Director, Te Tiriti & Partnerships Te Tiriti & Partnerships, Policy and Te Tiriti branch

The Policy and Te Tiriti branch is responsible for providing strategic leadership and oversight across a diverse range of policy areas focused on gambling and racing, media content and online safety, digital identity and community affairs, as well as local government policy and the time-limited Water Services Programme. Additionally, the branch has oversight of Ministerial and Monitoring functions – including stewardship and oversight of these across the Department of Internal Affairs, including Crown Entity monitoring, ministerial correspondence and appointments – and ensures alignment with organisational and government priorities.

Within the branch, Te Tiriti and Partnerships is responsible for ensuring the Department’s accountability to the Māori-Crown relationship and leading significant external engagements with Māori. This includes overseeing the Department’s existing Treaty settlement obligations and commitments, leading any new Treaty settlement negotiations on behalf of the Department, supporting engagement with Accord partners, engaging with Māori, iwi, hapū and whānau at community and national events and exploring new opportunities with them, briefing Ministers and Departmental leaders to participate effectively in Māori Crown fora, and providing specialist advice within the Department. Working collaboratively across senior Māori leadership roles in the wider Department of Internal Affairs is crucial to achieving the team’s objectives and obligations, and to lift the Department’s capability, performance and engagement.

• Reporting to: Deputy Secretary, Policy and Te Tiriti

• Location: Wellington

• Salary range: Policy – Band N

What we do matters – our purpose

Our purpose is to serve and connect people, communities and government to build a safe, prosperous and respected nation. In other words, it’s all about helping to make New Zealand better for New Zealanders.

How we do things around here – our principles

We make it easy, we make it work

• Customer centred

• Make things even better

We’re stronger together

• Work as a team

• Value each other

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We take pride in what we do

• Make a positive difference

• Strive for excellence

Working effectively with Māori

Te Aka Taiwhenua – our Māori Strategic Framework – enables us to work effectively with Māori. Te Aka Taiwhenua is underpinned by our mātāpono – Kotahitanga, Manaakitanga, Whānaungatanga, He Tāngata.

As DIA is an agent of the Crown, the Treaty of Waitangi is important to everything we say or do. We recognise it as an enduring document central to New Zealand’s past, present and future. Building and maintaining meaningful relationships is important to work effectively with Māori, stakeholders and other agencies. We accept our privileged role and responsibility of holding and protecting the Treaty of Waitangi.

Spirit of service

Ka mahitahi mātou o te ratonga tūmatanui kia hei painga mō ngā tāngata o Aotearoa i āianei, ā, hei ngā rā ki tua hoki. He kawenga tino whaitake tā mātou hei tautoko i te Karauna i runga i āna hononga ki a ngāi Māori i raro i te Tiriti o Waitangi. Ka tautoko mātou i te kāwanatanga manapori. Ka whakakotahingia mātou e te wairua whakarato ki ō mātou hapori, ā, e arahina ana mātou e ngā mātāpono me ngā tikanga matua o te ratonga tūmatanui i roto i ā mātou mahi.

In the public service we work collectively to make a meaningful difference for New Zealanders now and in the future. We have an important role in supporting the Crown in its relationships with Māori under the Treaty of Waitangi.  We support democratic government. We are unified by a spirit of service to our communities and guided by the core principles and values of the public service in our work.

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What you will do to contribute As a result we will see

Strategic Leadership

• Lead and provide direction from a kaupapa Māori and tikanga perspective.

• Participate in enterprise-wide governance or working groups as a senior Māori leader.

• Provide strategic advice, leadership and coordination on external engagement and partnering with Māori to realise the Department’s outcomes for Māori.

• Champion the aspirations of Māori – influencing the need for the Department to partner with Māori in our strategic planning and design mahi.

• Provide strategic input into the Department’s outcomes, Māori strategies, plans and initiatives.

• Play an active role as part of the Policy & Te Tiriti senior leadership team including providing input into branch strategies and plans.

• Work collaboratively with senior leaders from across the Department’s corporate services where appropriate.

• Our Māori strategies, plans and initiatives are forward thinking, innovative and addresses current and future challenges.

• Public sector Māori strategies and policies have included the voice of the Department and reflect the aspirations of Māori that we partner and work with.

• Advice is consistent, considered and developed in collaboration where appropriate.

• A fully engaged ELT who are informed and supportive of current and future Māori strategies, plans and initiatives and Māori Crown relationship strategies, initiatives and plans.

• Evidence of effective collaboration and communication with branch Māori leaders.

Te Tiriti and Māori Crown Relationships

• Lead negotiation of accords, letters of commitment and other agreements with Iwi on behalf of the Department.

• Coordinate branch involvement in Treaty negotiations to position the Department to better support and serve the Māori Crown relationship and all New Zealanders.

• Coordinate and monitor the Department’s collective delivery of Treaty obligations – including settlements, accords, kaupapa enquiries, etc

• Inform settled Iwi and work with them to understand the impacts of new or changing public sector Māori policies.

