Position:Business Improvement Analyst

Children’s Worker: No

Location:National Office, Wellington

Business Unit:Human Resources

Group:Corporate Solutions

Reporting to:HRReporting and Analysis Manager

Issue Date:January 2018

Delegated Authority:Nil

Staff Responsibility:Nil

Our Role

The Ministry of Social Development (MSD) is the lead agency for the social sector. We help the Government to set priorities across the sector, co-ordinate the actions of other social sector agencies and track changes in the social wellbeing of New Zealanders.

The Ministry provides policy advice, and delivers social services and assistance to children and young people, working age people, older people, and families, whānau and communities. We work directly with New Zealanders of all ages to improve their social wellbeing.

We serve over a million people, working out of more than 160 centres around the country. It is likely that every New Zealander will come into contact with the Ministry at some point in their life.

Our work, together with our social sector partners, is essential to achieving a sustainable and prosperous future, where all New Zealanders are able to take responsibility for themselves, be successful in their lives and participate in their communities.

Our Purpose

We help New Zealanders to help themselves to be safe, strong and independent.

Ko ta mātou he whakamana tangata kia tū haumaru, kia tū kaha, kia tū motuhake.

Our Principles

MSD people: All own what we all do | Take responsibility for what we do | Understand our role in the big picture, who can help us and who we can help | Navigate through ambiguity and the opportunity it brings to create better ways of doing things | Act with integrity, courage and transparency | Celebrate our achievements and those of our clients.

Position Description Approved By:

______
Deputy Chief Executive, Corporate Solutions
Date: ……/……/……
Group:
The Corporate Solutions group is responsible for providing the majority of corporate and shared services within the new MSD corporate operating model. The Corporate Solutions operating model includes embedded corporate services for MSD, shared services and shared governance from MSD to the new Ministry for Vulnerable Children Oranga Tamariki, the Social Policy and Evaluation Research Unit (Superu) and the Social Investment Unit (SIU) and a range of transitional embedded corporate functions to Oranga Tamariki. There may be future opportunities to provide corporate services to other agencies across government.
Corporate Solutions brings together the corporate functions of Human Resources (HR), Finance, Procurement Solutions, Information Technology (IT), Communications, MSD Approvals, Ministerial and Executive Services, Claims Resolution, Risk and Assurance, Property and Facilities, Health, Safety and Security (HSS), Legal Services, Information, Privacy, Policy and Practice, Organisational Security Intelligence, and the Information Security Office.
It is responsible for leading the development of integrated capability strategies across the whole of MSD and client agencies and for developing a sector-wide view on organisational policies, practices and issues, with a strong business partnership focus on client centric service, sustainability, providing smart solutions and backing the businesses to succeed.
Corporate Solutions provides support services to over 10,000 MSD and other agencies employees across New Zealand. The group has responsibility for an operating budget of around $300 million per annum and employs more than 1175 people.
Business Unit:
The role of the Human Resources (HR) Team is to ensure that the Ministry has the organisation, people and culture capable to deliver on the Government’s outcomes and priorities. HR provides high level strategic advice and support to the Chief Executive and the Leadership Team to ensure that effective HR strategies are developed and properly integrated into all business strategies and plans.
HR is also responsible for the design and delivery of a range of Ministry-wide HR policies, operational HR processes and systems aimed at ensuring that managers have access to the best possible advice, support and systems to lead, motivate, develop and manage their people.
The Ministry is a complex and diverse organisation and it is the biggest Public Service employer. The provision of best practice HR advice and services to client managers is critical if the HR team is to retain its position as a public sector benchmark.
HR is structured into the following key areas:
People, Culture & Inclusion
Leadership & Capability Strategy
HR Shared Services
HR Business Partnership
Employee Relations
Purpose of the Position:
The Ministry uses data and insights to improve the way we work, identify who we need to provide services to, and how to provide these services, and uses hard evidence to prove that we’re doing the right things. Data informs decision making and we’re working hard to build a data driven HR function.
The primary focus of the role is to gather, collate, analyse and report on business processes and workflows to identify opportunities to improve them.
This role will transform data into insights which provide fact-based evidence and clear direction to stakeholders on what actions are needed to drive transformation in business process and performance.
As a member of the HR Reporting and Analysis team the person may also be called upon to participate in organisation development projects by using their analytical skills to identify issues or information that can facilitate the achievement of these projects.

