Job Brief : Pouako -Rangatahi Facilitator (Wellington Based) Who is the organisation?

• A kaupapa Māori not for profit organisation that drives generational change by empowering rangatahi and kaiako to know where they are at and what to do to live well, learn well and lead well.

• A bottom up, trauma informed approach to sharing Te Whare Tapa Whā tools with disengaged rangatahi in secondary schools. They learn how to know where they are at and what to do, like coping with change, managing emotions and building relationships. For some, our kaupapa is a connection to te ao Māori, to whakapapa, to te reo rangatira. Tā Mason Durie gifted us our name and the call to action “Live well. Learn well. Lead well”.

Pouako | Facilitator Role Overview

Seek an enthusiastic and adaptable Pouako / Facilitator to deliver our program in secondary schools in Wellington region. Ideal candidates must be well themselves. They must love working with rangatahi and have a dynamic aproach to teaching and mentoring. Working primarily with rangatahi and touchpoints with kaiako.

Key Responsibilities

• Facilitate Learning : Deliver our program to 3-5 schools working alongside an exisiting Pouako to create meaningful and engaging learning experiences to dis-engaged rangatahi in secondary schools.

• To improve student behaviour, dis-engagement, and absenteeism through connection to Te Ao Māori, whakapapa, te reo.

• Promote Wellbeing : Act as a role model of hauora, demonstrating commitment to your own wellbeing and inspiring others to do the same.

• Adapt and Innovate: Flexibly adapt your approach when facilitating, based on the needs of rangatahi on any given day, fostering a responsive and supportive learning environment.

• Build relationships : Collaborate with the Kaitakawaenga (schools co-ordinator) to establish and maintain high-trust relationships with schools, ensuring program success.

Where are the secondary high schools? Wellington What is your role?

• Facilitator • Total 5 hours per school (Prep + Travel + 2 hour F2F session + feedback with teacher and peer

feedback) • Rate is $50 p/h = $250 per school • 3 – 5 schools per Term for 2025 (and 2026 with a new contract) • Potential to extend (potentially permanent/ full time). • Working with one other facilitator from the team. • Training will be provided.

Ideal Candidate

• Lives in Wellington • Background in Youth work or Counselling • Teaching or Mentorship • Passion for rangatahi • Facilitation skills

Requirements

• Police Vetting: All Pouako must undergo Police Vetting. • Transportation: Own vehicle and a full driver’s license are required. • Technology: Must have access to a laptop and stable wifi for online meetings and training

sessions. Contractor Payment Schedule

• Upon successful offer your be contractor on behalf of Niche Recruitment. • Niche will provide you with timesheet for you to complete and approved by client organisation. • Payment made on a fortnightly basis of $50/hr

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POSITION DESCRIPTION

Position:

Location:

Reporting to:

Issue Date:

Delegated Authority:

Staff Responsibility:

Manager Strategic Communications and Engagement

Te Whanganui-a-Tara

Executive Director

DRAFT FOR CONSULTATION

Financial and Human Resources delegations as authorised

Yes

Our Organisation

Mana Mokopuna - Children's Commissioner advocates for all 1.2 million mokopuna aged

under 18 in Aotearoa and care-experienced mokopuna aged up to 25.

Mana Mokopuna is an Independent Crown Entity led by our Children’s Commissioner. We

advocate for children's rights to be recognised and upheld, provide advice and guidance

to government and other agencies, advocate for system-level change, ensure children's

voices are heard in decisions that affect them and monitor places where mokopuna are

detained.

Our name, Mana Mokopuna, describes who we are and what we stand for.

At its heart, Mana Mokopuna recognises the many elements that will support mokopuna

to thrive. It focuses on children and young people in the context of their family, whānau,

hapū, iwi and wider community. It also recognises that their participation in decisions that

affect them is vitally important.

Our Vision and Values

Our moemoeā is Kia kuru pounamu te rongo - All mokopuna live their best lives. We want

to see every child in Aotearoa, regardless of their background, growing up knowing they

belong with their whānau, having what they need to live their best life. It means mokopuna

have a say about what matters for them, and that their rights are honoured by those in

power.

Te Tiriti o Waitangi is central to our work. Honouring and reflecting Te Tiriti is one of the

core values that drives us. We have a tikanga framework with four values-based principles

that guide our mahi and behaviour:

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• Aroha: Mokopuna are taonga. They are born with their own inherent mana. We will

always act with compassion and empathy, adapting readily to respond to their needs.

