JD Senior Legal Counsel April 2024 Page 1 of 7

JOB DESCRIPTION Approved June 2025

Title & Reporting Relationships

Position Title: Te Kaitohutohu Matua – Ture, Senior Legal Counsel,

Legal Services, Corporate Services

Grade: SP 22 Reports to: General Counsel

Direct Reports: n/a Indirect Reports: As may be required pending the nature of a project or

specific section of work programme Purpose of the Group and the Position:

The Corporate Services Group, comprises: Legal Services; Digital Solutions; Finance; Governance; and Risk

and Assurance. The Corporate Services Group is responsible for providing the strategic management and robust effective operation of all financial management, information and technology management, governance and legal services as well as ensuring organisation wide risks are assessed and monitored. The Legal Services function is responsible for providing quality, cost-effective and timely legal assistance that supports the achievement of Council’s strategic, operational and statutory objectives through the best use of internal and external resources. Council’s Legal Services team are trusted advisors to the organisation, working collaboratively across the organisation to provide a strategic cross-council view and to proactively identify effective solutions to risk and issues to support the organisation to achieve its outcomes within an acceptable risk profile. The team contribute to fostering a high- performance organisational culture that is accountable and reinforces Council’s social license. The Senior Legal Counsel is responsible for providing quality, timely and cost-effective legal services to the Council. The Legal Counsel will provide advice and assistance to internal stakeholders across a range of legal issues relevant to local government at a senior level and provide leadership within the Legal Services function.

JD Senior Legal Counsel April 2024 Page 2 of 7

The Legal Services team is comprised of a General Counsel, Senior Legal Counsel and Legal Counsel, Manager Complaints, Legal Compliance and Privacy, Senior Advisor and Advisor Complaints, Legal Compliance and Privacy.

This role is responsible for establishing and maintaining

effective, co-operative, and professional working relationships with all stakeholders including:

Internal Customers: General Counsel; Legal Assistant; Legal Services team; Chief Executive; Senior Leadership Team; Council Managers and staff

External Customers: External Legal Providers; External bodies such as the Office

of the Ombudsman New Zealand, Office of the Auditor General and Privacy Commission; Government agencies and providers such as Crown Law, New Zealand Police

KEY RESPONSIBILITIES AND OUTCOMES In the current local government environment, Council must be well positioned and supported to meet the current and future needs of our communities for good quality local infrastructure, local public services, and performance of regulatory functions in a way that is cost-effective for businesses and residents. The Council needs to be ready for, and respond appropriately to, changes in external operating environments (such as shifts in government policy), which in turn influences how we do things. The Council is working to be well-positioned not only to see what is coming but also to take opportunities to influence the shape of these externally driven changes. We require all staff to demonstrate behaviours that underscore our commitment to build and maintain an organisation that is acknowledged and respected for being:

• Caring – we understand our customers’ needs, share information and work as a team;

• Dynamic – we bring a can-do attitude to make it happen; and

• Effective – we get it right and deliver consistent, value for money services. Staff will be aware of political sensitivities, support equal employment opportunities, and demonstrate an understanding of Te Tiriti o Waitangi within the context of a local authority.

Functional Key Requirements

• Provide quality, timely and cost-effective legal advice and assistance across a variety of legal areas relevant to local government to support in the delivery of an effective in- house Legal Services function. Key areas of practice span property, regulatory, resource management, building, official information, privacy, warrants, delegations and public law. Key roles and responsibilities include:

o providing legal advice and assistance to the Chief Executive, Senior Leadership Team (SLT), Council managers, and the Mayor and Elected Members (as directed by the General Counsel).

o representing Council’s legal function internally and externally including attending meetings and other engagements as required.

o managing external investigations by the Office of the Ombudsman New Zealand, Privacy Commissioner or other external oversight bodies.

o advising on, reviewing, or preparing, relevant agreements and memoranda on behalf of the organisation;

JD Senior Legal Counsel April 2024 Page 3 of 7

o supporting staff to access appropriate legal templates and associated documentation;

o advising on issues relevant to legislation, regulations, bylaws and rules o provide support to Council’s regulatory team on proposed enforcement

action or prosecution including as a member of Council’s Enforcement Decision Group (EDG) under the Compliance and Enforcement Policy

o advising on any Kāpiti Coast District Council property matters and business issues

o assist in managing the organisational response to claims or litigation (which will usually involve briefing external counsel.