• Provide advice and support on Crown Treaty matters and the aspirations of Māori to:

○ Ministers, ELT, governance bodies and kaimahi across the Department regarding their engagements and interactions with Māori organisations, whānau, hapū and iwi.

• Negotiation of agreements are well managed and handover to delivery branches for implementation is thorough.

• Progress on delivery against Treaty commitments is monitored and risks are managed.

• ELT and SLT are informed of agreements and their evaluations.

• Senior managers feel well supported and can work effectively with Māori.

• Māori experience a consistent engagement with the Department that reflects their needs.

• Evidence of effective collaboration and communication with branch Māori leaders.

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What you will do to contribute As a result we will see

○ Business groups across the Department regarding engaging and partnering with Māori organisations, whanau, hapū and iwi.

• Ensure the aspirations, engagement and partnering needs of all external Māori organisations and iwi are understood, acknowledged and any concerns raised by them are addressed.

• Be the guardian of organisational engagement and relationship management protocols with external Iwi and Māori organisations. Seek input from branch Māori leaders in the development and maintenance of these protocols.

• Support ELT in representing the Department with key central government organisations focused on Māori Crown relationships such as the Public Service Commission and Te Puni Kōkiri.

• Support ELT in leading, and manage the coordination of, engagements and relationships with Māori where Māori organisations and Iwi are engaged with multiple aspects of the Department’s work.

• Work to future proof partnerships and relationships to ensure the Department has strong, effective and enduring Māori Crown relationships.

• Work with other departmental Māori leadership roles to empower and support senior managers to be effective in establishing relationships, partnering and working with Māori and to support their kaimahi to do the same.

Cultural advice and expertise

• Contribute to public sector Māori policies, providing advice and supporting the Department’s policy mahi.

• Establish the impacts of those public sector policies on the Department – seeking input from departmental Māori leaders.

• Contribute to public sector Māori capability- building strategies and initiatives.

• Contribute to the Department’s people and capability strategies.

• People leaders and business groups are aware of their own responsibilities internally to Māori staff and externally to Māori stakeholders.

• Kaimahi are supported to build their understanding of tikanga Māori and apply it appropriately.

• Programmes and interventions have clearly understood cultural objectives.

• Business groups are supported to engage appropriately with Māori staff and in the organisation of

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What you will do to contribute As a result we will see

Māori cultural events and activities.

Stakeholder Engagement and Relationship Management

• Build and maintain effective relationships across ELT and SLT.

• Build and maintain effective relationships with iwi, hapū and Māori organisations and key stakeholders engaged in Treaty settlement processes and multi- faceted programmes and initiatives of the Department.

• Build and maintain effective relationships with public sector organisations engaged in delivering outcomes for and with Māori.

• Provide advice and support to the Department to enable trusted relationships exist with iwi, hapū and Māori organisations so that agreements with iwi operate effectively.

• Ensure that kaimahi at all levels build and maintain effective partnerships with iwi, kaitiaki partners, government agencies, and sector stakeholders.

• Work with senior leaders to ensure the Department has constructive and collaborative relationships with relevant advisory groups or committees.

• Collaborate with and support the work of branch Māori leadership roles within the Department to ensure our responsibilities to Māori under legislation, the Treaty, and Māori strategies, plans and initiatives are being met.

• Maintain a general overview of the work of the Māori functions within the Department.

• Managing potential relationship/reputation risks effectively.

• Maintaining up-to-date knowledge about developments in the wider New Zealand government.

• Realising opportunity for internal and external collaboration.

• Key internal and external stakeholders are well supported and advised.

• The Department has collaborative and constructive relationships.

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What you will do to contribute As a result we will see

Working Effectively with Māori

• Champion the Department’s strategic statement - ‘We accept our privileged role and responsibility of holding and protecting the Treaty of Waitangi / Te Tiriti o Waitangi’.

• Work collaboratively to deliver priorities of our Māori strategies, plans and initiatives including policies and initiatives that support the Department’s commitment to its success such that the Department is recognised as a leader in the public service for working effectively with Māori.

• DIA is recognised as a leader in the public service for working effectively with Māori.

Leadership

• Clearly set expectations, monitor team performance and provide constructive feedback and coaching to support high performance.

• Lead all team members in a manner which fosters a positive culture and environment that is consistent with the principles and behaviours of the Department and leads to a highly engaged work force.

• Ensure the team are clear on their role, function, goals/outcomes and their contribution to DIA’s goals and outcomes.

• Identify and assess areas for capability development; and develop, implement and manage performance and development plans to enhance performance.

• Mentor and coach direct report/s to enable the delivery of results with the best outcome for customers and the Department.

• Attract and retain a highly effective team of delivery focused professionals to provide high quality services.

• Build a strong external network to foster personal development and knowledge.

• A Director that exemplifies and role models the behaviours, ngā mātāpono and attributes of our Capability Framework.