• Pono: We believe honesty and integrity are key to doing our job well. We will always

report things as we see them and never as how others want them to be seen. We

stay true to one important thing: we do as we say we will.

• Tika: We are always about the best results for mokopuna. We empower others to

bring about the best for them. We’re independent and will always speak out for their

interests. We consider the range of needs we have to meet and make every attempt

to get it right. We never shy away from the hard stuff.

• Mātauranga: Mokopuna are our reason for being. They are involved, participate, and

have input into things we do. We act from a place of knowledge; we work from

evidence and advise others based on the things we learn.

Purpose of this Position

The Manager Strategic Communications and Engagement provides strategic leadership and

oversight of functions that engage with and for mokopuna and their whānau, hapū, iwi and

communities to ensure that their voices are heard and amplified to promote and advance

the rights, interests, and wellbeing of Mokopuna in alignment with the United Nations

Convention on the Rights of the Child (UNCRC) and Te Tiriti o Waitangi.

To do this, the role leads the development and delivery of a cohesive, forward-thinking

communications, stakeholder and engagement strategy that strengthens and promotes the

advocacy of Mana Mokopuna - the Children's Commissioner. Providing strategic oversight

across engagement and communications (including strategic engagement and media,

stakeholder intelligence, digital channels and content creation) functions, this role ensures

that all engagement is aligned, impactful and focused on the promotion of the interests,

rights and wellbeing of mokopuna.

Combining strategic thought leadership with operational oversight, the Manager Strategic

Communications and Engagement ensures that Mana Mokopuna is focusing on high

impact opportunities to engage, build relationships and communicate in ways which

promote and advance the interests, rights and wellbeing of mokopuna within Aotearoa

through:

• Engaging and building relationships with mokopuna and their whānau, hapu, iwi

and communities to hear their voices, lived experiences and understand what

matters most to them.

• Building relationships and leveraging shared connections and resources for the

benefit of mokopuna and their whānau.

• Providing strategic stakeholder insights and advice to support Mana Mokopuna to

focus on the most impactful engagement efforts.

• Promoting the advocacy undertaken by Mana Mokopuna using strategic

communications and engagement across digital platforms using storytelling and

visual content to promote a world where all mokopuna live their best lives.

A key focus of this role is leading a high performing team that operates within a positive

working environment where kaimahi have the support to do their best mahi. The Manager

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Strategic Communications and Engagement is part of the leadership team and will

contribute to strategic work programme planning and priority setting for the organisation,

ensuring that we are progressing towards the achievement of our moemoeā - kia kuru

pounamu te rongo.

Working Relationships

Internal:

• Children’s Commissioner

• Executive Director

• Leadership Team

• Direct reports

• Kaimahi across the tari

External:

• NGO and community sector, including

organisations that represent Pacific

communities, ethnic communities,

disabled, rainbow, care-experienced,

excluded, or marginalised mokopuna

• Oranga Tamariki Oversight Partners: Te

Aroturuki Tamariki and the Ombudsman

• Government agencies, particularly:

• Ministry of Social Development

• Treasury

• Oranga Tamariki

• Te Puni Kōkiri

• Ministry of Education

• Ministry of Health

• Ministry of Business

• Innovation and Employment

• Ministry of Justice

• Ministry of Pacific Peoples

• NZ Police

• Human Rights Commission

• Privacy Commissioner

• Housing New Zealand

• Statistics New Zealand

• Social Wellbeing Agency

• Māori communities, including Iwi, hapū,

whānau and Māori organisations

• Academics and Māori and community

researchers and data experts

• Child rights advocates and sector

• Wider NGO sector

• Mokopuna directly and/or agencies

representing them

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Key Accountabilities

Key Result Areas Accountabilities

Strategic Leadership • Contribute to the strategic direction setting of Mana

Mokopuna and associated performance frameworks.

• Lead the development and execution of strategic

communication and engagement plans, weaving

together the different work streams to undertake

activities that promote and advance the rights, interests

and wellbeing of mokopuna.

• Develop and drive strategic engagement and

communications initiatives that advance mokopuna

rights and amplify their voices to meaningfully shape

the decisions that affect them.

• Build and maintain strong relationships within

government agencies, non-governmental

organisations, Te Ao Maori, Pacific communities, youth

focused organisations, community leaders, and other

stakeholders to ensure Mana Mokopuna is connecting

with and hearing from the villages that surround

mokopuna.

