1. JOB EXPECTATION
Title:
Human Resources Advisor Family
Developing – Experienced - Senior
Position Purpose
The position of Human Resources Advisor is to provide Human Resources (HR) support and leadership
to management in Inland Revenue.
This job expectation covers HR positions at three levels: Developing, Experienced and Senior.
The role is accountable for supporting relevant Human Resources Managers and/or Business
Managers in:
•
Providing timely, best-practice support and advice on some or all of the range of HR matters
such as people capability development, recruitment, retention, remuneration, performance
management, health and safety and employment relations;
•
Contributing to the development and implementation of HR strategies to support desired
business outcomes;
•
Delivering effective, integrated, innovative HR services, initiatives, systems, solutions,
policies, procedures and practices consistent with the Inland Revenue HR strategic plan in
order to support organisational goals;
•
Ensuring employment related policies, procedures, practices, and legislative compliance
occurs.
Role Parameters
Developing: An HR practitioner, with some relevant work experience (typically this would imply a
graduate with some applied experience), who works under guidance and direction of a more
experienced HR practitioner(s). They provide assistance in non-complex and routine HR activities
across the broad HR function or in a specialty area, for which policies and practices are in place. They
have limited autonomy and report to either a Senior HR Advisor or an HR Manager by direct or matrix
process.
Experienced: An HR practitioner who has developed competence across a broad area of HR or an indepth knowledge in a specialty area. They work autonomously with supervision on matters of
concern. They are able to work on matters of moderate complexity and make recommendations to
business managers and/or HR professionals. The experienced advisor will also report to either a
Senior HR Advisor or an HR Manager by direct or matrix process.
Senior: A highly experienced professional HR practitioner who is able to work across the full range of
the HR function or is seen as an expert in their chosen area of competence. They provide advice and
assistance to business managers and other HR practitioners on complex, multi-dimensional HR issues.
The senior practitioner is expected to take a leadership role in the community in which they operate
and at times may lead and manage a team of generalist or specialist practitioners. The senior advisor
will report to an HR Manager by direct or matrix process.
Relationships and Delegations
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2. Reports to:
Dependent on the structure of the business group under which the
role functions (as detailed in the letter of offer)
Staff Reporting:
Dependent on the structure of the business group under which the
role functions (as detailed in the letter of offer)
Relationships/Key Stakeholders:
Relevant line and HR Management
BMS Delivery
Internal consultants
Contractors
External consultants
External agencies
Professional associations
Unions and advocates
Other HR professionals
Delegations
Developing
Experienced
Senior
HR Delegations
Nil
Nil
Nil without staff reporting
Level 5 with staff reporting
Financial Delegations
Nil
Nil
Nil without staff reporting
Level F with staff reporting
Revenue Delegations
Nil
Nil
Nil
Best-Suited Criteria
The best-suited criteria will be extracted from the key skills and competencies included in this job
expectation. The level of the position offered either through recruitment or progression will be
influenced by the extent to which an applicant meets or exceeds the skills and competencies below.
Business needs will be reflected in this process.
Key Skills and Competencies
1.
Demonstrated ability to identify customer requirements; develop, continually improve, and
deliver fit-for-purpose HR solutions, that are consistent with IR strategies, policies and
initiatives.
Outcomes
All HR issues are
managed to
effectively enhance
business delivery.
Developing
Accountabilities
Assists in the
identification of needs
and solution generation
of HR issues.
Experienced
Accountabilities
Identifies needs and
provides
recommendations on
the solutions to HR
issues.
Senior Accountabilities
Takes a proactive role in
identifying needs and
solutions to emerging HR
issues.
2. An appropriate level of practical operational and/or strategic knowledge and experience in a
range of HR functions or in a specialist area, which includes, but is not limited to, people
capability development, policy development, implementation and review, recruitment,
remuneration, employee relations, and provision of HR advice and support to line managers.
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3. Outcomes
HR advice
contributes to the
effective and efficient
operation of the
business.
Developing
Accountabilities
Contributes to the
development and
implementation of
policies and
standards.
Makes decisions
based on theoretical
knowledge and on
established
procedures with
guidance.
Experienced
Accountabilities
Develops, implements
and reviews policies
and standards.
Works autonomously
within constraints of
clear policies and
standards. Applies
principles from
learned or acquired
discipline and
knowledge to make
decisions on familiar
and unfamiliar
situations.
Senior Accountabilities
Develops, implements
reviews and improves on
policies and standards.
