Business Effectiveness Director – up to £82k plus potential bonus
Upcoming SlideShare
Loading in...5
×
 

Business Effectiveness Director – up to £82k plus potential bonus

on

  • 469 views

 

Statistics

Views

Total Views
469
Slideshare-icon Views on SlideShare
469
Embed Views
0

Actions

Likes
0
Downloads
1
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft Word

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Business Effectiveness Director – up to £82k plus potential bonus Business Effectiveness Director – up to £82k plus potential bonus Document Transcript

    • Role Profile Job Title: Director Grade: CB2 Business Effectiveness Department: Business Effectiveness Post no.: Directorate: Strategy & Development Location: Perceval House Role reports to: Executive Director – Strategy & Development Direct Reports: 4 Indirect Reports: 5 This role profile is non-contractual and provided for guidance. It will be updated and amended from time to time in accordance with the changing needs of the council and the requirements of the job. Purpose of role: • Provide high level advice on achieving Business Effectiveness the Executive Director, Lead Member for Strategy & Development, Corporate Leadership Team and elected Members • To facilitate the delivery of Business Effectiveness improvements for Ealing Council and where appropriate key partners • Develop and sustain a continuous improvement culture for Ealing Council enabling the business measurably improve performance • Facilitate the identification of, scope, define and prioritise major change projects • Secure the delivery of corporate project management of change projects and establish performance metrics, best practice and secure benefits realisation • Ensure alignment of people, resources and delivery with the council’s vision and strategic objectives • Develop leadership and core skills and embed cultural change required to deliver the Council’s vision and strategic objectives • Advise and support the Business Effectiveness Board and Member engagement • Communicate effectively to all levels of the organisation how Business Effectiveness will enable the development of our business • To represent / deputise for the Executive Director • Key accountabilies / KPIs: • Business effectiveness –enable the Council to deliver of year on year business improvements • Succession Planning, Leadership development and workforce development planning • Corporate Training, induction and Learning Development Strategy • Performance appraisal system • Development of business competencies framework
    • • Diversity and Inclusion • Providing an excellent client service to CLT members • Establish the Business Effectiveness Unit, methodologies and performance metrics • Establish Project Management team who should establish project management protocols and metrics and will coordinate all major projects. • Advise the Business Effectiveness Board and Cabinet on all aspects of change projects including benefits realisation. • Facilitate and oversee work with Services to develop and implement project plans for change projects. • Secure and manage Organisational Consultants’ service delivery • Oversee employee development and Training Team service delivery • Ensure maximum engagement with other Council Directorates and services to maximise joint working and the integration of service provision to improve, promote the service. • Lead effective working relationships and advise the appropriate Cabinet (Portfolio) Members and others. • Lead the overall improvement, management, delivery and performance of high quality services in Ealing, meeting needs and exceeding expectations of customers. • Lead all staff management activities within Business Effectiveness, and other posts and functions coming within the remit of the Division including recruitment, delivering staff objectives and performance management, staff learning and development and the management of staff performance data and poor performance. • Lead the continuous improvement for Business Effectiveness Unit through robust performance (and risk) management and developing a performance culture for the Division • Undertake shared or lead management of projects and initiatives arising out of ongoing change / improvement programmes including those relating to Ealing's transformation change programmes • Lead partnership working with other agencies, both internal and external to the Council to ensure the development and delivery of seamless services, including professional bodies, organisations, national agencies and funding bodies. • Lead capital and revenue budget management within Business Effectiveness to ensure that resources are deployed to best effect, provide value for money, are well monitored and controlled, including forecasting, corrective action, reporting, budget revisions and reductions and income maximisation where appropriate Key relationships (internal and external): • Members • Executive Directors / Corporate Board • Service Heads / CLT • HR and Business Managers • External Providers • Central and Local Government Agencies • Key partner delivery agencies
