Job Description

Department of Personnel Management

Designation : Manager, Leadership & Talent Development & Capacity Building (Code- DPM 10-10)

Job Description / Responsibilities:

1.  IDENTIFICATION

AGENCY:

PERSONNEL MANAGEMENT

SYS. POSN. NO:

1490000373

REF. NO:

 DPM 10-10

 

OFFICE:

HR ADVISORY & CA

DESIGNATION/CLASSIFICATION: 

MANAGER

Grade 16

DIVISION:

CAPACITY BUILDING & DEVELOPMENT   

LOCAL DESIGNATION:

MANAGER –LEADERSHIP, TALENT DEVELOPMENT & CAPACITY BUILDING 

 

BRANCH:

LEADERSHIP, TALENT DEVELOPMENT & CAPACITY BUILDING

REPORTING TO:          SYS. POS. NO:              

EXECUTIVE MANAGER    1490000335

REF. NO: DPM 10-1                           

 

SECTION:

 

LOCATION:

WAIGANI

HISTORY OF POSITION

FILE REF.

DATE OF VARIATION

DETAILS

CS8-3-28

Approved 26/07/2013

Created

CS8-3-28

Approved 27/08/2015

Revise JD

 

Approved 29/03/2016

Transfer from PS Reforms

ORG:1/2025

Structure Approved Date:27th March 2025

Transfer to HRACA&CB Wing/Reno/Redes/Revise JD

2.   PURPOSE

  • Responsible to the Executive Manager for implementation of the Branch activities. This will include identifying Learning resource materials, development and marketing of programs and seeking partnership with stakeholders in terms of funding and delivery.
  • Take leadership in the development of the Talent Development programs to drive talent management and leadership development strategies, tools and processes in the disciplines of talent assessment and development planning, and competency identification to develop leaders to meet the current and future business needs of their Organisations.
  • Responsible for implementation of HR policies and processes in the public sector to enhance capacity through HR Business Process training and other learning techniques.

3.   DIMENSIONS

         

Financial - Nil

 

Staff supervised - 6

 

Others - Nil

4.   PRINCIPLE ACCOUNTABILITIES

4.1     Effective management, leadership, control and direction of Branch functions, finances and staff.

4.2     Plan and develop quarterly and monthly work programs and plans in line with the Division’s MAP.

4.3     Effective reporting to the Office of Executive Manager on a timely basis.

4.4     Effective development of talent development programs for agency heads.

4.5     Collaborate to identify, build, monitor and lead all essential aspects of executive leadership talent development goals.

4.6     Communicate and monitor implementation of the programs.

4.7     Effective implementation of the Executive Leadership and Management Capability Framework (ELMCF) in consultation with other stakeholders such as SILAG.

4.8     Effective partnerships with donor agencies to build and develop executive programs.

4.9     Effective coordination of HR Business Process Training.

5.   MAJOR DUTIES

5.1     Provide oversight over the branch activities, staff (coach/mentor) and   resources.

5.2     Implement projects and activities outlined in the branch Work Plan consistent with the divisional MAP.

5.3     Ensure HR Business Process Training is conducted at SILAG and for requesting agencies consistent with the workplans and MOU (DPM & SILAG). Review MOU upon its expiry.

5.4     Ensure that monitoring and evaluation is conducted on all Leadership programs and provide an impact assessment report.

5.5     Ensure sound clientele advice (verbal/written) relating to Business Processes in line with the Public Service (Management) Act, General Orders, Business Processes, other government legislations, policies and circular instructions that govern capacity development.

5.6     Ensure flaws, discrepancies and amendments are properly recorded and managed for further deliberation by the General Order Review Committee and the Business Process Review Committee.

5.7     Prepare and submit branch budget in a timely manner.

5.8     Provide six monthly staff performance appraisals for the branch staff.

5.9     Provide progressive fortnightly activity report on all assigned activities for the branch.

5.10   Implement the Public Service Regulations relating to developing and retaining talented senior executives within the Public Service.

5.11   Collaborate with Government Agencies to ensure that there is a pool of individuals ready to assume responsibilities at the most senior levels in government in consultation with respective agency HR personnel.

5.12   Develop a talent strategy consistent with the NPS Ethics and Values-Based ELCF and GESI policy and communicate and monitor its implementation.

