Deputy Director, People and Culture (People Policy)

What The Role Is

The People & Culture department works closely with key stakeholders to deliver People & Culture solutions and best practices that support the business goals of the Council.

As Deputy Director of People Policy team, you will oversee both the strategic and operational aspects of human resource functions, including HR ops, talent acquisition, talent and performance management, strategic workforce planning, career development, compensation and benefits and rewards and recognition.

What You Will Be Working On

Strategic Workforce Planning and Organisation Design

1. Support senior management to plan for future workforce capacity and capability to achieve organisation goals. This includes the ability to proactively identify and manage the impact of workforce risks to the organisation.
2. Assess and review the organisation structure, job scopes, responsibilities, tasks and competencies to ensure that jobs in the organisation are able to support it in attaining current goals and sustain it for the mid- and long-term.

Strategic Business Partnership

1. Oversee the team of Business Partners (BP) to partner senior management and line departments to facilitate and develop holistic HR decisions, operations and initiatives based on business priorities, perspectives and desired outcomes in support of Arts Plan 2.0 and beyond.
2. Provide guidance to BPs on HR policies, especially in complex cases.

Ops-Tech Planning and Solutioning

1. Oversee HR Operations by establishing and managing effective and efficient HR management systems (Cumulus Workday) and leverage new technology to enhance HR operations and service delivery.
2. Develop and continuously improve HR processes to ensure better service delivery to NAC’s work and employee life cycle management.

Performance Management, Talent Management and Succession Planning

1. Design and implement strategies and processes that bring out the best in employees in a manner that is aligned with the organisation’s desired culture, goals and vision.
2. Identify, manage, develop and retain talents so as to ensure the success of organisation in the future. This also includes creating a plan to ensure healthy succession bench-strength of the organisation.

What We Are Looking For

1. At least 12 years of relevant HR experience, with at least 3 years of supervisory experience, preferably in talent acquisition and management, ranking and promotion in the public sector.
2. Strong understanding of HR policies and processes within the public service.
3. Strong analytical, communications, stakeholder and change management skills, contributing to a collaborative working environment, and designing and implementing policies and processes that are employee-centric, while taking into consideration employees' and organisational needs, relevant legislations and industry best practices.
4. Good project management skills to effectively manage project milestones and drive initiatives and have a mindset of continuous improvement, recommend, and explore fresh ideas that may not have been tried and tested.
5. Experience in leading HR workstreams such as job evaluation, business process improvements will be beneficial.
6. Familiarity with Cumulus Workday will be beneficial.