People & Capability Director

Key Responsibilities

The role has been created to support the above changes. It will command a ‘Greenfields’ mentality – helping to bring things to life! You will review, rework, and strategise across everything ‘people’ – design, create, execute, imbed, then pivot – ensuring continual improvement; all aligned to business initiatives and customer centricity.

Best practice and capability uplift are at the heart of everything – be it new ways of working; a people op model review; automation; or the simple juggling of a few ‘bits and bobs’ – who knows?! Fundamentally however, it’s about raising the bar at every touchpoint. You will get in, be curious and initiate strategic programs of work that support a high-performance culture.

Reporting to the NZ CE, and being responsible for the NZ portfolio, you will lead 15 people across Partnering, L&OD, Talent and HR related support functions. Your role will be a huge influencer – developing and empowering a team who provide ‘fit for purpose’ guidance and advice; all while building the credibility of the people function.

Interacting with executives and senior management regularly, you will inspire those around you, through leaning in at every level.

…it’s about high performance, at pace….and with care!

Qualification & Requirements

It tells you a lot above, but let’s re-emphasise the important “you” bit…

Raising the bar is second nature to you, and you do this with both gusto and humility. You know what great looks like, and people flourish when they work with you.

Leaders seek you out because of your mature, wise, and commercial insights; and your smarts! You ‘think’ across, up, and down – a connector and collaborator through and through. While fostering creativity however, you also know when and how to channel this, to gain maximum impact; …and you don’t over-complicate things.

You have learned that “less is more”, as well as the value of ‘discovery’. This, and your exceptional judgement, means that when you speak and act, it’s with clarity and substance.

…and yes, it’s been done before! You have led a large team and have taken people through operating changes. Through your strategic framework development, well-defined people programs, and imbedding of accountability, individuals and teams alike will be enabled business wide.

This is a gritty leadership role, needing a seasoned HR practitioner who brings a sense of calm. It goes without saying that your NZER experience is well-honed, as is your leadership of others.

Benefits

No Information Available