Working Relationships

Internal:

  • HR Reporting and Analysis Manager and other members of the Reporting and Analysis team.
  • General Manager Human Resources
  • HR Management team and HR colleagues
  • Other Ministry staff
  • Managers, MSD and OT.

External:

  • State Services Commission, Statistics New Zealand and other government agencies
  • Public Service Association and other union officials as necessary

Key Accountabilities

Key Result Area / Accountabilities
Supporting the HR Strategy /
  • Support HR initiatives (e.g. succession planning, diversity, talent management) and the HR/People strategy by:
  • Performing in-depth analyses and interpretation/evaluation of business and people data and information
  • Summarising results and key trends, updating materials, and preparing reports and presentations to communicate the findings and insights to stakeholders/clients
  • Applying analytics to business issues through a solid understanding of the Ministry strategy and Four Year Plan, business line strategies, and current and future workforce requirements
  • Identifying metrics that align most closely with business unit goals and the Ministry’s human capital and People strategies

Systems Design /
  • Development and support of systems that support optimising processes

Information Management and Process Improvement /
  • Act as subject matter expert on key HR reporting systems and methodologies
  • Develop and maintain reporting and analytical systems for collecting and organising data and information
  • Apply appropriate methods and techniques of data extraction, organisation, transformation, movement, storage, integration and governance.
  • Ability to build or leverage tools to create dynamic, straight through processes

Workforce Planning and Analysis /
  • Work proactively and independently with HR Business Partners and HR teams to develop, measure and monitor relevant workforce metrics, uncover and interpret trends in data, and produce evidence-based recommendations to assist workforce planning.
  • Design reports for key stakeholders that summarize key people metrics and provide new insights

Reporting and Analytics /
  • The ability to formulate hypothesis and draw inferences from different cross functional datasets
  • Gathering data from various systems and sources to perform analysis, trending, forecasting, and business impact analysis
  • Research, investigate, analyse and interpret data and processes to inform the design, implementation and measurement of HR initiatives
  • Monitor, measure and provide feedback on business process performance, performance issues, and improvement opportunities
  • Create regular and ad-hoc reports, data analysis, data mining and visualisation to provide better business insights
  • Communicate the findings and insights of analysis and provide advice and recommendations to stakeholders
  • Be aware of any shared services impact

Relationship Management /
  • Actively network with other HR teams, key line managers and other clients to undewrstand business process, identify where blocks exist or processes could be optimised or improved
  • Understand organisational navigation, connect in with IT, hold IT accountable for their end of the data
  • Connect with finance to look at their tools and how HR can best use them

Technical/Professional Knowledge and Experience
  • Proven successful experience in a role involving research and information analysis including a sound understanding of and ability to work accurately with statistical data.
  • Proven successful experience in trend, data analysis and design.
  • Demonstrated comprehensive knowledge of systems and processes.
  • Demonstrated ability to use computer systems to store, extract and analyse data.
  • A thorough knowledge of human resources information requirements.
  • A thorough knowledge of HRMIS systems and processes – preferably CHRIS and SAP Success Factors
  • A detailed knowledge of the public service working environment and applicable legislation.
  • High level experience in relational database management and development.
  • Proven successful experience in a role involving research and information analysis including a sound understanding of and ability to work accurately with statistical data.
Attributes/Success Factors
  • Demonstrated ability to critically examine systems, processes and information in order to identify better ways of analysing and reporting information.
  • Demonstrated ability to identify changes required to align operational practice to policies and organisational direction.
  • Works to resolve conflicts or difference by finding areas of agreement that benefit the organisation and individuals.
  • Demonstrated ability to work in collaborative peer and other stakeholder relationships.
  • Ability to maintain performance under stress.
  • Builds and maintains rapport with others based on their own integrity and honesty, demonstrating effective interpersonal skills.
  • Sensitivity towards Maori, Pacific Peoples and other cultures.
  • Anticipates and resolves problems making decisions based on risk management analysis.
  • High level computer and keyboard skills including Word, Excel and email.
  • The ability to manage sensitive and confidential information in an appropriate manner.
  • The ability to provide succinct and relevant written analysis.
  • Highly effective communication skills
  • Ability to explain results and provide insights and advice to Senior Managers
Other Requirements
  • Willing to travel to fulfil job requirements
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