• Work collaboratively with the Complaints, Legal Compliance and Privacy team and support with advice and activities relevant to these related legal support functions.

• Provide legal training and education to staff, including assisting with seminars to staff.

• Assist the General Counsel with legal reporting to the Chief Executive, Senior Leadership Team and Council (where required).

Leadership

• Provide leadership to staff in the Legal Services team and wider organisation, including mentoring and supporting junior lawyers in the team.

• Support the General Counsel to establish the Legal Services function as trusted advisors to the organisation who work collaboratively across the organisation to provide a strategic cross-council view, provide trusted advice and proactively identify effective solutions to risk and issues to support the organisation to achieve its outcomes within an acceptable risk profile.

• Contribute to the organisation’s strategic direction through a close working relationship with Council’s SLT and Managers and ensure the legal function is aligned to the organisation’s priorities.

• Identify and drive continuous improvement initiatives within the Legal Services function.

• Deputise for the General Counsel position where required.

External Providers and Legal Budgets

• Instruct and manage external lawyers as appropriate

• Assist the General Counsel to manage relationships with external legal providers and assist in reviewing service levels and financial spend management

• Act as a conduit between Council staff and external legal providers to ensure quality instructions; that external advice is only obtained where necessary; and to assist in communicating external legal advice to Council staff to facilitate understanding of the advice and to ensure that advice is implemented in decision- making (where appropriate).

Legal Risk

• Manage legal risk in the provision of advice and assistance across a range of legal matters.

• Proactively identify and communicate and relevant on legal risks relevant to the Council.

• Keep the General Counsel informed of matters including key legal risks and potentially significant or publicly controversial matters affecting Council.

Legal Systems and Technology

• Support the General Counsel in developing and implementing systems and processes to support an effective Legal Services function.

• Champion good document management and use of legal systems and technology adopted by the Legal Services function.

JD Senior Legal Counsel April 2024 Page 4 of 7

Personal Key Results

• Demonstrate commitment to organisational values through behaviour that is consistent with our caring, dynamic and effective approach to customer service.

• Establish and maintain effective and efficient working relationships with all stakeholders.

• Contribute collaboratively, positively, and effectively to the operation of the team, the Group, and the organisation as a whole.

• Take responsibility for your own self-development to enhance skills and knowledge applicable to current and future positions.

• Exhibit behavior which is consistent with the understanding of Te Tiriti o Waitangi and its application for the Council.

Health and Safety

All employees have a responsibility to work towards keeping a safe and healthy work environment by following all safe work methods, identifying work place risks and hazards and using appropriate safety equipment. This includes but is not exclusive to demonstration of the following:

• Taking all reasonable steps to ensure your own safety at work, and that no action or inaction of yours while at work causes harm to any person or the environment;

• Reporting any risks and/or hazards you become aware of in the workplace;

• Observing all safety policies, procedures and precautions, including wearing and using the protective clothing and equipment;

• Notifying your manager/Group Manager/H&S Advisor immediately if you have an accident/incident/near miss at work and completing the required forms within 24 hours;

• Notifying your manager/Group Manager/H&S Advisor within 24 hours of filing any ACC claim for a work related accident or gradual process injury, and provide your manager/Group Manager/H&S Advisor with copies of relevant medical information specific to your claim; and

• Complying with all policies and procedures that are in place. At the discretion of the Council, as part of a rehabilitation programme, you may be required to return to work to undertake such alternative duties as are available and are as reasonably within your capability and level of fitness as determined in consultation with a registered medical practitioner.

Essential Skills, Knowledge and Experience

• Current legal practicing certificate for New Zealand and relevant legal qualifications.

• Demonstrated senior-level knowledge and experience providing legal advice and assistance across a range of issues relevant to local government (6+ years PQE desirable).

• Ability to provide advice that is well reasoned to facilitate pragmatic recommendations and decisions to be made and to assess when specialist legal advice is required (to manage legal risk or complex issues).

• Experience providing leadership and coaching to more junior staff members and providing leadership to support the effectiveness of the Legal Services function.

• Demonstrated ability to identify, analyse and communicate legal issues and analysis in a clear, concise and timely manner.

• Demonstrated experience drafting and interpreting contracts and other legal documents.

• Demonstrated ability to display discerning judgement in the face of ambiguity, uncertainty and complexity, and to thrive in a dynamic environment.

