Job Description
Job title
Director Strategic Engagement
Group
Strategic Engagement
Section
Strategic Engagement
Responsible to
Chief Executive
Responsibility for
Communications and Engagement Manager, Te Amorangi Team
employees
Leader
Date
June 2021
Job purpose
This job will form part of Bay of Plenty Regional Council’s Leadership Team (LT). The LT is
collectively responsible for the provision of:
Strategic leadership of the organisation and its direction
People leadership and management
Leadership of activities (internal and external)
The LT will also be responsible for driving necessary change and collectively prioritising the activities
of the Ten Year Plan and allocating the resources required.
This job exists to lead the overall effectiveness of the Strategic Engagement section through
leadership of the Te Amoranga and Communications and Engagement Teams. This is a key
leadership role, advising the executive team and senior leaders on our relationships and vision for
Partnerships with Māori within our Councils context.
This job also provides leadership of specialist planning, policy, treaty and relationship advice to
ensure that Council meets it statutory obligations.
Functional relationships (relating to others)
External
Purpose and frequency of contact
Iwi-Māori, tangata
Maintain and build enduring
Iwi-Māori, tangata
whenua, kaumātua,
relationships
whenua, kaumātua,
kaitiaki
kaitiaki
Iwi Authorities, including
To maintain key relationships and
Iwi Authorities, including
post settlement
partnerships
post settlement
governance entities,
governance entities,
Māori land trusts
Māori land trusts
Ratepayers
and
members
To actively promote a positive
Ratepayers and
of the public
standard of community interaction
members of the public
and engagement.
Consultants
and
To consult, form collaborative
Consultants and
contractors
partnerships and maintain networks. contractors
Local
authorities
and
To consult, form collaborative
Local authorities and
Government agencies
partnerships and maintain networks. Government agencies
Senior
staff
of
other
To consult, form collaborative
Senior staff of other
organisations/authorities
partnerships and maintain networks. organisations/authorities
Professional
groups
To consult, form collaborative
Professional groups
partnerships and maintain networks.
Business and industry
To consult, form collaborative
Business and industry
groups
partnerships and maintain networks. groups
External
Purpose
and
frequency
of
contact External
Internal
Purpose and frequency of contact
Chief
Executive
To consult, support and work
Daily
collaboratively with.
General
Managers
To consult, support and work
Daily
collaboratively with.
Managers and staff at all
To consult, support and work
Weekly
levels
collaboratively with.
Councillors
To consult, support and work
Weekly
collaboratively with.
Key result areas
The job encompasses the following major functions or key result areas:
Strategic
Leadership
Specialist
Expertise
People and Operations Management
Relationship Management
Corporate
Contribution
Project Management
The requirements in the above key result areas are broadly identified below:
Key accountabilities
Key accountabilities
Key accountability measures
(jobholder is responsible for)
(jobholder is successful when)
1
Strategic Leadership
Participates collegially and collectively as a
Effective participation in the LT.
member of the LT.
LT decisions take account of immediate and
Leadership and advocacy of all Council matters.
longer term implications, opportunities and risks
Key accountabilities
Key accountability measures
(jobholder is responsible for)
(jobholder is successful when)
Oversees the development, implementation and
are fully considered and the decisions are
monitoring of strategic and business plans.
aligned with our strategy and policies.
Contributes to the development of policy,
Strategic and business plans are in place and
process and guidance material to ensure
implemented, and regular monitoring reports are
kaupapa Māori and respective obligations
provided.
and responsibilities are given effect to.
Applies
relevant
kaupapa
Māori lens across
Council responsibilities.
2
Specialist Expertise
Treaty of Waitangi.
Treaty advice and support is timely,
Strategic engagement and advice.
appropriate and relevant.
Committee
Management/Coordination.
Treaty Co-Governance Forums and Council
Māori Committees receive relevant strategic
Māori policy and planning.
advice.
Hapū/iwi capacity building.
Stakeholder engagement is consistent and
Community
engagement.
effective.
Non-statutory
submissions.
Hapū and iwi capacity initiatives are
Sponsorship
budget.
supported appropriately.
Project
management.
Māori Policy and planning advice is timely,
appropriate and relevant.
Community engagement functions are
operating efficiently and effectively.
Submissions are timely, concise and
appropriate.
Sponsorship budget is managed efficiently.
Project plans deliver positive outcomes.
3
Operations management
Responsible for developing protocols within
Maori Policy advice complies with internal
Council to ensure that Maori interests and
policy and fulfils legislative requirements.
values are taken into account in the
Advice, developments and implementations
performance of Council functions, and in
from the service are based on sound
particular during the development and
research and analysis, and are provided in a
operation of regional plans.
timely and professional manner.
Provide advice to Council and staff on tikanga
Council and community awareness of tikanga
Maori.
Maori is raised.
