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

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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.

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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.

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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.

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POSITION DESCRIPTION Tūranga | Position title: Rōia o te Karauna | Crown Counsel

Department: Legal

Reports to: Legal Team Manager

Document Date: 3 June 2021

Te Tari Ture o te Karauna | Crown Law Overview

Crown Law’s purpose is to serve New Zealand by supporting the Government to operate lawfully.

Crown Law’s functions are:

 Supporting the Law Officers of the Crown

 Leading the government legal profession

 Overseeing public prosecutions

 Providing legal services to Government

Crown Law provides legal advice and representation services to the Government in matters affecting the executive government. The services Crown Law provides include matters covering judicial review of government actions, constitutional questions including Te Tiriti o Waitangi/Treaty of Waitangi issues, the enforcement of criminal law, and the protection of revenue. Crown Law also administers the prosecution process in the criminal justice system, in particular, Crown prosecutions.

A Tātou Tikanga Mahi | Our Crown Law Values

Crown Law team members strive to demonstrate the following Crown Law Values in our interactions with each other, our clients and in all we do.

 We look after the mana of other people

 We value our differences

 We care about each other

 We recognise our impact on others

 We take pride in all we do

We strive to incorporate and reflect te reo Māori and tikanga in the workplace. Crown Law is also committed to flexibility and provides a range of flexible working arrangements that allow our team members to work in ways that allow them and the organisation to perform at their best.

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Kōrero Whakataki mō ngā Ratonga Tūmatanui | Public Service Introduction

Mahi tōpū ai ngā Kaimahi Tūmatanui e whai tikanga ai te noho a ngā tāngata o Aotearoa. Hei tā te Public Service Act ko te pūtake o ngā Kaimahi Kāwanatanga, ko te tautoko i te kāwanatanga whai ture me te kāwanatanga manapori; ko te āwhina i te Kāwanatanga o te wā nei me ō anamata ki te whakawhanake, ki te whakatinana hoki i ā rātou kaupapa here; ko te tuku i ngā ratonga tūmatanui e nui ana te kounga, e nahanaha ana anō hoki; ko te tautoko i te Kāwanatanga e tūroa ai te whai oranga o te marea; ko te huawaere i te whai wāhitanga o te kirirarau ki te ao tūmatanui me te whakatutuki i ngā mahi i runga i tā te ture i whakahau ai. E hiranga ana te wāhi ki a mātou ki te tautoko i te Karauna i ana hononga ki ngā iwi Māori i raro i te Tiriti o Waitangi. Ahakoa he nui ngā momo tūranga mahi, e tapatahi ana ngā kaimahi tūmatanui i roto i te whakaaro nui ki te hāpai i ngā hapori, ka mutu, e arahina ana ā mātou mahi e ngā mātāpono matua me ngā uara o ngā Kaimahi Tūmatanui.

The public service works collectively to make a meaningful difference for New Zealanders.  The Public Service Act states that the purpose of the public service is to support constitutional and democratic government, enable both the current Government and successive governments to develop and implement their policies, deliver high-quality and efficient public services, support the Government to pursue the long- term public interest, facilitate active citizenship and act in accordance with the law.  We have an important role in supporting the Crown in its relationships with Māori under the Treaty of Waitangi and te Tiriti o Waitangi.  Whilst there are many diverse roles, all public servants are unified by a spirit of service to the community, and guided by the core principles and values of the public service in our work.

Mō te Tūranga | About the Role

The role of Crown Counsel is to provide high quality advice and representation to the Crown including Ministers and government departments. Crown Counsel are also involved in providing legal input on whole of government policy initiatives or other policy initiatives.

Ngā Haepapa Matua | Key Responsibilities

The following are key responsibilities for a Crown Counsel, however, some responsibilities may vary between teams.

Legal Services • Conducts litigation and represents clients in tribunals, courts, and alternative dispute resolution

fora. This may include managing files with more junior counsel, or working with Senior Crown Counsel, Deputy Solicitors-General, the Solicitor-General, external counsel on matters.