5.13   Build partnership with development partners to develop relevant programmes for delivery and funding.

5.14   Promote a culture of development within public service organisations in consultation with relevant HR Practitioners and the executive leaders (e.g., WIL).

5.15   Review and update the ELCF and PSHRBP policies in consultation with the policy division.

5.16   Ensure that Learning Resource Materials are identified and programs are developed based on audit reports and agency issues.

6.   NATURE AND SCOPE

6.1       WORKING RELATIONSHIP

The position is one of two (2) Managers reporting directly to the Executive Manager – Capacity Building & Development.  The other is DPM 10-3 designated Manager.

6.2   REPORTING RELATIONSHIP:

 

(a) Internal

  • Reporting to Executive Manager for Capacity Building & Development
  • Work collaboratively with all Divisional staff
  • Work alongside with Managers within DPM.

(b) External

  • Close liaison with Central Agencies and Key stakeholders at equivalent levels
  • Liaise with other National, Provincial and Statutory entities as and when instructed on matters relating to the Branch.

6.3   WORK ENVIRONMENT

  • This position is a managerial role responsible for ensuring that adequate HR and financial resources are allocated to enable the Branch to perform its functional responsibilities.

7.      CONSTRAINTS FRAMEWORK AND BOUNDARIES

7.1 Rules/procedures

  • Public Service (Management) Act 2014
  • Public Finance (Management) Act 2013
  • Code of Conduct and Ethics
  • Public Service General Orders
  • Organic Law on Provincial and Local Level Government
  • District Development Authority Act 2014
  • Public Service Employment Regulations
  • PNG Vision 2050
  • Medium Term Development Plan (2011-2015)
  • Development Strategic Plan (2010-2030)
  • Integrated HR Payroll System
  • Public Service Employment of Non-Citizens

7.2 Decision

  • Staffing matters for the Branch  
  • Financial delegation limit is subject to Chief Accounting Officers delegation
  • Disciplinary offences

7.3 Recommendations

  • On matters outlines in Section 3 above

8.   CHALLENGES

  • Work within a transformation environment that is mission-driven, results-driven and reform oriented.

9.       QUALIFICATIONS, EXPERIENCES AND SKILLS

(a) Qualifications:

 

  • Minimum entry qualification is a first degree in an appropriate discipline with majors in Organizational Effectiveness, Human Resource Development, Business Management, Employment Relations, preferably in organizational psychology, organizational development, human resources, or related field.
  • Master’s Degree is desirable 

(b) Knowledge

Possession of a high level of knowledge of:

  • Public Service (Management) Act 2014
  • Public Finance (Management)Act and Financial Regulations
  • Code of Conduct and Ethics
  • Public Service General Orders
  • Oganic Law on Provincial and Local Level Government
  • District Development Authority Act, 2014
  • Budget Development and Project Proposal Guidelines
  • Policy development practices, procedures and systems in the Public Service
  • Ethics & Values-Based Executive Leadership and Management Capability Framework
  • Gender Equity and Social Inclusive Policy
  • Human Resource Development and Talent development best practices
  • Up to date knowledge of employment legislation and HR practice

(c) Skills and Competencies

Possession of a high level of the following skills and competencies:

  • Written and oral communications and presentation skills
  • Up to date Change management best practice and experience
  • Must have effective organisation skills, ability to prioritise and delegate responsibilities
  • Project planning and management
  • Excellent facilitation, consulting, communication and influencing skills across organizational levels.
  • Strong ability to assess talent and attract it to the organization
  • Excellent relationship skills and deemed as highly trustworthy
  • Demonstrated ability to be collaborative, decisive and flexible; exhibits confidence and maintains composure in the face of adversity or differing opinions
  • A good understanding of GESI policy and guidelines
  • Excellent Computing skills (Microsoft Windows, Word, Excel and Access Applications)
  • Ability in Strategic thinking and outstanding skills in problem solving

(d) Work Experience

  • Must have a minimum of 3 years overall learning and development work experience including strong managerial experiences in recruitment, performance management, talent review, leadership development, employee and team assessment and organizational design and HR Best practices both in Public and Private Sector.

Job Type:

Full Time

Language Requirements:

English

Salary(per annum):

K56172.00

Job Location:

Waigani

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