• Provide strategic direction and oversee the design and

execution of communications and engagement

initiatives, ensuring opportunities are maximised to

hear from and amplify mokopuna voicecs, while also

ensuring that risks and challenges are managed

proactively.

People Leadership • Provide strong leadership to the team, ensuring that a

culture of manaaki, support and high performance is

fostered, where all kaimahi feel valued, respected, and

empowered to contribute to the moemoeā of Mana

Mokopuna.

• Build, manage, and develop a high-performing team by

setting clear objectives and providing ongoing

coaching and feedback to support individual and team

growth.

• Identify professional development opportunities with

kaimahi, ensuring they have the skills and knowledge to

effectively advocate for mokopuna rights and manage

complex cases and projects.

• Manage team workloads and resources effectively,

ensuring a balance between operational demands and

strategic initiatives while maintaining kaimahi

wellbeing.

• Address team challenges proactively and constructively,

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offering support and solutions to maintain team

cohesion and alignment with moemoeā.

• Continuously model the values of Mana Mokopuna, as

a senior leader in the organisation.

Operational Delivery • Lead the successful and timely development and

delivery of a strategic work programme, which

provides for reactive and proactive communications

and engagement opportunities and gives particular

consideration of mātauranga Māori across all

activities undertaken.

• Establish clear objectives, timelines, and deliverables

for the work programme, ensuring alignment with

strategic priorities and resource availability.

• Develop and implement robust frameworks to

monitor progress, measure outcomes, and evaluate

the impact of the work programme, ensuring

continuous improvement and accountability.

• Ensure quality assurance across the teams work

programme including but not limited to ethics,

safeguarding and other mechanisms for safe practice.

• Provide clear and timely updates on work programme

progress, challenges, and successes to internal and

external stakeholders, fostering transparency and

collaboration.

• Ensure the Strategic Communications and

Engagement team has the necessary capability and

resources to deliver on their work programme,

addressing problems as they arise and being

proactive in removing any roadblocks to delivery.

• Manage financial resources within budget, as directed

by the Executive Director and in accordance with the

policies of the tari and the public sector.

Issues & Risk Management • Proactively identify and assess emerging issues, risks

and opportunities both within the organisaion, and

across the eco-system that could impact the

realisation of mokopuna rights and the amplification

of their voices in decisions that matter to them - this

may include system or organisational changes and

shifts in the wider landscape.

• Establish robust systems to monitor risks, issues and

opportunities, providing regular reporting and strong

actionable reccomendations and mitigations to

support the Commissioner to promote and advance

mokopuna rights and amplify their voices.

• Collaborate with internal and external stakeholders to

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address risks and resolve issues, leveraging

partnerships to achieve sustainable, mokopuna-

centered outcomes.

• Review and refine risk management frameworks and

practices, integrating lessons learned from past issues

to strengthen team resilience and responsiveness in

safeguarding mokopuna.

Relationship Management • Develop and maintain excellent working relationships

with external agencies including government, NGO,

community sector, particularly Māori and Pacific

communities.

• Establish effective working relationships and

communication with all key stakeholders for the team

and maintain excellent internal working relationships

across Mana Mokopuna.

• Leverage relationships and connections for the shared

benefit of mokopuna.

Te Tiriti o Waitangi

Obligations • Ensure that plans, practices, processes, activities and

initiatives of the Strategic Communications and

Engagement team are reflective of our commitment

and obligations under Te Tiriti o Waitangi.

• Champion the rights of Māori as Tangata Whenua.

• Actively work to improve skills and knowledge of Te

Reo Māori and Tikanga Māori.

Other Duties • Initiate, participate in and lead as appropriate,

projects and areas of work prioritised by the Executive

Director.

• Perform other duties to support the team or the wider

tari, as delegated by the Executive Director.

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Technical/Professional knowledge and skills

• Extensive, successful experience in people leadership, ideally in senior positions within

community engagement and/or advocacy focused organisations.

• Excellent engagement, relationship management and inquiry skills.

• A strong understanding of the practical application of Te Tiriti o Waitangi in the

workplace, with experience in ensuring the provisions of Te Tiriti are centred

throughout engagement practices, stakeholder management and communications.

• Proficiency in Te Reo Māori and Tikanga Māori, with the ability and confidence to

engage within Te Ao Māori and matatau settings.