• Provides and oversees the provision of high-quality input and advice from a legal perspective into whole of government policy development or policy initiatives in areas of expertise.

• Understands the client’s business, the operational context and imperatives in which they work to provide and oversee the provision of high quality and client-focused advice to Ministers and government departments, particularly where that advice is complex or significant.

• Has full responsibility for the financial management of files and complies with Crown Law administration requirements including completing timesheets and billing in a timely manner.

Professional Leadership • Provides professional leadership in counsel’s area(s) of expertise.

• Collaborates and effectively delegates work to more junior counsel and support staff to ensure work is done in a timely manner and at the right level. This includes ensuring appropriate instructions and information is provided and the work is effectively supervised.

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• Assists in building Crown Law’s professional capacity and ongoing development by assisting with the development of other staff including coaching, mentoring and developing junior counsel.

Relationship Management • Develops and maintains strong relationships across Crown Law.

• Is dedicated to meeting the expectations and requirements of, and develops and maintains strong relationships with clients, colleagues from other agencies to gain their trust and respect.

• Is an active participant of the Government Legal Network and builds and establishes relationships across the Government Legal Network and other relevant stakeholders.

Health and Safety • Comply with all reasonable instructions regarding wellbeing, health and safety policies and

processes and also the Health and Safety at Work Act 2015.

• Take reasonable care to ensure that, in the performance of your employment, you do not undermine your own wellbeing, health and safety or that of any other person.

• Work in a safe and responsible manner, ensuring incidents, accidents, hazards or near misses are promptly reported.

General

• Any other reasonable requests by your manager.

Ngā Hononga Matua | Key Working Relationships

Internal • The Solicitor-General

• The Deputy Solicitors-General, the Deputy Chief Executive Strategy and Corporate, and Deputy Chief Executive System Leadership

• The Public Prosecutions Unit (Criminal Group).

• Staff across Crown Law

External • The Attorney-General’s Office

• Members of the Judiciary and their staff

• Justice sector and other government sector agencies relevant to the Team’s work

• The Crown Solicitor Network

• The Government Legal Network

• External counsel

Tohu, Pūkenga me Ngā Wheako | Qualifications, Skills and Experience

Qualifications and experience required • Bachelor of Laws (or equivalent)

• Admission in New Zealand as a barrister and solicitor

• Eligibility to hold a current practicing certificate issued by the New Zealand Law Society

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• Proven experience in providing legal advice and representation to clients

• May be required to obtain and hold a New Zealand Government Top Secret security clearance. Appointment to the role may be subject to obtaining and maintaining appropriate security clearance.

Ōu Āhuatanga Ake | Personal Attributes

Crown Counsel will have:

• Legal Analysis and Advice: Must have excellent legal analysis skills and be able to provide tailored, practical and technically correct advice, working collaboratively with relevant stakeholders.

• Advocacy: Must be able to present conclusions of fact and legal argument clearly and persuasively in court and alternative dispute resolution fora.

• Strategic skills: Must be future orientated and open-minded and have a willingness to contribute to the ongoing development of Crown Law’s strategic direction.

• Understanding of Government: Must have or be able to quickly develop a strong understanding of how the public sector works, including the expectations of Ministers and Chief Executive. Demonstrates (or is able to develop) political nous and navigates diverse, sensitive and complex political situations effectively.

• Collaboration: Can quickly find common ground, taking into account and balancing the interests of other groups, to solve problems. Encourages collaboration.

• Courage: Must be able to be counted on to step up in difficult times and to deliver unwelcome and difficult messages to stakeholders and stand their ground where necessary. Able to anticipate conflicts and seek to resolve them equitably and calmly, escalating issues to senior counsel as appropriate.

• Energy and Drive: Must be determined to maintain momentum and improvement, despite setbacks or resistance. Must be adaptable and open-minded.

• Personal and Interpersonal Skills: Must have highly developed personal and interpersonal skills. Must be able to work constructively with a wide range of people, and effectively gain staff, Ministers’ and other stakeholders’ trust and respect. Must be able to motivate others to do their best.