• Demonstrated high level of discretion and diplomacy with ability to maintain strict confidence on any Council matter of a sensitive nature.

• Understanding and awareness of Te Tiriti o Waitangi, Te Ao Māori perspectives and Council’s statutory obligations to Māori and mana whenua in the Kāpiti Coast District,

JD Senior Legal Counsel April 2024 Page 5 of 7

and the ability to apply this knowledge to ensure the effectiveness of Council’s internal legal function and the advice provided to Council staff particularly where this relates to Council’s partnership with mana whenua.

• Effective interpersonal skills with a demonstrated commitment to customer service and willingness to and capability for working with a wide range of people within and outside the organization. Customer service focus and a courteous and helpful manner in dealing with clients and the public.

• Demonstrated ability to build and maintain effective professional working relationships with all key stakeholders, including with other council staff members based on a collaborative, collegial and cooperative working style.

• Effective time management skills and ability to work effectively without supervision and collaboratively as an effective team member.

• Proficient IT Microsoft skills including word processing, spreadsheets, legal research databases, PowerPoint and SharePoint.

• Holder of a current and valid NZ Drivers’ licence.

OTHER INFORMATION From time to time, the position holder may be required to perform other duties in conjunction with the role and which are reasonably within their experience and capabilities. Te Tiriti o Waitangi Kapiti Coast District Council has a responsibility to contribute to meeting obligations under Te Tiriti o Waitangi. Meeting our commitment to Te Tiriti will contribute towards creating an organisation that is grounded, dynamic and resilient and supports our organizational values of being Caring, Dynamic and Effective in how we work. Staff will contribute to the promotion of Te Tiriti o Waitangi and the involvement of Māori within the decision-making process for matters related to and important to them within the Council management processes and procedures. Inclusion of Te Tiriti o Waitangi within all aspects of the role and its outcomes is necessary, while ensuring the engagement processes include appropriate mechanisms to meet the needs and aspirations of our hapori Māori, informed by our mana whenua partners – in an appropriate and safe manner. To give effect to our responsibilities and achieve our respective outcomes – Tiriti training will be appropriate and organised through Te Rōpū Hononga ā-Iwi / Iwi Partnerships Group. Civil Defence, Emergency Management and Business Continuity Duties All staff of Kāpiti Coast District Council may be required to undertake Civil Defence and/or Emergency Management duties in the event of an emergency. (Training will be given as appropriate.) Staff will also be required to assist with maintaining business continuity in the event of a disruption to Council business and/or the impact of a pandemic by undertaking duties in accordance with how the Council responds to the interruption. The Council likewise recognises the staff member’s need to ensure their family’s needs are adequately catered for. Performance Review Performance in this position will be assessed in terms of an agreed performance plan.

JD Senior Legal Counsel April 2024 Page 6 of 7

JD APPENDIX - GENERIC ORGANISATIONAL COMPETENCIES

Leadership • All employees of the Council are expected to be leaders in supporting the Council’s vision, role modelling the delivery of consistent high customer service levels to internal and external customers and championing Council values.

• Leaders are expected to actively contribute to achieving the Council’s aspirations with respect to the relationships with Te Āti Awa ki Whakarongotai, Ngāti Toa Rangatira and Ngā Hapū o Ōtaki; and be willing and able to provide thought leadership and quality advice to enable our elected members to make good decisions.

• People Leaders are expected to: effectively build and maintain an engaged, healthy, thriving and high performing team; ensure their people are current in their knowledge of legislation and training is available to keep pace with best practice.

• Ensure people policy and practices are consistently observed and implemented and opportunities exist for ongoing professional growth and development; ensure their people are consistently working collaboratively with other Council teams in the delivery of operational and strategic outputs; effectively manage day to day work output and timeframes; schedule and conduct regular team meetings to enable opportunities for team members to be informed and up to date in their areas and those areas that cross over with other teams.

• Ensure individual team member performance is monitored, reviewed with appropriate and timely feedback, and written performance reviews are formally completed in a timely manner; ensure adequate provision of backup/cover for team members; establish an effective performance culture within their team, including ongoing performance appraisals with clear performance indicators and consistent standards.

• Team Leaders/Supervisors/Managers are accountable for the leadership, support and coaching of their team members, the fostering of a teamwork approach to the delivery of both the team and the Group’s outputs, and the identification of training and development as appropriate; enable, create and encourage linkages across the Council and the region for the benefit of all, the delivery of work programmes and the achievement of strategic priorities; embed strong leadership within their team and across the wider Council leadership group that drives increased diversity, engagement, capability and performance.