• A proven ability to build high performing teams within a culture that fosters wellbeing,

psychological safety and innovation.

• Expertise in successfully leading teams in a complex and demanding environment, with

the ability to provide strong coaching, mentoring and support to direct reports to

ensure work delivery.

• Experience in leading and executing strategic plans that influence the achievement of

outcomes for mokopuna (experience specific to stakeholder engagement planning

desirable).

• Extensive background and experience in engagement and communications related

roles, ideally with experience within kaupapa Māori organisations and/or within the

children's participation sector.

• Expertise in navigating statutory, legislative, and public service processes with regards

to children’s interests, rights, wellbeing, and participation (including UN Convention of

the Rights of the Child, UN Declaration on the Rights of Indigenous Peoples, UN

Convention on the Rights of Persons with Disabilities).

• Strong communication skills, both verbal and written, with the ability to influence

without authority.

• Expert understanding of how to promote mokopuna voices and experiences in a way

that advances their rights, interests and wellbeing.

• A strategic and analytical thinker with a proven ability to create solutions in a changing

environment.

• A track record of building and sustaining relationships across a range of different

sectors, communities, and agencies.

• Demonstratable understanding and ability to analyse the impacts of engagement and

communications on mokopuna Māori and apply this analysis to leadership of an

engagement function.

• Relevant tertiary qualification and extensive equivalent experience.

• Willing to travel to fulfill the requirements of the role.

Position Description – ACC Resolution Practitioner

1

Position Description

Job title: ACC Resolution Practitioner

Date: May 2024

Group: Operations

Location: Auckland, Wellington, or Christchurch

Reports to: Operations Manager ACC Services

Position Purpose

The Resolution Practitioner has primary accountability to fulfil the obligations of the Accident

Compensation Act 2001. They are responsible for providing a range of high quality, efficient and timely

dispute resolution services, including (but not limited to) facilitation, mediation, conciliation and

adjudication, to a diverse group of customers. The role will deliver services through a mix of digital and

in person options.

The outcomes sought are:

• Resolution of disputes in a way that preserves the mana of all participants and does so in an effective, efficient and timely way.

• Deliver a service in a culturally appropriate way.

• To enhance Fair Way’s reputation as the leading provider of ACC Review Decisions and ADR (Alternative Dispute Resolution) services New Zealand wide.

• To achieve key performance indicators at a personal, team and company level.

These activities and outcomes will be achieved through being a highly experienced and competent

Resolution Practitioner, focused on providing exceptional customer experience and contributing to

maintaining Fair Way’s profile as a leader in the delivery of dispute resolution services.

Position Dimensions

Budget n/a

Staff No direct staff responsibilities

Internal

relationships

• Senior Management team members

• Operations Manager ACC Services

• Senior Resolution Practitioners, Resolution Practitioners and

Resolution Coordinators.

• All other Fair Way staff members

External

relationships

• External stakeholders

• Parties to the review

Position Description – ACC Resolution Practitioner

2

Position Responsibilities

• Analyse detailed medico legal documentation and/or communications to determine either the

validity of ACC decisions or to bring about resolution opportunities for cases.

• Conduct case conferences to determine issues, define the legal test and communicate complex

medico legal concepts to ensure participant understanding. Conduct hearings and/or

conciliations between the parties in accordance with the principles of natural justice, adopting

an investigative approach that is informal, timely and practical. Comply with relevant law and

exercise due diligence in decision making.

• Be the primary ‘face’ of Fair Way in customer interactions, maintaining a safe environment that

ensures customers feel heard through the process and are treated in a mana preserving way.

• Proactive Case Management - Liaise and work closely with all other Fair Way staff taking a

lead role in problem solving to ensure smooth and seamless transition of cases/disputes

through to early resolution, settlement, hearing or withdrawal of the dispute/case.

• Demonstrate and maintain technical competence across adjudication and ADR, as well as up

to date knowledge of relevant legislation and case law.

• Identify, build and maintain professional relationships to deliver client services.

• Maintain an open and non-judgmental attitude that supports our duty to act independently.

• Actively seek to meet and respect the specific cultural needs of all clients, so that our service

contributes to successful resolution for parties.

• Develop strong and positive working relationships with key stakeholders to ensure that service

delivery meets the needs of participants.

• Contribute to the design, development and updating of Fair Way’s Service Delivery processes

and policies to ensure they meet evolving needs of customers and the community.

• Support people in achieving outstanding results and making the greatest contribution they can.