• Honour and Integrity: Be a role model of Crown Law policies and values including the ‘Crown Law Vaules’. Adhere to the New Zealand Public Service Standards of Integrity and Conduct at all times and model the Standards within the Office.

Date approved June 2021

Review /Content updated date May 2025 (Updated Zone movement details)

Document owner Human Resources

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Crown Counsel Zone Descriptors

The Crown Counsel zone descriptors below provide general guidance on the factors that are considered when considering zone placement for counsel and can be used to inform individual work and development priorities in performance plans. There will be variances between groups as to the type of work conducted and the emphasis or weight given to the different skills and experience which is required for each group. The level of responsibility and accountability increases as counsel move up to the next zone – as does the complexity and/or the political sensitivity of the matters that counsel become responsible for. There is an acknowledgement that counsel will often be already conducting aspects of work, taking responsibility for matters and conducting themselves in a manner commensurate to counsel at the next level up, however, any movement through the zones will be assessed individually on merit and in accordance with Crown Law’s policy on Crown Counsel zone movements. If any changes to the position description and the zone descriptors become necessary to take account of changes in Crown Law’s operational requirements, these will be discussed with counsel prior to implementation.

Crown Counsel – Zone 1 Crown Counsel – Zone 2 Crown Counsel – Zone 3

All responsibilities of a Crown Counsel, zone 1; plus all or most of the following:

All responsibilities of a Crown Counsel, zones 1 & 2; plus all or most of the following:

Legal Services

 Has full responsibility for assigned files and the conduct of litigation, including finalising and signing out advice and submissions with minimum or no supervision.

 Manages own matters, escalating issues appropriately to more senior counsel as required.

 Provides experienced litigation support to more senior counsel on complex matters and often takes primary responsibility for discrete aspects of the litigation which could include conduct as sole or lead counsel in the High Court or High Court appeals; and for criminal matters, appeals in the Court of Appeal (other than those involving evidence, questions of law, homicide matters, Crown appeals or other difficult issues).

 May be lead counsel for general legal advice and legal advice on such things as the development of

Legal Services

 Has full responsibility for files across a range of the office’s work, taking files to completion with minimal or no supervision and instruction.

 Has full responsibility for the conduct of litigation. For CLR and A-Gs Group, the full range of the Group’s civil cases. For the Criminal Group, conduct as sole or lead counsel for the full range of High Court appeals and all types of appeals in the Court of Appeal (except those involving complex questions of law or having other precedential significance) and non-complex homicide and extradition matters.

 Has specialist knowledge and expertise in public/administrative law and/or criminal law. Focuses on the more complicated and important aspects of the office’s work where their experience is required.

Legal Services

 Provides strategic advice on and responsible for the full range of advice work across the team/the Office, including advice to Ministers and senior government officials.

 Has full responsibility for the conduct of litigation for more difficult and complex files, including cases of national significance and/or reputation/constitutional/fiscal risk; and for the Criminal Group, has responsibility as sole or lead counsel for the full range of Court of Appeal matters (including homicide matters) involving complex questions of law or having other precedential significance.

 May appear as lead counsel in the Supreme Court as required.

 Has extensive strategic, legal and analytical skills gained through deep and broad experience.

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Crown Counsel – Zone 1 Crown Counsel – Zone 2 Crown Counsel – Zone 3

whole of government policy development or initiatives; and policy and legislative proposals for the relevant government agency or ministry. For criminal matters, this includes providing second opinions on Law Officer matters which are not novel or contentious. Peer review should be conducted by more senior counsel where complexity or risk warrants.

 Provides peer review of other counsel’s opinions.  Plans and organises self to deliver work

commitments to required timeframes and quality standards while being mindful of the wider impact this may have on the work of others.

 Provides and oversees the provision of advice to clients on complex and/or sensitive legal matters with peer review by more senior counsel depending on the complexity of the matter. For criminal matters, this includes providing second opinions on the full range of Law Officer matters.

 Manages and delivers on work priorities and is purposeful about where to invest time.