Legislative Compliance

• Keep up to date with legislation/amended legislative frameworks and be able to demonstrate the application of such changes (in work and or communicate them to others).

Project Management

• Effectively manage assigned projects to ensure on time and within budget, monitor and report regularly to manage risk and provide updates to key stakeholders.

• Ensure documentation is current, available as required and is prepared using Council standard templates/documentation.

• Ensure Council processes and procedures are complied with.

Customer Service

• Maintain a professional, courteous, and helpful attitude to all customers (internal and external) ensuring communication is accurate, succinct and in a manner which promotes customer

JD Senior Legal Counsel April 2024 Page 7 of 7

service excellence and demonstrates organizational values.

• Always maintain confidentiality.

Teamwork

• Participate willingly and positively in the orientation, training and support of new staff in specific areas, providing coaching/buddy support as required.

• Provide a contribution to or participate in any projects and initiatives within the Group/organisation where required and the opportunity arises.

• Participate in initiatives and contribute suggestions as to improvements and/or efficiencies to enable ongoing quality improvement.

• Demonstrate a collaborative working style and participate as a member of the team undertaking all tasks maintaining positive working relationships with other staff members and internal and external customers.

Financial Management

• Ensure all financial activity is conducted in accord with current policy and procedures.

• Ensure you work within your financial delegation.

Monitoring and Reporting

• Ensure any written reports are produced using Council standard templates and are provided within the required Peer Review timeframes.

• Review, monitor and report on activity or projects as required by the manager.

Relationship Management

• Build and maintain effective professional working relationship with all key stakeholders.

• Build and maintain effective working relationships with other council staff members based on a collaborative, collegial and cooperative working style.

Information Management

• Take responsibility for ensuring Council information is stored with the appropriate accessibility in the designated systems, using processes and tools as described in the current Information Management Policy.

General Manager (Pou Matua | GM) to be advertised from 22 Sept.

Hours: 30 hours per week Salary: $100,000 + Kiwisaver

Focus: Business, Strategy, and External Relationships

Vision & Leadership

• Uphold kaitiakitanga for Hauora Aotearoa kawa ora. • Drive generational change so rangatahi can live well, learn well, and lead

well.

Funding & Relationships

• Secure sustainable funding streams. • Build and maintain strong funder, partner, and supporter relationships.

Programme Development

• Oversee the HĀ programme content.

Organisational Leadership

• Model policies, tikanga, and kawa. • Travel across Aotearoa to advocate and connect. • Represent Hauora Aotearoa nationally and internationally.

Compliance & Governance

• Protect confidentiality and avoid conflicts of interest. • Ensure compliance with contracts, board approvals, and governance

standards. • Complete police vetting as required.

1 June 2025

Senior Legal Advisor - Employment

Position Details

Reports to: Manager – Legal, Employment Employee Type: Employee

Executive Group: Chief Operating Office Shift Work/Non-Shift Work: Non-shift work

Workgroup: People Group Remuneration Range: Grade 21

Location: Police National Headquarters Delegated Financial Authority: Nil

Direct Reports: Nil

Working at Police (who we are)

New Zealand Police delivers services that ensure people can be safe and feel safe in their homes, on our roads and in their communities. Police operate 24 hours a day in a complex environment actively targeting and preventing crime and harm. With around 16,000 staff, we work from urban and rural stations and larger policing hubs. We operate on land, sea and in the air, and respond to more than 1.2 million events per year – answering more than 992,000 111 calls and over 650,000 non-emergency calls. We’re working towards specific goals and targets that highlight our intent to work collaboratively with iwi and communities, other government sectors and business partners to deliver ‘Our Business’ and achieve long-term change.

Values: Our Values provide a guide to the way New Zealand Police work, operate, and make decisions, and reflect what is important to us and the communities we serve.

Professionalism Taking pride in representing New Zealand Police and making a difference in the communities we serve

Respect Treating everyone with dignity, upholding their individual rights and honouring their freedoms

Integrity Being honest and upholding excellent ethical standards

Commitment to Māori and The Treaty

Acting in good faith of, and respecting the principles of Te Tiriti O Waitangi – partnership, protection, and participation

Empathy Seeking understanding of, and considering the experience and perspective of those New Zealand Police serve

Valuing Diversity Recognising the value different perspectives and experiences bring to making us better at what we do

2 June 2025

Position Overview (where you’ll be working)

To support the delivery of Our Business the Senior Legal Advisor will provide advice, advocacy and support on grievances, disputes, change management, health and safety and general employment law (including information law and Human Rights).

