ROLE STATEMENT
Form HR02-1.1
ROLE TITLE
Manager Organisational Change
CLASSIFICATION
ASO8
DIVISION
Strategy People and Culture
BRANCH
Strategy and Performance
TEAM
Organisational Change
Pos. No. BM4014
INCUMBENT
ROLE PURPOSE
The Manager Organisational Change is responsible for managing the change program and
associated organisational development activities across DMITRE. The aim of the role is to provide
timely, appropriate and high quality strategic and operational support for, and to influence the
decisions of, Executive, Managers and staff across DMITRE Divisions, to support the development
of DMITRE as an agency and deliver its strategic directions. This position also shares
responsibility with Executives for the delivery of public sector best practice change management
practices and processes. The role includes providing high level direction, performance
management, guidance and support for a small team in the delivery of a range of expert
organisational development and evaluation methodologies.
The Manager Organisational Change also plays a pivotal role in working with Human Resources to
develop and implement DMITRE’s People and Culture Plan and supporting improved performance
for all staff.
ROLE OUTCOMES
Strategic and responsive strategies, plans, policies and processes are developed,
1
implemented and managed, in order to ensure the achievement of sustained organisational
change and improvement across the Department.
Critical and complex organisational development projects are expertly planned,
2
implemented and led, in order to meet legislation, Departmental strategic directions, and the
requirements of the High Performance Framework.
The diverse needs of customers and stakeholders are anticipated and understood to lead
3
and deliver on organisational change initiatives and programs that maximise and develop
the capability of DMITRE to deliver its strategic objectives.
Lead, guide, facilitate and ensure the timely development and delivery of a system for
4
developing and measuring key organisational performance indicators and reporting on
agency performance.
Timely high level analysis and advice is provided to Executive, in relation to contentious
5
organisational improvement issues in the form of briefings and strategic papers.
Effectiveness of networks are maximised by negotiating at a high level with key
6
stakeholders in relation to joint interagency projects and reforms.
7
Representation of the Department’s position on relevant committee’s and working parties.
8
Authoritative and professional leadership, ethical and accountable management of:
resources and information, financial and HR delegations, budgets, staff including work
performance and quality, OHS&W and injury management, risk assessment and
management, and the access/equity/diversity strategies of the public sector in line with
Government legislation, Code of Ethics for the SA Public Sector, and DMITRE policies and
procedures.
Form No: HR02-1-1
Policy author: Corporate HR
Compliance: Mandatory
Page 1 of 3
Effective from:
January 2012
Review date:
January 2013
RELATIONSHIPS
1
Reports to the Director Strategy and Performance, and supports the work of the Strategy,
People and Culture Group and the DMITRE Change Strategy Reference Group.
2
Responsible and accountable for the efficient, effective, safe and risk management of staff and
significant resources in the Organisational Change Team.
3
Liaises with, and provides expert information, guidance and support to, staff across the
department.
4
Liaises with, and provides expert advice and consultancy to Ministers, interstate/overseas
counterparts, Local, State and Commonwealth Govt agencies, community groups and with
industry associations, where applicable.
QUALIFICATIONS
1
Essential – Nil
2
Desirable – Tertiary Qualification in organisational development, strategic and/or business
planning, public management or related field.
TECHNICAL EXPERTISE
1
Is recognised as highly knowledgeable in current organisational change and/or strategy
development and performance management and development practices and policies across
the SA public sector, and acts as a source of expert information and advice internally and
externally.
2
Utilises initiative, and very high levels of technical/professional competence, when developing
and/or reviewing customer feedback recommendations, and strategic improvements to critical
organisational systems, strategies, policies and practices.
3
Is highly skilful in leading and delivering project functions, and acts quickly, decisively, and
within delegation authority, in high risk, complex and critical situations.
4
Provides high level and authoritative leadership, tools and training that ensures a project
management approach is adopted for the delivery of major strategic activities.
PERSON CAPABILITIES
Abilities /Experience/Knowledge
1
Demonstrates an expert level of understanding for the needs and requirements of a complex
matrix of customers/stakeholders, including successfully balancing their competing demands
and developing and maintaining high levels of customer confidence.
2
High level ability to practice and consistently model highly developed communication skills,
including adapting style to audience and situation, using a range of strategies to achieve a
common position among others with disparate views, and relating to, and communicating
with, people from diverse backgrounds and circumstances.
3
Demonstrates significant competence in planning and delivery for a complex and critical area
of responsibility, including effectively incorporating the strategic intent of key stakeholders.
4
Demonstrates significant experience in effectively using different leadership styles to achieve
objectives, and acting as a role model of effective public sector leadership.
5
Demonstrates significant competence in providing a clear and compelling vision for change in
its larger context, developing and implementing change strategies, and providing direction
and consistent leadership in a changing environment.
6
Demonstrates expertise in devising and driving difficult plans and projects which have
significant impact on the business.
7
Demonstrates significant capacity to act according to espoused values, ethics and beliefs,
even in most difficult or sensitive situations, including promoting and championing honest and
ethical behaviour across an organisation.
8
Demonstrates significant capacity to model PS Act public sector principles and practices,
ethical decision making, OHS&W and injury management, equity/diversity strategies, and
change management.
9
Demonstrates significant experience in leading and mentoring staff, and managing significant
Form No: HR02-1-1
Policy author: Corporate HR
Compliance: Mandatory
Page 2 of 3
Effective from:
January 2012
Review date:
January 2013
business unit and project resources, in order to deliver critical, complex and major work
programs and projects within timeframes and to budget.
SPECIAL CONDITIONS
1
Out of hours business work.
2
Intra state and interstate travel.
3
Participate in recovery activities relating to emergency management.
Approved by
Authorised Officer
Acknowledged
by Occupant
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How To Apply - To apply for this position, please provide:
1. Your CV outlining your relevant qualifications, work experience, and details of 3 referees - PLUS
2. A cover letter outlining your reasons for applying for the position and your abilities to fulfil the role.
Forward your application by the due date, and forward as per the job advertisement details.
Southaustralia.biz – contact numbers, etc.
Form No: HR02-1-1
Policy author: Corporate HR
Compliance: Mandatory
Page 3 of 3
Effective from:
January 2012
Review date:
January 2013