 May lead legal and across-office projects.  Deliberate in managing time and work priorities to

make the greatest contribution to the delivery of Office’s work.

Professional leadership

 Builds broad experience in range of public law areas and may build expertise in specific areas of law such as criminal law.

 Communicates clearly with different audiences. Able to persuade others and present clear and convincing rationale for advice and opinion.

 Acts decisively when required, even when information is conflicting and incomplete.

 Collaborates and effectively delegates work to more junior counsel and acts as a coach or mentor to junior staff, irrespective of whether they are working on the matter in question themselves.  Actively participates and contributes to the

Government Legal Network including participation on committees.

Professional Leadership

 Provides professional leadership and shares knowledge internally, proactively taking the initiative to upskill others and constructively provides support based on their level of experience.

 Demonstrates willingness and ability to lead engagement with the Government Legal Network on specialist Crown Law subject matters.

 Communicates with impact and able to persuade and inspire others across the Office.

 Makes hard and unpopular decisions when required and takes the lead on contentious issues.  Coaches and mentors junior staff to enhance

capabilities required in their roles and supports them to participate in relevant development activities.

Professional Leadership

 Thinks strategically and contributes to the ongoing development of Crown Law’s strategic direction.

 Demonstrates willingness to actively engage and collaborates with the System Leadership team on matters concerning the Government Legal Network.

 Provides professional leadership and proactively mentors and trains others.

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Crown Counsel – Zone 1 Crown Counsel – Zone 2 Crown Counsel – Zone 3

Relationship management

 Demonstrates understanding of the ‘Trusted Advisor’ concept, shown through the development and maintenance of strong relationships across the organisation and with clients.

 Has significant responsibility for client relationship management and may act as client relationship manager as required under the supervision of Legal Team Manager or senior counsel.

 Displays an understanding of how government and the public sector works and has awareness of relevant political sensitivities.

 Works collaboratively with others across the Office and interacts effectively with external stakeholders.

Relationship Management

 Acts as a Trusted Advisor. Demonstrates political nous and navigates diverse, sensitive and complex political situations effectively.

 Acts as Relationship Manager as required.  Builds internal relationships by working

collaboratively with others in the organisation and taking an organisation-wide view.

Relationship Management

 Acts as and is respected by external colleagues and political representatives as a Trusted Advisor.

 Able to challenge legal policies or a client’s approach, as a Trusted Advisor.

 Attracts the trust and respect of clients at the highest level.

 Takes responsibility for liaising with Ministers and senior officials on matters of strategic importance.

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Te Pou Whakahāngai | General Manager,

Partnership Operational Implementation

Horopaki | Context

Kaunihera Taiao ki Waitaha | Canterbury Regional Council, also known as Environment Canterbury, is the

Regional Council for the largest region in Aotearoa/New Zealand, covering an area of 44,500 square

kilometers, with a population of approximately 700,000.

As a regional council, we are responsible for managing natural resources including air, soil, water and land.

We work in partnership with mana whenua Ngāi Tahu to protect the health of our environment to ensure a

sustainable and prosperous future for our region.

The region’s evolving environmental and political context means we will continue to be agile and adaptive, as

we respond to regulatory and environmental changes.

Our mahi (work) is organised around the delivery of our three core services:

• Environmental Regulation and Protection

• Community Preparedness and Response to Hazards

• Public Transport

We are guided by our strategic drivers (pou):

• Putting the community and our customers at the heart of everything we do

• Growing our relationship with mana whenua into a true partnership

• Maturing our governance model and understanding of our political environment

• Removing pain for our people (and customers) by improving our systems and processes.

Our mahi is also underpinned by our values:

• Kaitiakitanga (stewardship)

• Pononga (integrity)

• Manaakitanga (people first)

• Whanaungatanga (collaboration)

• Māiatanga (can do).

Tuia Te Herenga is a significant organisational change programme that aims to grow our relationship with

mana whenua into a true partnership, shifting the way we work to become a Tiriti partner of excellence. Tuia

Te Herenga asks our kaimahi to look at our work through a mātauranga Māori informed lens, to change the

way we think, interact, and work with ngā Papatipu Rūnanga, and consider how our behaviours and

assumptions reflect kaupapa Māori within the organisation.