• Focus on developing skills through mentoring and ownership of career development.

• Identify opportunities for new business as part of the delivery of ADR services with existing

clients.

• Manage the Health and Safety risks associated with meeting parties in resolution.

• Actively participate in Health and Safety in all work-related activities, including keeping up to

date with any policy or procedure or important safety messages and practices

Technical capability and experience requirements

• Tertiary qualification in Law.

• ADR experience preferred.

• A general working knowledge of Te Tiriti o Waitangi is preferred, as is the ability to work in

situations where tikanga protocols are desired by the customer.

• Ability to maintain the ‘ACC Warrant’ through ongoing professional development, applicable

case law review and acceptable quality assessment performance.

Position Description – ACC Resolution Practitioner

3

• Be able to manage/prioritise a full caseload of reviews and/or conciliations of varying

complexities, wide ranging issues, together with being cognisant of the vulnerabilities, needs

and demeanour of customers.

• Ability to understand complex technical legal and medical issues and/or arguments and be able

to explain these to customers in plain English.

• Experience in conducting mediations and accredited and approved to practice by a recognised

authority or in a workplace learning programme to develop the experience.

• Understanding of dispute resolution, particularly negotiation and facilitation and competence in

problem solving and gaining agreements that are enforceable.

• Understand the principles of the Privacy and Official Information Acts and the ability to

understand, interpret and apply the law to identify issues, analyse and make robust decisions

with experience in conducting quasi-judicial hearings.

• Ability to follow broad practice and procedure covered by precedents and policies and subject

to managerial direction, working autonomously within clearly defined company policies,

principles and objectives.

• Member of the Arbitrators’ and Mediators Institute of New Zealand (or equivalent professional

qualification) or able to demonstrate in a programme of learning for professional qualifications.

Behavioural requirements

• Has a high level of personal resilience to be able to manage the complexities, both technical

and people related, of providing a variety of dispute resolution services ranging from voice only

interaction through to in-person hearings.

• Take up opportunities to use the available tools/services/meetings to help you (and team

members) appropriately debrief, learn, or consider different perspectives relating to difficult

situations or cases. Proactively engage in these activities to support and improve practice, and

to enhance practitioner well-being.

• Demonstrates effective communication, judgement, intelligence, common sense, integrity,

empathy, resilience and adaptability to manage interactions with sometimes highly stressed

and vulnerable parties.

• An ability to be decisive and to work independently.

• Takes accountability and ownership – does not hide behind others or blame others for

undesirable outcomes.

• Values the inputs of others, has empathy of other cultures and viewpoints.

JOB DESCRIPTION

Pouroki Tuarua | Deputy Registrar

PURPOSE

Te Kaunihera Rata o Aotearoa | Medical Council of New Zealand (Council) is the regulating authority for the medical profession under the Health Practitioners Competence Assurance Act 2003. Our over- arching purpose is to protect the health and safety of the public through setting and promoting standards for the medical profession. The Pouroki Tuarua | Deputy Registrar reports to, and works in conjunction with the Registrar, to

exercise the powers, duties, and functions of the Registrar under the Health Practitioners

Competence Assurance Act 2003 (HPCAA).

This role also works closely with the CEO, Deputy CEO and Senior Leadership Team (SLT) to ensure the provision of robust, timely legal advice that enables Council to meet its obligations as the regulating agency for the medical profession in New Zealand. The Deputy Registrar leads or contributes to reviews of the operational and statutory policies and provisions of Council as required; and as a member of SLT, provides support and leadership across the organisation more generally to support the achievement of Council’s strategic goals.

SPECIFIC DUTIES & RESPONSIBILITIES

Effective exercise of delegated powers, duties and functions under the HPCAA

• Assist the Registrar in developing a framework setting out specific delegated decisions, or areas of decision-making, for which the Registrar and the Deputy Registrar are primarily separately responsible.

• Ensure decisions made under delegation are consistent with Council policy, take account of relevant criteria and meet any limitations or conditions on the exercise of the delegation.

• Monitor the exercise of delegated authority by staff under the control of the Deputy Registrar, as necessary to ensure decisions made under delegation meet the standard required of the Registrar.

• Promptly escalate to Council any decisions that fall within delegated authority, but which are outside Council’s policy framework, or which for reasons of risk management or otherwise require Council consideration.