The purpose of leadership in this role is to lead the tactics of Our Business and enable our people to deliver them.

Responsibilities (what you’ll be doing)

The Senior Legal Advisor - Employment will:

1. Keep Our People Safe Exercise your health and safety due diligence. Foster a safe and supportive culture by leading the integration of safety, health, and wellbeing into all aspects of

the workplace including planning, training, and operations. Understand the hazards faced by the team and enable them to eliminate or minimise the associated risk. Monitor health and safety events, encourage near miss reporting, debriefs with a lessons-learned mindset, and

resource incident reviews to a level commensurate with their significance. Proactively manage employee preventative health initiatives and return to work from injury or illness.

2. Service Delivery Personal Grievances and Disputes

- Manages personal grievance cases including representing Police at mediation and the Employment Relations Authority and, where required, manages external counsel relationships.

- Provide briefings, advice and support to Police Managers and HR professionals on preventing and managing disputes and personal grievances.

- Provides expert and sound legal advice on dispute resolution. - Provides risk assessment to Police Managers and HR professionals during the dispute

resolution processes. - Manages and takes ownership of potential high-risk employment relationship problems or issues. - Develops case management strategies in conjunction with the Manager – Legal, Employment - Provides timely legal advice and support to Police Managers and HR professionals when managing disputes

and personal grievances.

Employment Law - Provides expert legal advice and legal opinions on interpretation of Police Collective

Employment Agreements and policy, change management processes, health and safety and general employment legislation.

- Supports employment investigations as assigned and works closely with Police’s new disciplinary resolution team.

- Provides timely legal advice and support to Police Managers and HR professionals when managing employment relations issues.

- Proactively recognises potential employment law risks or issues with a likely organisation-wide impact. - Develops and delivers training on employment law issues, as required in order to upskill Police

Managers and HR professionals. - Analyses legal issues, themes and any emerging trends.

3. Customer Service Handles confidential and sensitive information in an appropriate manner, consistent with good

practice, Police policy and legislation. Maintains a current knowledge of employment law and employment relations practices and

ensures that knowledge is up to date.

3 June 2025

Adjusts workloads and approach to reflect priorities. Communicates in a timely and appropriate fashion. Reacts appropriately to operational information and make decisions in the absence of direct supervision. Works closely with the wider People Group, and associated workgroups including Safer People, People

Operations, People Strategy, Recruitment, Integrity and Conduct, and Legal Section, and special projects.

4. General Management Manages cases and projects assigned by the Manager – Legal, Employment Identifies and manages dispute resolution and employment relations related projects Acts as a source of specialist information and advice in relation to employment relationships and

employment relationship problems Contributes to meeting Police obligations under the Treaty of Waitangi | te Tiriti o Waitangi. Ensures employment legal services are delivered promptly, impartially and safely Contributes to the planning and co-ordination of the work of the wider People Group

5. Team Leadership & Management Co-operates and works effectively with colleagues and other staff in order to achieve team goals and standards. Facilitates the timely flow of current and accurate information between both district and national staff Coaches and develops others in area of expertise Takes a constructive approach to team efforts and supports other team members Demonstrates flexibility in responding to work requirements including availability to work non-

standard hours when required Regularly briefs other team members on matters of interest to the team Displays behaviour which contributes to a constructive culture including behavioural alignment to

the Police's integrity, ethics and values. This includes: - Those covered in the Code of Conduct - Supporting and recognising equal opportunities - Supporting and recognising New Zealand Police’s obligations under the Treaty of Waitangi|

te Tiriti o Waitangi, including Māori Responsiveness.

6. Relationship Management Ensures that all advice and support provided is of a very high quality Develops key internal relationships to effectively support decision making and to encourage robust

decision making and provide appropriate legal advice Ensures clear boundaries are established between providing legal advice and taking responsibility for

decision making Establishes and maintains appropriate external working relationships with other roles impacting on their position Develops networks outside the Police to facilitate the effective resolution of employment relationship

problems and achieve best results for Police as a whole

7. Universal Responsibilities All employees of New Zealand Police are expected to:

Adhere to New Zealand Police standards of integrity and conduct. Comply with legislative and statutory requirements within area of expertise, including employment and privacy

legislation. Model the New Zealand Police Values – Professionalism, Respect, Integrity, Commitment to Māori and The

Treaty, Empathy and Valuing Diversity. Respect diversity and demonstrate inclusiveness. Understand the hazards in their work area and eliminate or minimise the associated risk. Report all accidents, incidents and near misses in MyPolice in a timely fashion. Actively participate in Wellness and Safety initiatives and training.

4 June 2025

Perform other duties and participate in projects as required.

Key Relationships (who you’ll be working with)

The Senior Legal Advisor - Employment can expect to build and maintain effective relationships with:

Internal • New Zealand Police Executive, District Commanders, Directors, Managers, Royal New Zealand Police College

• Legal Services, Police Professional Conduct, People Group (Safer People, People Operations, People Strategy, Recruitment, including ER Advisors, HR Managers and Advisors)

External • State Services Commission • Leadership Development Centre • Service Organisation delegates, field officers and organiser • Staff and members of the Employment Relations Service including the Mediation

Service and Employment Relations Authority

Position Specific Competencies (how you’ll deliver results)

To be successful in this role, the Senior Legal Advisor - Employment will:

Deliver high standards of service to all stakeholders in a professional manner. Effectively communicate with our people, partners and community. Use critical thinking and problem-solving skills to make sound decisions and judgement. Manage time, priorities and responsibilities for self and others. Influence and engage teams, partners and community. Solve problems and lead sound decision making under pressure. Know our key responsibilities under our employment agreements, the Health and Safety at Work Act and our

people focused policies. Know how to proactively manage or escalate identified risks.

Additional information: (what you need to know)

Required Qualifications Hold an LLB and a current practising certificate (or be eligible to obtain a current practising certificate)

Pre-Employment Checks

Not a children’s worker, standard vetting required. Drug and alcohol testing, as required, according to guidelines. No National Security Clearance is required to be obtained and maintained.

Work Environment Flexibility options: Flexible work options available. Travel requirements: Some travel is required to attend mediations and disciplinary meetings.

Chief Executive (CE) Title of Position: Chief Executive (CE), Rural Women New Zealand Inc(RWNZ) / Ngā Wāhine Taiwhenua o Aotearoa

Reports To: The Board of Rural Women New Zealand Inc.

Location: Level 10, 175 Victoria Street, Wellington 6011

Role: Flexible work options may be available to the right candidate.

Date: September 2025

Introduction Rural Women New Zealand (RWNZ), founded in 1925, is a charitable organisation committed to supporting rural women, families, and communities across Aotearoa New Zealand. Led by a member-elected Board, RWNZ’s core values include service, charitable initiatives, advocacy, and fostering robust rural networks. The organisation’s activities are focused on empowering volunteers, leaders, and advocates to achieve the vision of connected and thriving rural communities. In the centenary year, RWNZ is dedicated to honouring its legacy whilst embracing future opportunities. The organisation is poised for growth, modernisation, enhanced visibility, and renewed internal culture. RWNZ seeks an experienced Chief Executive, with exceptional courage and a collaborative leadership approach, to guide the organisation through a period of transformation and growth.

Vision, Mission, Values and Strategic Goals • Vision: Rural communities are connected and thriving. • Mission / Whakatahanga: We are the first choice for rural women for connection and support. • Values / Nga Uarau:

o We are welcoming and open to all rural women. o We are community spirited, focusing on the well-being of families and communities. o We are collaborative, seeking to work with others. o We are adaptable and relevant, meeting the needs of today’s and tomorrow’s rural women.

RWNZ’s strategic goals are centred on supporting women and communities in rural New Zealand. The organisation aims to strengthen rural communities by influencing positive change, delivering charitable activities, advancing social and economic wellbeing, fostering sustainable environments, supporting leadership development, and cultivating an inclusive and diverse membership. RWNZ also celebrates its rich culture and heritage gained over its 100 years of service.

Purpose of the Role / Kaupapa The Chief Executive provides visionary leadership and strategic direction, positioning RWNZ as the leading authority and trusted partner for rural women and communities. This role focuses on expanding influence, nurturing partnerships, and driving organisational growth, ensuring consistency with the organisation’s mission and values.