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The four pou of Tuia Te Herenga which affirm this commitment focus on:

• Building a better partnership with ngā Papatipu Rūnanga

• Influencing partnership decision making and supporting Papatipu Rūnanga to navigate changes in the

regulatory and political domains

• Restoring healthy mahika kai focused on te mana o te wai me te oranga o te Taiao

• Strengthening Tiriti partnership capability and capacity for Environment Canterbury.

Aronga | Purpose

The purpose of the Pou Whakahāngai is to provide senior Māori leadership and experience to the Operations

directorate to oversee delivery of dedicated operational partnership initiatives. The role will ensure the

Operational directorate gives full effect to its evolving partnership with ngā Papatipu Rūnanga o Ngāi Tahu

through leadership practices, maintaining relationships and ensuring integrated delivery and decision making.

As a leadership and relationship management-based role, this position acts as a trusted advisor to the

Director of Operations. The role requires an in-depth and practical knowledge and experience of te ao Māori

kawa, tikanga (protocols) and uara (values), particularly in a Ngāi Tahu context.

As a people leader, this role will provide engaging and dynamic leadership, integrating operational and

functional alignment to drive high performance and deliver quality services to our communities, in line with

our values, strategies, ways of working and Long-Term/Annual Plan commitments.

This includes thinking about organisation-wide interests and impacts when interacting with

customers or when planning activities and expenditure, collaborating inside the organisation to achieve the

desired culture, making sound business decisions and taking ownership of leading and managing our people.

Ngā Haepapa | Accountabilities

• Lead the implementation of Tuia te Herenga operational partnership priorities, actions and focus

areas for Operations directorate in partnership with the Tumu Herenga section, providing operational

advice to the Director Operations, Operations leadership team, Pou Herenga and Tumu Herenga

leadership team.

• Provide leadership, enabling advice and guidance to the Director Operations, General Managers and

wider Operations leadership team on all matters relating to Tuia te Herenga. Support and provide

counsel and advice directly to the Director Operations to enhance leadership practices which best

ensure operational partnership outcomes are achieved.

• Provide operational leadership for partnership focused interactions with Papatipu Rūnanga and their

Environmental Entities. Provide an interface to enable continuous operational information sharing,

collaboration and opportunities for partnership co-design.

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• Influence key internal and external stakeholders, regarding the priority and importance placed on the

strategic relationship between Environment Canterbury and Papatipu Rūnanga. Ensure Te Tiriti o

Waitangi, the Ngāi Tahu Claims Settlement Act and role of Ngāi Tahu as partners and the practical

application of this in delivering operational outcomes.

• Support effective decision making as a member of Operations Management team, providing

expertise and advice on the context and significance of te ao Māori aspects, implications and

interdependencies of Environment Canterbury leadership and management decisions.

• Lead, coach, mentor, and develop direct reports, while supporting them to create a high performing

and engaged workforce through:

o Creating a clear vision, direction, and priorities, harnessing the energy, commitment, and

creativity of direct reports to deliver business outcomes.

o Developing and maintaining strategies, annual plans and work programmes to deliver a fit-

for-purpose function.

o Encouraging kaimahi (team members) to develop their te ao Māori confidence.

o Taking appropriate and proactive actions to reward and recognise performance and address

poor performance or behavioural matters.

o Maintaining an overview of workload to ensure resources are sufficient to deliver on agreed

programmes of work.

o Ensuring the ongoing development and growth of kaimahi capability by leading and

developing direct reports through regular performance reviews, coaching and feedback;

creating a high performing, engaged and aligned culture, seeking advice from your manager

or People and Capability where required.

Toitū Te Tiriti | Treaty Partner Excellence

• Deliver outcomes that underpin and give effect to achieving Ngāi Tahu cultural and environmental

aspirations, including but not limited to, mahinga kai and revitalisation programmes.