    • Authority level (people, policy, financial): • Resources for projects will normally be identified as part of the project scoping process and found from within existing resources or through the budgeting process • Negotiations with external 3rd party suppliers (£500k + depending on size of project) • Responsible for setting objectives of the team in line with Business Effectiveness strategy and corporate objectives • Line manage Business Effectiveness department of 4 direct and 5 indirect reports ensuring appropriate performance monitoring and development / succession planning is carried out • Manage significant budget Person Specification Essential knowledge/skills: • In depth experience and knowledge of leadership frameworks • Comprehensive knowledge of training functions, particularly in relation to management skills training, expenditure planning and budgets • Able to identify leading 3rd party suppliers of development solutions and building long-term partnerships to align suppliers understanding to business needs • Detailed knowledge and implementation of successful succession planning in a complex and demanding organisation requiring robust resourcing for appropriate cover to continue • Thorough knowledge and capability to enable a competency framework within the organisation ensuring that it is fully aligned to Ealing’s growth strategies and performance and development framework • Thorough knowledge of communication processes and activities so that they are aligned with the needs of the organisation and its growth strategies • Advanced level Project Management skills Essential experience: • A track record of successful Business Effectiveness initiatives and implementation • A continuous development champion demonstrating strong evidence of developing integrated leadership team capability of the organisation; delivering a culture of high performance, attracting and retaining high calibre individuals to the service • A track record of successful delivery of employer branding aligned with successful recruitment strategies, practices and procedures • A track record of benchmarking against leading edge organisations in respect of talent management using the resulting credibility as a source of competitive advantage • At least 5 years experience as a learning or organisation/ management development consultant
    • • Highly experienced executive coach and facilitator; considerable experience of successful design and delivery of learning interventions for senior executives and middle managers • Excellent commercial understanding and acumen • Excellent relational skills and the ability to influence and challenge individuals in senior leadership positions • Ability to quickly establish credibility and rapport with senior individuals and Members to gain their buy-in to the proposed programmes/interventions Essential qualification(s): • Relevant professional qualification (degree level) • Post graduate level training in organisation consulting and change management Competencies - (Level 1 - basic, through to, 4 - expert) Competencies - (Level 1 - basic, through to, 4 - expert) 1: Basic 2: Performing 3: Advanced 4: Role Model/Expert Competencies also provide a framework for behaviour that is; Enabling, Partnering, Innovating, Caring, Committed In particular: - They describe how we expect our employees to behave; - These underpin what employees are tasked with doing (as described - in their objectives); - They will be used to produce Role Profiles (for recruitment and promotion), - and; - Employees will be assessed against them as part of the Job Performance Scheme (JPS) appraisal.
    • State State Level Level Customer Engagement & 4 Challenge, Change and 4 Influencing Improvement: • Actively seeks to identify, understand • Takes personal responsibility to and give priority to meeting customer support change and respond to requirements change requirements by continually striving to improve processes or activities, consistent with the organisation’s values and customer proposition Setting Direction 4 Working in Teams 4 • Understands own role and the actions • Co-operating with others, working required from themselves and others together and being a part of a range to achieve Council and personal of teams as appropriate. Delivering objectives. Takes required action to against team, departmental and ensure these happen corporate objectives Managing People 4 Managing Self 4 • Manages their relationships with all • Displays commitment to, and takes staff who report to them, and with responsibility for, the direction of other people, in a way that recognises personal and organisational the Ealing Vision, celebrates and effectiveness. Proactively seeks to promotes diversity, delivers a continuously improve own customer-centric approach, and performance and does not accept allows staff and colleagues to develop sub-standard outputs and actions to their full potential Project and Work 4 Mastering Technology 3 Management: and Information • Planning, prioritising, persevering and • Clearly understands the purpose of making improvements in order to information as well as it’s meaning. achieve personal and departmental Works comfortably with information objectives within timescales. This is and communication technologies, about being proactive and taking an such as generic desktop packages organised, structured and engaged and LBE specific systems. Knows approach how and where to store and find information, and how to use it.
    • Communication 4 • Excellent presentation skills; • Confidently debates issues in an engaging and persuading manner; • Proactive open and honest sharing of information • Discusses important and sensitive issues face to face • Gives colleagues the necessary information for them to do their job effectively; • Speaks and writes fluently, clearly and succinctly. Pays attention to the detail; • Explains complex issues clearly and simply