Designation : Director - HRAS (MOMASE Region & Social Sector) (Code- DPM 08-23)
1. IDENTIFICATION
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AGENCY: PERSONNEL MANAGEMENT |
SYS. POSN. NO: 149000413 |
REF. NO: DPM 08-23 |
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WING: HUMAN RESOURCE ADVISORY & COMPLIANCE AUDITS |
DESIGNATION/CLASSIFICATION: DIRECTOR Grade 19 |
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DIVISION: HRAS - MOMASE REGION & SOCIAL SECTOR |
LOCAL DESIGNATION: DIRECTOR HRAS – MOMASE REGION & SOCIAL SECTOR, GRADE 19 |
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BRANCH: VARIOUS |
REPORTING TO: SYS. POS. NO: REF. NO: DEP. SECRETARY HRA&CA DPM 01-17 |
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SECTION: VARIOUS |
LOCATION: WAIGANI |
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HISTORY OF POSITION
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FILE REF. |
DATE OF VARIATION |
DETAILS |
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ORG 1/2019 |
Structure approved date: 02.07.2019 |
Create |
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ORG 1/2020 |
Refined Structure approved date: 01 July 2020 |
Reno, Revise JD |
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ORG 1/2025 |
Structure approved date: 27 March, 2025 |
Reno, Redes Revise JD |
2. PURPOSE
Responsible to the Deputy Secretary, HR Advisory and Compliance Audits (HRA&CA) to efficiently and effectively manage the activities of the HR Advisory Services and Compliance Audits Wing in line with the revised policies, systems, processes, procedures and practices to enable provision of timely advice on HR related matters to the region staff of its products and services. Ensure its region staff remain within the confinements of the revised standard policies, systems, processes, procedures and practices and if necessary, recommend any further changes and developments for revision and improvement of the core functions of the department.
3. DIMENSIONS
Financial Limit: K50,000.00
Staffing: 20
Supervises Two (2) Branch Heads:
Have Oversight on total of 19 Staffs.
Others include assets (computers, printers, telephones)
4. PRINCIPLE ACCOUNTABILITIES
5. MAJOR DUTIES
5.1 Direct, manage and control the functions, resources and staffing for the region and sector in line with the Corporate Plan and Annual Work Plan.
5.2 Develop and coordinate the Region’s and Sector’s work plan based on the MAP and Secretary’s KRAs to ensure expected results are achieved as required.
5.3 Ensure all human resource policies, systems, processes and procedures are effectively interpreted and implemented to ensure standards and practices are maintained.
5.4 Develop the Region’s and Sector’s strategic training plan in line with the department’s overall training plan for gradual skills development and enhancement of staff particularly relating to HR Advisory functions.
5.5 Provide oversight on the prompt administration of the Wage Bill and tracking of the PE expenditure trend for the region and sector through S&E Review and in consultation with Department of Treasury.
5.6 Maintain constant liaison with counterpart divisions in DPM for appropriate policy interpretations for advisory purposes to the region and sectoral agencies on all HR and industrial relations related matters.
5.7 Collate and consider relevant issues and concerns raised by the regional clients and provide recommendations to relevant divisions for policy review (GO) and HR process review considerations.
5.8Ensure that the regional and sectoral HR practitioners are competent, ethical, and experienced, especially at the management and leadership levels by planning and conducting workshops in collaboration with the Capacity Building and Development Division.
5.9 Provide quality assurance and compliance checks on HR tasks and activities from the regional and sectoral staff, particularly in relation to offline payments, organizational structures, structure load and processing of the new hires onto the ascender payroll.
5.10 Co-ordinate the conduct of Staffing & Establishment exercise for the region and sector and in collaboration with the Compliance Audit & Monitoring Division for the Personnel Emoluments desk top audits and analysis for the respective region and sector.
5.11 Provide oversight on the establishment and maintenance of database on Contract Administration and Employment, Organization Designs, Staffing and Establishment, Retirement & Redeployment and Offline Payments for effective records management.
5.12 Coach and mentor team leaders to build rapport and capacity and instill good conducive working environments within the region and sector.
5.13 Report to OSPEAC on Staffing and Establishment updates on a monthly, quarterly and annual basis for the Region and sector
5.14 Provide regular reports on the overall operations of the Region and Sector to the EMT as required under the Management Action Plan.
5.15 Report to Secretary thru Deputy Secretary (HRA&CA) on the PE expenditure on the region and sector activities/functions to NEC.
5.16 Provide Ministerial Briefs upon accomplishment of Secretary’s KRAs through the Director’s KRAs.
5.17 Prepare the Region’s and Sector’s annual budget estimates when it is due.
5.18Ensure that the Region’s and Sector’s staff performance appraisals are completed and submitted to HRM on a timely basis.
6. NATURE AND SCOPE
The job focuses on monthly, quarterly and annual monitoring and reporting of the Region’s and Sector’s activities pertaining to HR Client Services such as Contracts Administration and Employment, Organizational Structures, Staffing and Establishment, Retirement and Redeployment responsibilities.
It also ensures that the Region and Sector Reports are ready and provided in a timely manner for the purposes of reporting to the Executive Management Team and OSPEAC.
The scope of the job is limited to Departments and Agencies located in the National Public Service including Public Hospitals, Provincial Administrations, Provincial Health Authorities and Public funded Organizations.
6.1 WORKING RELATIONSHIP
(a) Internal
(b) External
6.2 WORK ENVIRONMENT
The position plays a significant role in ensuring that proper awareness is provided on all HR processes and procedures on a regular basis to assist regional and sectoral agencies to effectively and efficiently carry out their statutory responsibilities within set policies and standards as set out in the revised General Order and other supporting manuals. The position is administrative in nature and will eventually be located in strategic locations within the regions for easy accessibility to clients and in response to the 70:20:10 staff distribution by government.
7. CONSTRAINTS FRAMEWORK AND BOUNDARIES
Rules/procedures – Specific delegation from the Secretary’s office to action trivial administrative matters such as signing correspondence that may not require the signature of the Secretary to fast-track flow of work. The job operates within the precincts of the Public Service (Management) Act, 1995 (as amended), Public Service General Order, Code of Conduct and Business Ethics, Public Finance (Management) Act, DPM Circular Instructions. Constraints will be due to amendments to policies and legislations and restrictions imposed through government circulars and instructions from time to time.
Decision
Recommendations – Under the PSMA the position is required to make recommendations on HR related matters to the office of the Secretary through the Deputy Secretary’s Office until a decision is made to delegate some decision-making authority for the position holder to exercise.
8. CHALLENGES
Under the devolution environment the position has ventured into a new setup that may lead to changes and amendments to existing HR processes and procedures, adaptation to new environment, effective implementation of audits work schedule, financial management, need to fully resource the offices in terms of office equipment and supplies.
9. QUALIFICATIONS, EXPERIENCES AND SKILLS
(a) Qualifications
(b) Knowledge:
Must have excellent knowledge of the following: -
(c) Skills
Ability to demonstrate the following skills at a very high level: -
(d) Experience
Full Time
English
K88668.00
Waigani
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