• Connect with our Ngāi Tahu partner to ensure understanding of Ngāi Tahu aspirations and priorities

so that there is genuine input and contribution, which can be considered in mahi programme

development and prioritisation.

• Demonstrate openness and courageousness in approaching issues and in co-design of processes and

systems, supporting thought leadership that can give effect to the progression of the partnership.

• Contribute toward our effective, strong and valued relationship with all Papatipu Rūnanga within

Waitaha/Canterbury and Te Rūnanga o Ngāi Tahu, to demonstrate our commitment to recognise and

provide for the kaitiaki/responsibility Ngāi Tahu has for the natural environment. This will include

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sharing of knowledge and information, creating opportunities for increased participation in decision-

making processes, effective engagement and development of existing working relationships.

• Support the organisation’s cultural capability journey, leading by example and identifying clear

priorities, expectations, and development opportunities for individual capability; planning and

aligning work to support organisational cultural capability across all aspects of delivery.

Hauora me te Marutau | Health and Safety

The health, safety and wellbeing of our kaimahi and community is a priority for the Council, and we

proactively implement robust health and safety practices. People leaders’ responsibilities include:

• Understand the health and safety and risk obligations that rest with this position and act at all times

to ensure accountabilities are met.

• Maintain a safety-focused culture where health, safety and wellbeing are at the heart of decision

making for kaimahi and the communities within which we operate.

• Maintain an enquiring mind, undertake due diligence and apply knowledge of best practice to ensure

a detailed understanding of any risks kaimahi may face in their mahi and ensure these are

appropriately removed or mitigated.

• Ensure awareness of and compliance with legislative and operational standards, and that relevant

certifications are maintained.

• Ensure methods are in place to recognise and celebrate best practice and safety innovation.

• Provide opportunities for team involvement, education, and genuine participation in safety matters.

• Ensure methods are in place for all kaimahi, contractors and suppliers to be appropriately inducted

and certified to carry out tasks safely.

• Ensure any organisational audit and assurance programme is undertaken as required and results are

acted upon and regularly reviewed.

• Ensure processes are in place to communicate, consider and respond to information about health

and safety.

• Take a planned approach to identify, analyse and manage risks within the section.

• Ensure regular monitoring and reviews are undertaken of risk controls and their effectiveness in

relation to legislation, regulations and guidelines, organisational policies, procedures and our code of

conduct.

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Hononga ā-Mahi | Working Relationships

Kai rō Kaunihera | Within the organisation

• Accountable to the Director Operations in meeting the above accountabilities.

• Collaborate with other General Managers, Operations Managers, and employees to inform

programmes and ensure organisational alignment of te ao Māori within programmes, projects,

engagement, processes, and systems to deliver the best results.

• Partner with the Tumu Herenga section, providing operational Pou Herenga and Tumu Herenga

leadership team.

Kai waho i te Kaunihera | Outside the organisation

• Champion our effective, strong, and valued relationship with all Papatipu Rūnanga within the

Canterbury region and Te Rūnanga o Ngāi Tahu to demonstrate our council's commitment to

recognise and provide for the kaitiaki responsibility Ngāi Tahu has for the natural environment. This

will include sharing of knowledge and information, creating opportunities for increased participation

in decision making processes, effective engagement, and development of existing working

relationships.

• Demonstrate Council's commitment to recognise and provide for the kaitiaki responsibility Ngāi Tahu

has for the natural environment. This will include sharing of knowledge and information, creating

opportunities for increased participation in decision making processes, effective engagement and

development of existing working relationships.

• Build and maintain collaborative relationships within national and local government, Papatipu

Rūnanga and Iwi, commercial / industry organisations, environmental agencies, and other relevant

stakeholders to develop and consolidate partnerships and programmes that will deliver on strategic

priorities and achieve outcomes relating to te taiao, mahinga kai and other rūnanga values.

• Develop and maintain relationships with equivalent roles in other regional councils, Tangata Whenua

Advisory Entity staff (MKT, AEC, Aukaha, Kaikōura), relevant staff of Te Rūnanga o Ngāi Tahu (TRoNT),

10 territorial councils, and priority agencies, e.g. Department of Conservation.