• Timely advice to the CEO / Registrar of potential risks, including sentinel level cases. • Keep up to date with relevant legislative changes and monitor and advise on the development of

new legislation that may impact on the Council.

Organisational Leadership and Planning

• As a member of the Senior Leadership Team (SLT) the Deputy Registrar is responsible for bringing

the full range of their managerial and leadership knowledge and skills to the table, and working

collegially with other senior managers to achieve optimal outcomes for the Council and the

health system in New Zealand.

• Takes a constructive, ‘big picture’ approach to developing strategies and ways of working that

maximise Council resources within and across specialist teams.

• Takes ownership of all corporate and SLT decisions, and engaging staff in their implementation

• Behaves, professionally and personally in a manner that consistently models the Council’s values,

including:

• Actively supporting Council’s people development and improvement culture. • Leading in a visible, consistent, and ethical manner. Demonstrating and upholding Council’s

values.

Legal advice and support to Council to ensure statutory compliance

• Work with the Registrar to:

• Ensure that the Council has ready access to timely, high-quality and robust advice on legal matters that satisfactorily addresses Council’s needs and complies with our policies and procedures.

• Support the Manager – Legal to respond to appeals (with collaboration, direction, thought leadership, and risk management for actual or perceived risks) and ensure effective briefings/liaising with the CE.

• Provide thought leadership and process innovation for the development of health regulation. • Support statutory organisational compliance and Council’s Standing Orders, policy and

procedures by confirming awareness and advising on the interpretation and application of legislation.

• Ensure Council papers contain accurate and thorough assessments of options that assist Council to make informed and reasoned decisions and accurately reflect its regulatory function, including relevant legislation, the principles of natural justice and Council’s Standing Orders, policies and procedures.

• When required, provide instruction and direction to internal and external legal counsel to effectively support Council activity and manage any current or perceived risks.

• Attend and advise at Council meetings as required.

Advice and support for case management • Contribute, as a member of the Notifications Triage Team (NTT), to decisions regarding the next

steps required for notifications relating to a doctor’s conduct or competence, and any associated assessment of risk of harm.

• Identify and communicate any relevant legal or procedurally significant considerations in matters before NTT and Council.

• Support effective case management through the provision of timely, relevant advice to committees, managers, staff, and Council agents.

Strategic and project planning and development

• Facilitate legal support to Council teams dealing with strategic, significant or complex statements, policies, projects and support the development and implementation of initiatives across Council that improve the compliance, quality, timeliness and cost effectiveness of Council services.

• Lead or contribute to reviews of Council statements, operational and statutory policies and procedures of Council, as required.

• Contribute to the development and implementation of Council’s strategic and business plans so that objectives are delivered to the agreed standard, time, and budget.

Liaison / stakeholder engagement / representation

• Develop and maintain collaborative, effective relationships with internal and external stakeholders that foster trust and confidence to support the achievement of Council’s strategic priorities.

• Represent Council as required, including informing the profession and public on issues and law relating to disciplinary and competence functions of the Council.

• Engage, inform and influence relevant audiences to improve their understanding of Council’s activities and responsibilities under the HPCAA.

• Build and maintain effective, ‘no surprises’ working relationships with the CEO, Deputy CEO and all members of the Council, and Executive and Senior Leadership teams.

Te Tiriti o Waitangi / The Treaty of Waitangi

• Incorporate the principles of Te Tiriti o Waitangi in regulatory work. • Actively contribute to the Council culture that values Māori as partners in regulatory work. • Support the development of regulatory strategic policy to improve health inequities for Māori. • Demonstrate tikanga, cultural safety and the use of te reo Māori.

________________________________________________________________

SKILLS, EXPERIENCE & EDUCATION

• Significant (5+ years) previous experience in a senior legal or management role, ideally gained within a regulatory environment.

• Experience in servicing boards and committees. • A proven thorough understanding of relevant legislation, coupled with a strong understanding of

regulatory practice, and established credibility with the profession, key stakeholders, and Council.

• Politically and intellectually acute, with a demonstrably proactive strategic and forward-thinking approach to all issues.

• Demonstrated ability to build effective, collaborative and trusting relationships internally and externally.

• Evidenced ability to communicate complex legal and conceptual information clearly and concisely verbally and in writing.

• Demonstrated excellence in analysis, judgement and decision making/, with the ability to develop concepts into practical and achievable outcome.

• Resilient and tenacious, with proven ability to remain flexible and calm under pressure, and to deal effectively with conflict and opposition.