Responsible
for
promoting
greater
awareness
Forums meet regularly and provide active
and commitment to Maori values, concerns
two-way communication flows between
and attitudes.
Council and Maori.
Facilitate enhanced engagement with Maori
in the Bay of Plenty.
4
Project Sponsor / Management
As project sponsor, provide leadership and
Project contributors understand the
direction to the project. Ensure contributors
objectives. The project is effectively
know what they are required to do and by
managed; work is completed on time and
when.
within budget.
As project sponsor, prepare and oversee
Project appropriately funded and managed.
relevant project budgets.
Contract outputs successfully achieved.
Monitor external contacts, ensuring
satisfactory performance.
5
People management
Key accountabilities
Key accountability measures
(jobholder is responsible for)
(jobholder is successful when)
Provide supportive leadership, motivating and
Employee turnover is within acceptable level.
directing employees as they work.
Appropriately skilled employees are on the
Effectively communicate current activities and
job.
policies.
Employees are professional in approach and
Conduct
the
performance
management
can contribute individually and collectively to
process working with employees to develop,
the organisation’s success.
monitor, and review employees’ work
Conduct actively contributes to the building of
performance.
a motivated and successful employees’ team.
Manage external contractors, consultants,
The performance review process is carried
projects, project teams, and manage the
out on time with all employees.
quality and timeliness of outputs.
Employees have a learning and development
Ensure manaakitanga is understood and
programme.
practiced by the Kotahitanga Strategic
Engagement team.
Employees are committed to the values of
manaakitanga, kotahitanga and
Enable and encourage the practice of
whanaungatanga.
kotahitanga and whanaungatanga within the
Kotahitanga Strategic Engagement team.
6
Relationship management
Establish and maintain close working
Effective, professional relationships and
relationships with internal and external
partnerships are developed and maintained
contacts including Local Authorities,
with internal and external contacts.
ratepayers, landowners, suppliers,
Professional image is conveyed in public
consultants, and contractors.
forums.
Relationship management is premised on the Kotahitanga,
manaakitanga
and
values of kotahitanga, manaakitanga and
whanaungatanga is practiced on a daily
whanaungatanga.
basis.
7
Corporate contribution
Promote the implementation of the Corporate
Corporate responsibilities are undertaken and
Culture Statement, Leadership Model and
completed accurately, meeting specified
Health and Safety Systems.
standards and within agreed timeframes.
Recognise individual responsibility for
Hazards are identified and all incidents and
Workplace Health and Safety under the
accidents are reported.
Health and Safety at Work Act 2015.
Participate in any wellness programmes,
Meet the statutory responsibilities detailed in
such as stress management training and
the Information Management Policy and
health monitoring.
Procedures standard.
Council records are created and maintained
Meet Bay of Plenty Regional Council’s
in corporate information systems, meeting
statutory responsibilities for civil defence and
specified information management standards.
emergency management.
Participate in any civil defence and
Ensure the principles of the Treaty of
emergency management training initiatives
Waitangi are understood and/or implemented.
and assist with any civil defence
emergencies, as part of Bay of Plenty
Regional Council’s responsibilities for civil
defence and emergency management.
Delegations
Delegation as set out in the Chief Executive’s Delegations Manual.
Freedom to act
Guidelines and support available to assist the jobholder to make decisions e.g. policy documents,
standard procedures, reference to team leader or senior employees. If jobholder can make decisions
without approval from anyone else, please note that authority.
Can make crucial on the spot decisions autonomously.
Able to assess complex issues and respond wisely (e.g. Treaty and Tribal political issues).
Can analyse risks and opportunities when engaging with Māori.
Can resolve complex Māori stakeholder issues on a case by case basis.
Has the discernment to acknowledge when to call on higher level advice.
Work complexity
Most challenging duties typically undertaken:
Maintaining a good level of knowledge on key issues for Māori, including relevant Treaty
legislation, Resource Management and Local Government Acts, government
department/agency initiatives and social, cultural, environmental and economic issues and
trends.
Building enduring relationships with Māori in the region.
Managing
hapū/iwi expectations, including competing interests.
Be able to handle conflict situations.
Intervening and/or supporting where necessary to ensure staff are cognisant of cultural and
Treaty issues in the region and the implications for council.
Ability to problem solve and negotiate solutions.
Able to analyse and assess risk.
Ability to engage with Central Government staff on key Māori issues including providing advice
to relevant agencies on Treaty claims and Māori resource management.
Other aspects
Note any significant aspects of this job that have not been captured elsewhere in this document.
Enable
Māori values to be understood and implemented into business as usual.
Ability to coordinate regional Maori conferences.
Experienced in working with Māori councillors, Māori committees and co-governance forums.
Person specification
Minimum academic qualifications and experience required:
Essential
Desirable (for recruitment purposes only)
Tertiary degree in a relevant planning, policy,
Formal management training
management or Māori discipline
Experience in central or local government or
A valid driver’s licence required*1
industry environment
Te Reo Māori certification
1
Driving record free of driving suspensions or convictions (excluding demerit points and infringement fees). Requirement
for valid Driver’s Licence may be waived if applicant has a driving-related disability.
Facilitation
and
conflict
resolution certification
and experience
Project
management
Hearing
Commissioner
Certification
Member of Professional Body
Knowledge / experience (indicate years of experience required as appropriate)
Essential
Desirable (for recruitment purposes only)
A minimum of 10 years relevant post
qualification experience with previous
management experience
Significant local authority experience and an
Proven experience in the development of
extensive understanding of issues confronting
plans and strategies
local authorities.
Competent in Te Reo and Tikanga Māori (7
Experience dealing with the media.
Years)
Experience gained in a Local or Central
Well-developed staff and team management
Government organisation.
skills and experience
Comprehensive understanding of regional
Policy and planning (5-7 years)
cultural landscape and tribal nuances.
Māori engagement (10 Years)
Advanced knowledge of Te Reo Māori.
Treaty of Waitangi principles
Mature experience and approach to engaging
Legislation (RMA, LGA, Treaty Legislation)
with Iwi-Māori at all levels.
Key skills / attributes / job specific competencies
The following indicates what would typically be expected for this role at a competent level:
Advanced knowledge
An advanced understanding of the concept of Tikanga, Te Reo and
Matauranga Māori and experience in working with those principles
at a practical level
Good relationship management skills including persuasion and
influencing skills
Ability to provide specialist Māori policy advice to Council
Well-developed financial and budget management skills
Oral and written communication skills
Working knowledge
Financial and budget preparation
Computer
literacy
Excellent communication, consultation and engagement knowledge
Safe
work
practices
Integration of Tikanga Māori into work practices
Treaty of Waitangi in practice and partnerships with Māori.
Project management
Awareness
Legislative, political and Treaty landscape
Māori cultural landscape and dynamics.
Personal attributes / key behaviours
A professional and mature approach
Judgement and initiative
Leadership
capabilities
Conceptual
skills
Ability to cope with change
Sound relationship skills
Well-developed verbal and written skills
Ability to work well in a team and independently
Advanced knowledge of Te Reo Māori and Tikanga Māori
Established relationships with hapū and iwi in the Bay of Plenty region.
Established networks with key agency players
Ability to speak/present to Māori audiences across the region
Other requirements
Does require frequent travel within the Bay of Plenty region and may be required to travel
outside the Bay of Plenty region.
Often required to participate in and attend off-site external stakeholder meetings and/or site
visits.
Occasionally required to work outside normal hours, for example, attendance at public
consultation meetings.
Occasionally required to manage and resolve conflict situations regarding policy
implementation.
Required to attend relevant cultural events such as Treaty ceremonies, tangi, wananga, hui.
Often required to provide support and advice to Councillors, particularly the Māori elected
members, Māori committee members and Chair of the Bay of Plenty Regional Council.
Change to job description
From time to time it may be necessary to consider changes in the job description in response to the
changing nature of our work environment. Such changes, including technological requirements or
statutory changes, may be initiated by the manager of this job with due consultation with the position
holder. This job description should be reviewed as part of the preparation for performance planning
for the annual performance cycle.
Approved:
________________________________________
________________________________
Manager
Date
Discussed with incumbent:
________________________________________
________________________________
Employee
Date
Our values - our journey
A tatou haerenga
Our values reflect who we are and what is important to us.
Te Pumanawa 'the beating heart of the organisation'.
Our organisational values have been woven together following input from staff across the
organisation, now it's up to each of us to bring these values to life in the work that we do every day.
TRUST
INTEGRITY
COURAGE
We trust each other and work to We do what we say we will do
We act boldly to lead and do the
build trust
right thing for our region
We act with purpose to achieve results
MANA (manaakitanga)
KOTAHI (kotahitanga)
WHĀNAU (whanaungatanga)
Mana
Leadership
Unity
Strong focus on relationships.
Having
strength
and
courage
Strong emphasis on collaboration
Having fun and being happy
Being a positive influence
Being
inclusive
Socialising, including the
importance of friends
Being proud and courageous
Nurturing a positive team spirit
Supporting
each
other
Professionalism
Sense of ownership
Whānau means family. Adding the
Manaakitanga
Kotahi means ‘as one’. Adding the ‘tanga’ extends the word to a wider
‘tanga’ accentuates the word, giving it whānau context. It has a very
a wider meaning, bringing us together strong focus on relationship within
Trust
and
respect
– ‘strength in unity’.
the organisation.
Reciprocity
(sharing)
Nurture/support
Mana has many meanings such as
integrity, charisma and prestige.
Manaaki means ‘to nurture and
support and help each other grow’.
When you add the ‘tanga’ the word
is enhanced.