Key Responsibilities

Strategic Leadership • Develop and implement the organisation’s strategic plan in collaboration with the Board. • Ensure all activities align with the vision, mission, values, and long-term goals of RWNZ. • Ensure all activities remain consistent with the organisations charitable purpose and duty to

members, with a focus on measurable community impact and balancing long-term mission sustainability with short-term operational pressures.

• Lead organisational growth by identifying opportunities for innovation and expansion.

Stakeholder Engagement and Advocacy • Act as a primary spokesperson, alongside the National President, advocating for rural women and

communities locally, nationally, and internationally. • Build and maintain relationships with members, government, policymakers, business leaders,

funders, and community organisations. • Represent RWNZ at high-level forums, events, and conferences.

Public Profile and Brand Leadership • Champion RWNZ’s public image to establish it as the go-to resource for rural women and community

support. • Collaborate with the Communications and Advocacy Team to enhance visibility and promote key

initiatives.

Financial Sustainability and Growth • Lead efforts to secure funding through partnerships, sponsorships, and grants, ensuring financial

stability and sustainability. • Develop alternative income streams to reduce reliance on the Investment fund. • Oversee budgeting, resource allocation, and risk management with the Operations & Finance Team. • Ensure efficient, effective, and compliant management of all resources. • Leverage digital tools and data to boost organisational effectiveness.

Organisational Leadership • Promote a culture of respect, collaboration, innovation, and excellence across all teams and

members. • Build and mentor a high-performing team to achieve organisational goals. • Support the Board in clearly defining the roles of governance versus management, and provide

thorough, high-quality information to enable well-informed decisions on governance. • Provide regular updates and strategic insights to the Board for transparency and alignment. • Uphold the highest standards of integrity, ethics, and compliance with all legal and regulatory

requirements.

Health, Safety and Wellbeing • Ensure compliance with health and safety regulations, policies, and standards. • Identify and report risks and hazards, contributing to a safe and healthy environment. • Promote wellbeing initiatives and foster a respectful, inclusive workplace culture.

Membership Engagement • Foster an inclusive and vibrant membership culture, supporting branches and groups. • Develop programmes and services that meet members’ and future member's needs.

Key Relationships • Board of Directors: with the Board, providing advice, reporting, and support for effective

governance. • Staff Team: Lead and empower a multidisciplinary staff, encouraging respect, learning, and

achievement. • Membership: Engage with members throughout New Zealand, ensuring their voices shape

organisational priorities. • External Stakeholders: Collaborate with government agencies, iwi, charitable foundations, NGOs,

industry representatives, and the media.

Key Performance Indicators (KPIs) Performance in the role of Chief Executive will be assessed against the following KPIs:

• Achievement of strategic and operational objectives. • Effective management of finances, resources, and risks. • Growth and retention of members and stakeholders. • Delivery of impactful programmes and advocacy outcomes. • Enhancement of RWNZ’s reputation and influence within the rural sector and wider community. • Compliance with legal, regulatory, and reporting obligations. • Positive feedback from the Board, staff, members, and partners.

Person Specification: Skills, Knowledge and Experience • Proven leadership at Chief Executive level, with a focus on organisational growth and innovation. • Outstanding communication, negotiation, and advocacy skills to engage diverse stakeholders. • Expertise in strategic planning and decision-making. • Strong digital acumen. • Ability to secure funding and form partnerships to advance organisational priorities. • Extensive experience in team leadership and fostering a positive, collaborative organisational culture. • Familiarity with policy advocacy and stakeholder engagement on national and international stages. • Knowledge of rural community issues and challenges is highly desirable. • Experience in a member-based organisation is beneficial, but not essential.

Qualifications • A relevant qualification in business management, or a related field. • Equivalent work experience demonstrating the required skills and competencies will also be

considered.

1

POSITION DESCRIPTION

POSITION OVERVIEW

Position title: Pou Ārahi - Te Ao Māori Lead

Reports to: Director, Office of the Chief Executive

People Leadership: No

ORGANISATIONAL OVERVIEW

We are the Building Research Association of New Zealand (BRANZ). We provide practical research, testing, quality assurance and expertise to support better buildings. At our heart, we’re a team of scientists, engineers and professionals committed to ensuring that buildings are the best they can be. Our aspiration is to deliver affordable, resilient, sustainable and quality buildings for Aotearoa New Zealand.