• Participate in industry and community led meetings or workshops, including at times that may be

outside of normal business hours.

• Collaborate with technical experts, contractors, and providers to deliver specialist elements

supporting the delivery of functions and services.

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Ngā Herenga Motuhake | Special Conditions

As a regional council, we have a specific requirement to provide a civil defence function for Waitaha. Kaimahi

are required to be available to assist, support or be associated, as reasonably required, with any Civil Defence

emergency or any exercise organised in relation to this function.

Additionally, all kaimahi are expected to assist, support and respond, as reasonably required, to any event

where the Business Continuity Plan is activated.

From time to time, as required, this role will require work outside of normal work hours to represent

Environment Canterbury at meetings and events with partners, other agencies, and the community.

As required, the role involves travel within the region and beyond to attend meetings and relevant

conferences or activities.

Māngai Whakahaere | Delegations and Authorities

Where specified, this role has delegated authority to make decisions in accordance with Council-approved

delegations, and authority for decision making in accordance with policies and guidelines for financial, people

management and media-related activities.

Additional specific delegations may be given by the Chief Executive to the Chief People Officer on people and

safety matters from time to time.

Ngā Āheitanga | Capabilities

Tohu Mātauranga | Qualifications

• Relevant tertiary qualification that recognises the expertise that makes you fit for the role is essential,

ideally supported by a post-graduate qualification or other relevant technical experience, e.g., in the

field te āo Māori, local government or resource management.

• A current full class 1 drivers’ licence with a clean driving record

Mātau ā-wheako | Experience

• A minimum of eight byears’ experience and leadership at a senior level, providing advice, influence,

and engagement with leaders from the board to the Marae.

• Proven strategic acumen and political nous, successfully operating in an environment that can be at

times ambiguous and politically complex.

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• Demonstrated success applying a high level of business and management principles involved in

strategic planning, resource allocation, change management, and coordination of people, projects,

and resources.

• Demonstrable experience in working with iwi and an understanding of te reo me nga tikanga as it

relates to the role.

• Knowledge and experience in fulfilling leadership roles in situations where kawa and tikanga are to be

upheld.

• Strong networking, influencing and relationship building skills are critical to this role along with the

ability to bring together diverse groups with multiple stakeholders in complex or sensitive situations

to reach desired conclusions and outcomes.

• Fluency in te reo Māori and/or experience in incorporating te reo in organisational programmes and

strategy.

• Competent across the Microsoft Suite of applications and an aptitude to bespoke and specialised

systems and platforms.

Ngā Pūkenga Matatau | Core Competencies

Specific behaviours at the Senior Leader level sit beneath each of the following organisational competencies.

Customer Focus Ensuring that the customer perspective is a driving force behind decisions and activities. Initiating and maintaining relationships inside and outside the organisation.

Business Acumen Using an understanding of the organisation’s position to contribute to effective strategies and tactics by using economic, financial and industry information. Thinking from the ratepayers’ perspective.

Achieving Outcomes Translating strategic priorities into operational reality; aligning communication, accountabilities, resources, internal processes and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.

Leading Change Identifying and driving organisational and cultural changes needed to adapt strategically to changing demands, technology, and internal initiatives; using new approaches to improve results by transforming organisational culture, systems, or services.

Common Purpose Working towards a compelling view of the future by engaging with the organisation’s vision; understanding and aligning to the common purpose.

Building Capability Attracting, developing, engaging, and retaining talented individuals allowing the organisation to meet current and future organisational challenges. Sharing authority, responsibilities and decision making to enable individuals to stretch their capabilities and accomplish strategic priorities.

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The above statements are intended to describe the general nature and level of work being performed; they

are not an exhaustive list of all responsibilities, duties and skills required of the position and incumbent. From

time to time the incumbent will be required to accept and carry out other duties.

Band / Grade 21

Position Code OPEROPM.026

Last Updated November 2025

I agree to undertake the responsibilities detailed in this job description:

Ingoa | Name:

Waitohu | Signature:

Rā | Date Signed: