety and that of others at work.
• Proactively demonstrate adherence to the organisation’s Health, Safety and Wellbeing related values, acting as an advocate and support for all our employee’s wellbeing.
• Comply with the Commission’s health and safety policies and procedures. Take action to improve health and safety record of the workplace. Ensures equipment and work areas are well maintained.
• Ensure timely and accurate reporting of any risks or hazards and potential risks or hazards so that they may be remedied.

• Promote and advocate employee wellbeing, acting as a champion for wellbeing.
• Lead, champion, and promote continual improvement in health and wellbeing to create a healthy and safe culture.
• Continuously engage with the team to enable them to actively participate in wellbeing activities and initiatives.
• Please add any role-specific Health, Safety & Wellbeing points here.

Expected results:

• All employees understand their responsibilities and utilise development programmes to ensure they have the required health and safety competency.
• All employees are required to improve Health, Safety and Wellbeing in their work environment to create an improved health and safety culture in line with the Health, Safety and Wellbeing policy
• The team is continuously engaged with to enable them to actively participate in wellbeing activities and initiatives.

Key competencies

• Results Orientation: The ability and desire to achieve effective results, and work towards or exceed an agreed goal. 
• Professional Integrity: The ability to act in a manner that conveys high personal and professional standards consistent with the principles of importance to the Commission and the State Sector.  Develops and maintains trust and is seen to be someone who presents the unvarnished truth in an appropriate and helpful manner, keeping confidences, admitting mistakes and does not misrepresent themself for personal gain 
• Analytical Skills: Ability to identify issues and analyse information to make considered decisions. Uses rigorous logic and methods to solve complex problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers. 
• Customer Focus:  Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect. 
• Priority Setting: Spends their time and the time of others on what is important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal.  Eliminates roadblocks; creates focus. 
• Continuous Improvement: The ability and desire to seek and use better ways of doing things (to improve one's personal and the Electoral Commission's performance) 
• Good Judgement: Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment; most of their solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions. 
• Communication: The ability to express thoughts and ideas with clarity and present a consistent point of view both orally and in a written format. 
• Environment Awareness: Awareness of the economic, political, social and cultural context in which the individual and the Electoral Commission operate. 

Qualifications and technical skills

• At least four years' Human Resources experience at the senior level and preferably in a public sector environment
• A tertiary qualification and professional achievement in business or human resources management or related discipline
• Well-developed analytical skills with the ability to formulate well-reasoned solutions

Experience and knowledge profile

• Excellent skills in relationship building, influencing, persuading, coaching and negotiating
• Able to innovatively measure client satisfaction to improve levels of service.
• Experience in planning, overseeing and supporting the implementing HR initiatives as projects throughout the project's lifecycle for operationalising new HR initiatives
• Sound knowledge of applying current employment legislation/relations/policy and best practice HR principles within diverse real-life operational environments.
• Sound knowledge and operational implementation experience of current principles and best practice in employment relations, performance management, disciplinary procedures, and investigations
• Knowledge and understanding of the following:
• Tikanga Māori and a working knowledge of the Treaty of Waitangi, human rights concepts, diversity and inclusion principles, as well as equal employment opportunities.
• A proven ability to apply the utmost discretion in dealing with sensitive issues and managing confidential personal information.
• Previous experience managing ER issues providing advice and guidance to the management team
• A willingness to contribute to a constructive, positive and collaborative work environment.
• Ability to work under pressure to meet deadlines

Public Service introduction

Ka mahitahi mātou o te ratonga tūmatanui kia whai tikanga ai te noho a ngā tāngata o Aotearoa i āianei, ā, hei ngā rā ki tua hoki. He kawenga tino whaitake tā mātou hei tautoko i te Karauna i runga i āna hononga ki a ngāi Māori i raro i te Tiriti o Waitangi. Ka tautoko mātou i te kāwanatanga manapori. Ka whakakotahingia mātou e te wairua whakarato ki ō mātou hapori, ā, e arahina ana mātou e ngā mātāpono me ngā tikanga matua o te ratonga tūmatanui i roto i ā mātou mahi.

In the public service we work collectively to make a meaningful difference for New Zealanders now and in the future. We have an important role in supporting the Crown in its relationships with Māori under the Treaty of Waitangi.  We support democratic government. We are unified by a spirit of service to our communities and guided by the core principles and values of the public service in our work.

You can find out more about what this means at (https://www.publicservice.govt.nz/about-us).