Our research and testing facilities in Porirua can simulate fire, earthquakes and extreme weather at scale and in close-to-realistic conditions, and can accelerate the impacts of decades of weather, UV, corrosion and daily use. This work is essential in keeping New Zealanders safe for generations to come. Alongside our research, we also provide independent, evidence-based testing and quality assurance services on a commercial basis. More information on BRANZ can be found on our website at www.branz.co.nz.

PURPOSE OF THE POSITION

The purpose of this position is to drive and implement BRANZ’s te ao Māori strategy, Te Tāhuhu o te

Whare, across BRANZ. The Pou Ārahi will enable BRANZ’s te ao Māori strategic, operational, and

cultural leadership to embed te ao Māori values, systems and relationships across our organisation –

including our partnerships, policies, commercial activities, and research.

This role will work closely with the Kaupapa Māori Research Lead to align kaupapa Māori research

priorities with organisational and strategic goals. The intention is to foster an integrated approach to

delivering impactful, inclusive science and research.

Together, the Pou Ārahi and Kaupapa Māori Research Lead form a foundation at BRANZ to ensure te

ao Māori and kaupapa Māori research are embedded authentically and systemically across BRANZ’s

research, policies, and practice.

2

KEY RESULT AREAS

Strategic Leadership and Implementation

• Lead the implementation and continual evolution of BRANZ’s te ao Māori strategy, Te Tāhuhu

o te Whare.

• Support ELT and Board in realising BRANZ’s aspiration to be a grounded, future-facing

organisation.

• Provide strategic advice on organisational and research development, policy alignment, and

capability building through a te ao Māori lens.

Building Internal Capability

• Deliver organisational-wide capability programmes that support understanding te ao Māori,

tikanga, and reo pathways.

• Support the design of induction and tailored development and learning pathways that embed

te ao Māori into everyday work.

• Develop a BRANZ cultural competency framework and lead ongoing evaluation.

Relationship Management and Sector Partnerships

• Support the CEO, ELT and Board to strengthen BRANZ’s existing relationship with Mana

Whenua Ngāti Toa Rangatira.

• Build and maintain strong, reciprocal relationships with iwi, Māori communities, and Māori

organisations.

• Partner with Māori stakeholders and research organisations to co-develop initiatives and

deliver collective impact.

Te Ao Māori Integration into Research and Policy

• Advise and support the Director, Research Investment, to embed Māori values and principles

into BRANZ’s research investment approach

• Provide input into BRANZ’s research insights and systems from a te ao Māori perspective.

Monitoring, Evaluation and Reporting

• Develop and maintain a monitoring and evaluation framework to track progress on te ao Māori

outcomes across the organisation.

GENERAL ACCOUNTABILITIES

To contribute to the success of BRANZ by:

• Providing input into BRANZ’s operational planning and delivery.

• Understanding and complying with all BRANZ policies and procedures including the Code of

Conduct.

• Working in active collaboration in sharing information, planning work which crosses area

boundaries and making best use of BRANZ resources in the interests of the company as a

whole.

• Completing reporting requirements to a high standard and in a timely manner.

• Undertaking additional projects or tasks as and when required.

3

HEALTH AND SAFETY

Demonstrate a commitment to the health, safety and wellbeing of yourself, staff, visitors and contractors by:

• Understanding the health and safety responsibilities associated with your position including compliance with relevant legislation, regulations, and BRANZ policy and procedures

• Following health and safety policy/procedures and report on areas of concern.

• Actively engaging with health, safety and wellbeing programmes and seeking to continuously improve systems and processes.

• Leading by example.

• Actively supporting and managing a safe working environment.

SKILLS, EXPERIENCE AND QUALIFICATIONS RELEVANT TO THE ROLE

Essential

• Leadership and/or strategic experience in research, government, or industry sectors

• Experience in embedding te ao Māori into large-scale organisations and/or research institutions

• Experience leading cultural change and/or organisational transformation

• Strong understanding of te ao Māori and mātauranga Māori

• Experience working with iwi, Māori organisations, and Māori communities

• Proven success in building and sustaining relationships and delivering stakeholder engagement,

including with Boards

• Demonstrated ability to operate at strategic and operational levels

Desirable:

• Ability to build and lead teams, particularly in early-stage systems/cultural transformation.

• Experience in the science, building, housing or environmental sectors

• Existing networks across Māori building and construction sector

• Te reo Māori and tikanga Māori competency

• Strong writing and communication skills for diverse audiences

• Existing relationship with or connection to Ngāti Toa Rangatira and/or Te Rūnanga o Toa

Rangatira