May deal with new and
complex situations, either
using a breadth of
knowledge and skills in a
range of areas of HR or
depth of skills and
knowledge in a specialty
area of HR.
3. An ability to critically analyse information and data and make effective conclusions,
recommendations or decisions.
Outcomes
Decisions are made
in a timely manner
based on
appropriate data
with relevant
outcomes.
Developing
Accountabilities
Gathers and analyses
appropriate data,
provides interpretation
and reports on
relevant identified
issues.
Experienced
Accountabilities
Critically analyses
data, interprets it and
formulates relevant
solutions based on
the data and advises
on the appropriate
course of action.
Senior Accountabilities
Critically analyses data,
interprets it and formulates
relevant solutions based on
the data and advises on the
appropriate course of
action. Anticipates the
impacts of the solutions and
provides mitigating
strategies.
4. An ability to convey information and ideas accurately and clearly in a manner that meets the
needs of the business.
Outcomes
All information is
conveyed in a
timely, appropriate
and accurate
manner.
Developing
Accountabilities
Presents information
and ideas to a wide
variety of audiences
with guidance.
Experienced
Accountabilities
Presents information
and ideas on a range
of topics to a wide
variety of audiences,
responding to
questions with
minimal guidance.
Senior Accountabilities
Influences and presents
information and ideas on a
wide range of topics to a
variety of audiences (for
example all levels of
management including
Senior Management).
5. A high level of personal motivation, multi-tasking, self-management, prioritising and
integration of role.
Outcomes
Developing
Accountabilities
Experienced
Accountabilities
Senior Accountabilities
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4. Achieve delivery on
commitments while
also managing
core, on-going and
urgent
deliverables.
Plans and prioritises
work in order to deliver
on agreed deadlines.
Is self- motivated and
displays appropriate
initiative with ability to
work with minimum
supervision.
Can multi-task,
prioritise and set and
meet deadlines. Is
self-motivated and
displays initiative
while working
autonomously.
Seeks relevant
guidance when
appropriate. Is able
to work under
pressure.
Can multi-task, prioritise
and set and meet or exceed
deadlines. Motivates self
and others and displays a
high level of initiative and
innovation in the provision
of practical HR solutions
working in teams across
Inland Revenue. Is able to
work under pressure.
6. Proactive and effective relationship management with both internal and external customers,
using appropriate influencing and negotiating techniques. Able to identify and use appropriate
chains of command and/or functional lines as necessary.
Outcomes
Professional
relationships are
established and
maintained as
necessary for the
business.
Developing
Accountabilities
Identifies and applies
suitable relationship
building techniques in
a structured
environment and seeks
guidance as necessary.
Experienced
Accountabilities
Influences, persuades
and negotiates with
internal and external
customers to achieve
business outcomes.
Seeks input from
other HR
professionals and
specialists as
appropriate.
Senior Accountabilities
Influences, persuades and
negotiates with internal and
external customers in all
environments on any
occasions, to achieve
business outcomes.
Recognises and seeks the
need for specialist advice as
needed (eg, Corporate
Legal).
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5. 7. An ability to develop, review and implement processes and products (such as training needs
analysis, technical developments, succession planning, personal and career development) to
enhance workforce capability to meet IR/HR strategies and business needs. This includes
ensuring these processes and products are put into practice and aligned to business and/or
individual needs.
Outcomes
A workforce that
is capable of
meeting business
needs both
immediate and
future.
Developing
Accountabilities
Contributes to the
analysis and
monitoring of
processes that enhance
individual and
workforce capability.
Contributes to the
implementation of
some solutions with
guidance.
Experienced
Accountabilities
Identifies needs,
identifies areas for
improvement,
develops solutions
and makes
recommendations to
enhance individual
and workforce
capability.
Takes an active role
in the implementation
of solutions.
Senior Accountabilities
Is proactive in the
identification of needs, the
development of solutions
and the provision of
recommendations to
enhance individual and
workforce capability.
Ensures and/or leads the
implementation of solutions.
8. An ability to understand, develop and implement a range of business and HR-related strategies
that are fit-for-purpose and have the flexibility and adaptability that is required in a fast
changing environment.
Outcomes
Well articulated,
aligned and
supported
strategies exist
and are
implemented
using best
practice
methodologies.
Developing
Accountabilities
Understands and
contributes to the
implementation of HR
strategy and is able to
adapt these to
changing
circumstances within
prescribed limits.