• Leadership and management of the team meets DIA expectations.

• The performance and development of kaimahi within the team is appropriately planned and managed in accordance with DIA processes and business needs.

• Direct reports have clear expectations of their performance, including individual Performance Plans, and receive regular performance feedback.

• A high performing team delivering practical and easy to understand initiatives and work programme.

• An effective and empowered team with clarity of purpose and an understanding of how their work programme contributes to the success of DIA.

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What you will do to contribute As a result we will see

Health and safety (for self)

• Ensure my own wellbeing, health and safety and take reasonable care not to adversely affect the health and safety of others.

• Co-operate with DIA’s health and safety policies and procedures (incl. emergency).

• Report all near misses, hazards, unsafe behaviours and unsafe conditions.

• A safe and healthy workplace for all people using our sites as a place of work.

• Health and safety guidelines are followed

• All kaimahi understand their roles and responsibilities in relation to wellbeing, health, safety and emergency management

Health and safety (for Branch/Organisation)

Keep our people healthy, safe and well

• Demonstrate and be accountable for an active commitment and visible behaviours that are aligned with our vision

• Holding management to account for meeting policy, key performance indicators, and vision.

• Leadership through effective planning, setting clear direction in the wellbeing, health and safety strategy.

• There is clear visibility, strong support and connection to DIA policy and procedures

• Appropriate resources and processes are available to manage risk and participate

• Improved key performance indicators, employee satisfaction and retention.

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Who you will work with to get the job done

Internal

Deputy Secretary, Policy & Te Tiriti ✓ ✓ ✓ ✓ ✓

ELT and SLT ✓ ✓ ✓ ✓ ✓

Te Tiriti & Partnerships team ✓ ✓ ✓ ✓ ✓ ✓

Key internal Māori leaders/directors ✓ ✓ ✓

DIA staff ✓ ✓ ✓ ✓

External

Te Atamira Taiwhenua ✓ ✓

Māori partners including whanau, hapū and iwi Māori

✓ ✓ ✓

Community organisations ✓ ✓ ✓ ✓ ✓

Government departments or agencies ✓ ✓ ✓ ✓ ✓

Ministers ✓ ✓ ✓

Your delegations as a manager

Human Resources and financial delegations C

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Your delegations as a manager

Direct reports 1-8

Your success profile for this role What you will bring specifically

At DIA, we have a Capability Framework to help guide our people towards the behaviours and skills needed to be successful. The core success profile for this role is Senior Leader. Keys to Success:

• Adaptive leadership

• Driving innovation and transformation

• Strategic agility

• Political savvy

• Empowering people for success

• Inspiring others through vision and purpose

Te ao Māori and te reo Māori knowledge & experience:

• I have a sound understanding of te ao Māori, New Zealand and Māori history, contemporary circumstances, lifestyles and traditions. I operate respectfully and comfortably in Māori-based environments.

• I have profound knowledge and respect of tikanga and this helps me to work effectively with whānau, iwi, hapū and other stakeholders.

• I have established effective networks and relationships with whānau, iwi, hapū and other stakeholders.

• I have a well-developed understanding and in-depth knowledge of the Treaty, its principles, relevant domestic and international jurisprudence, and how to apply the Treaty in policy and operations.

• I have demonstrable leadership experience in Treaty negotiations and in giving practical expression to the Treaty and its principles in policy.

• I emphasise whanaungatanga, whakapapa and manaakitanga when dealing with people.

• I have te reo Māori proficiency which I confidently use on a daily basis.

• I can effectively use te reo Māori in my work and I’m confident when communicating with Māori audiences.

Position specific experience, knowledge & skills:

• Demonstrated leadership in delivery of organisational outcomes.

• Previous track record of successful strategic leadership and management.

• Experience in a business/senior management role.

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Your success profile for this role What you will bring specifically

• Providing advice, support and information to Ministers, senior leaders and stakeholder groups.

• Comprehensive understanding of strategy and policy development and planning processes and the implications for Māori responsiveness and effectiveness in the Public Service.

• Significant experience in contributing to development of strategic operational planning and priority setting in a public sector context.

• Knowledge and understanding of departmental interfaces and servicing requirements and processes for Ministers.

• Well-developed skills in oral presentation and facilitation with ability to represent the business group with internal and external stakeholders.

• Advanced relationship management skills including managing complex interactions and relationships involving significant community, departmental or Ministerial issues or problem resolution.

• High level of writing skills including ability to tailor cultural material to meet the needs of ministers, funding bodies, and departmental requirements.

• Ability to translate strategy into operational plans

• Critical thinker with strong ability to diagnose capability gaps and identify solutions

• Adapting to change and leading change

• Having tenacity, courage and integrity

Other requirements:

• A tertiary level qualification or equivalent

• Preferably in Māori Studies, History or equivalent discipline.

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.

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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;

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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.

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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,

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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.

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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

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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.

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.