- Identifies and evaluates complex expertise-led solutions against a range of criteria to find the ones that best meet business needs.
- Develops and/or delivers elements of a strategic planning system with guidance from senior colleagues.
- Manage relationships with key internal customers and act as their business partner, while typically using support teams to ensure client satisfaction.
- Manages and delivers required outcomes for a portfolio of projects while reporting to senior colleagues.
- Identifies shortcomings, then suggests and implements improvements to existing business practices, while developing and delivering projects or a work stream within the organisation's change management program with guidance from senior colleagues.
- Builds complex frameworks to fully assess the scope and context of short-term and long-term business needs.
- Provides input into the development of procedures for an area within the organisation, then monitors the implementation of those procedures.
- Develops new methods, tools and programs for quality assurance while leading developmental initiatives and/or programs within an area of expertise.
- Recommends ways to improve support for operations by changing policies, processes, standards and practices.
- Takes an active interest in other people. Seeks to understand their individual perspectives and concerns and accurately hears the unspoken or partly expressed thoughts, feelings and concerns of others. Specifically, actively listens; for example, repeating what was heard to check understanding, particularly in difficult conversations.
- Win the hearts and minds of others across boundary collaborations and to do the right thing, regardless of formal authority. Specifically, invites individual cooperation; for example, inviting the sharing of alternative solutions or viewpoints.
- Considers and addresses the organisation as a set of interacting systems so as to structure and align organisational ways of working to the strategy or organisational purpose. This is about changing structure, systems, processes (the 'plumbing' of the organisation) - it is not the interpersonal aspects of leading change. Specifically, identifies areas for change; for example, diagnosing misalignment between the organisational structure or model and the desired outcomes.
- Thinks through situations of varying degrees of complexity and ambiguity, in order to understand them clearly. Specifically, sees basic relationships; for example, identifying simple cause and effect, or pros and cons.
- Manages, tracks and attends to multiple pieces of information, bringing order and clarity. Specifically, monitors others' work; for example, checking to ensure that procedures are followed.
- Thinks through issues by seeing the pattern or big picture, brings facts and ideas together, and develops innovative or creative insights. Specifically, applies models or theories; for example, using a theory to help understand a situation.
- Focuses on assessing, measuring and improving performance. Shows drive and determination to meet short and long-term goals. Specifically, strives to meet challenging goals; for example, setting ambitious, but realistic goals for performance improvement (for self and/or own team).
- A desire to know more and seek information to inform decisions. Specifically, gathers information; for example, personally observing situations to understand them.
- Uses clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies
- Maintains high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change
- Strong on planning, organising, prioritising and overseeing activities to efficiently meet business objectives
- Able to analyse data trends for use in reports to help guide decision making
- Able to review and creating relevant, lucid and effective reports when required