Experienced
Accountabilities
Contributes to the
creation of HR
strategies and is able
to support the
implementation by
the use of
appropriate project
management
practices. The
strategies are well
articulated and
adapted as needed
with consultation.
Senior Accountabilities
Contributes to the design
and development, and
champions aligned HR
strategies. Understands the
need to be innovative,
flexible, adaptable, and
consistent in their
implementation using welldesigned project
methodologies.
Understands, contributes
and adds value to business
strategies.
9. Demonstrated appropriate skills and understanding in proactive change management.
Outcomes
Effective change
management
practices and
processes are
displayed at all
times.
Developing
Accountabilities
Understands the
theory and practical
implication of change
management
processes.
Experienced
Accountabilities
Contributes to and
implements suitable
change management
strategies, practices
and processes.
Senior Accountabilities
Develops and supports
managers to implement and
lead change management
strategies, practices and
processes.
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6. 10. Provide effective leadership and management.
Outcomes
Well-developed,
cohesive and
functional teams
are created and
maintained.
Developing
Accountabilities
Self-managing and
contributes to the team
in a positive manner.
Experienced
Accountabilities
Provides leadership
and coaching within
their business group
and to other HR team
members across the
Inland Revenue HR
community where
appropriate.
Senior Accountabilities
Provides a high level of
leadership and
management in a variety of
settings both formally and
informally. Provides
coaching and mentoring to
business groups and their
teams. Works effectively
across the Inland Revenue
HR community. Where the
Senior has direct reports,
ensures all performance
management processes are
completed in line with
organisational policy.
11. Provides a positive influence on maintaining the health, safety and well-being of employees.
Outcomes
The health, safety
and well-being of
employees is
maintained at the
highest possible
standard.
Developing
Accountabilities
Contributes to the
processes and
practices that enhance
health, safety and wellbeing of employees.
Experienced
Accountabilities
Assists in the
implementation of
processes and practices
that enhance health,
safety and well-being of
employees.
Senior
Accountabilities
Ensures the
implementation of
processes and
practices that enhance
health, safety and
well-being of
employees are in line
with policies, practices
and legislative
obligations. Where the
Senior has direct
reports, is accountable
for ensuring the work
environment complies
with the requirements
of health and safety
legislation.
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7. Part C: Competency Profile
Human Resources Advisor Developing
Customer Focus
Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand
customer information and uses it for improvements in products and services; acts with customers in mind;
establishes and maintains effective relationships with customers and gains their trust and respect.
Integrity & Trust
Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and
helpful manner; keeps confidences, admits mistakes.
Peer Relationships
Functional / Technical Skills
Can quickly find common ground and solve problems for the good of all; can represent his/her own interests and
yet be fair to other groups; can solve problems with peers with a minimum of noise; is seen as a team player and
is cooperative; easily gains trust and support of peers; encourages collaboration.
Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
Problem Solving
Uses rigorous logic and methods to solve difficult problems with effective solutions; Probes all fruitful sources for
answers; Can see hidden problems; Is excellent at honest analysis; Looks beyond the obvious and doesn't stop at
the first answers.
Time Management
Uses his/her time effectively and efficiently; Values time; Concentrates his/her efforts on the more important
priorities; Gets more done in less time than others; Can attend to a broader range of activities.
Self Development
Is personally committed to and actively works to continuously improve him/herself; Understands that different
situations and levels may call for different skills and approaches; Works to deploy strengths; Works on
compensating for weakness and limits.
Listening
Practices attentive and active listening; Has the patience to hear people out; Can accurately restate the opinions of
others even when he/she disagrees.
Technical Learning
Can learn new skills and knowledge; is good at learning and applying new legislation, policy, process and
technology that relates to the role, maintains and develops technical competence through self directed learning,
coaching, training and other methods of development.
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HR Advisor Job Family Job Expectation #173 A, B and C Sept 2010

8. Part C: Competency Profile
Human Resources Advisor Experienced
Customer Focus
Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer
information and uses it for improvements in products and services; acts with customers in mind; establishes and
maintains effective relationships with customers and gains their trust and respect
Integrity & Trust
Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful
manner; keeps confidences, admits mistakes.
Peer Relationships
Functional / Technical
Skills
Problem Solving
Can quickly find common ground and solve problems for the good of all; can represent his/her own interests and yet be
fair to other groups; can solve problems with peers with a minimum of noise; is seen as a team player and is cooperative;
easily gains trust and support of peers; encourages collaboration.
Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
Uses rigorous logic and methods to solve difficult problems with effective solutions; Probes all fruitful sources for answers;
Can see hidden problems; Is excellent at honest analysis; Looks beyond the obvious and doesn't stop at the first answers.
Time Management
Uses his/her time effectively and efficiently; Values time; Concentrates his/her efforts on the more important priorities;
Gets more done in less time than others; Can attend to a broader range of activities.
Self Development
Is personally committed to and actively works to continuously improve him/herself; Understands that different situations
and levels may call for different skills and approaches; Works to deploy strengths; Works on compensating for weakness
and limits.
Is able to communicate clearly and succinctly in a variety of settings and styles, can get messages across that have the
desired effect.
Relates well to all kinds of people-up, down, and sideways, inside and outside the organization; Builds appropriate
rapport; Builds constructive and effective relationships; Uses diplomacy and tact; Can diffuse even high-tension situations
comfortably.
Can negotiate skillfully in tough situations with both internal and external groups; Can settle differences with minimum
noise; Can win concessions without damaging relationships; Can be both direct and forceful as well as diplomatic; Gains
trust quickly of other parties to the negotiations, Has a good sense of timing.
Steps up to conflicts, seeing them as opportunities; Reads situations quickly; Good at focused listening; Can hammer out
tough agreements and settle disputes equitably; Can find common ground and get cooperation with minimum noise.
Communication
Interpersonal Savvy
Negotiating
Conflict Management
Copyright © 1992-2010 Lominger International: A Korn/Ferry Company. ALL RIGHTS RESERVED.
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9. Part C: Competency Profile
Human Resources Advisor Senior
Customer Focus
Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer
information and uses it for improvements in products and services; acts with customers in mind; establishes and
maintains effective relationships with customers and gains their trust and respect
Integrity & Trust
Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful
manner; keeps confidences, admits mistakes.
Peer Relationships
Functional / Technical
Skills
Interpersonal Savvy
Negotiating
Conflict Management
Organisational Agility
Planning
Drive for Results
Decision Quality
Communication
Can quickly find common ground and solve problems for the good of all; can represent his/her own interests and yet be
fair to other groups; can solve problems with peers with a minimum of noise; is seen as a team player and is
cooperative; easily gains trust and support of peers; encourages collaboration.
Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
Relates well to all kinds of people-up, down, and sideways, inside and outside the organization; Builds appropriate
rapport; Builds constructive and effective relationships; Uses diplomacy and tact; Can diffuse even high-tension
situations comfortably.
Can negotiate skillfully in tough situations with both internal and external groups; Can settle differences with minimum
noise; Can win concessions without damaging relationships; Can be both direct and forceful as well as diplomatic; Gains
trust quickly of other parties to the negotiations, Has a good sense of timing.
Steps up to conflicts, seeing them as opportunities; Reads situations quickly; Good at focused listening; Can hammer out
tough agreements and settle disputes equitably; Can find common ground and get cooperation with minimum noise.
Knowledgeable about how organizations work; Knows how to get things done both through formal channels and the
informal network; Understands the origin and reasoning behind key policies, practices, and procedures; Understands the
cultures of organizations
Accurately scopes out length and difficulty of tasks and projects; Sets objectives and goals; Breaks down work into the
process steps; Develops schedules and task/people assignments; Anticipates and adjusts for problems and roadblocks,
Measures performance against goals, Evaluates results
Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; Very bottomline oriented; Steadfastly pushes self and others for results.
Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom,
experience, and judgment; Most of his/her solutions and suggestions turn out to be correct and accurate when judged
over time; Sought out by others for advice and solutions.
Is able to communicate clearly and succinctly in a variety of settings and styles, can get messages across that have the
desired effect.
Copyright © 1992-2010 Lominger International: A Korn/Ferry Company. ALL RIGHTS RESERVED.
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10. Appendix
Inland Revenue’s Business Groups
Inland Revenue collects over 80% of the Government’s tax revenue as well as collecting and disbursing
social support programme payments and providing the Government with policy advice.
We are working to achieve a desired future where:
•
•
•
•
Taxpayers and other customers meet obligations of their own accord and Inland Revenue makes this
easy
Increasingly, the community regards paying tax as contributing to society
Inland Revenue is visible in the community, getting alongside taxpayers
The community regards Inland Revenue as professional, approachable, effective and efficient.
To find out more about who we are, our structure and purpose, the services we provide and our
commitment to the community visit http://www.ird.govt.nz/aboutir/
Our website will also tell you more about our commitment to our people and the range of benefits available
to our staff.
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