Applications Development & Support Manager - Amazon S3
Manager, Wellbeing & Safety
Location: Wellington
Reporting to: General Manager People & Culture and
Communications
Business Unit: People & Culture
Direct Reports: 1-2
Date Last Reviewed: December 2019[pic]
About FMG
Formed by farmers for farmers over a century ago, FMG is New Zealand’s leading rural insurer providing risk advice and insurance solutions for farmers, growers, commercial businesses, the lifestyle sector and domestic clients.
We’re proudly 100% New Zealand owned and operated and our focus is on helping our clients to achieve their goals. As a mutual organisation, we’re all about giving rural New Zealanders a better deal, and part of this involves reinvesting all profits back into the business to keep premiums low and ensure the future sustainability of the organisation.
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FMG’s Values
The FMG brand represents promises about what clients can expect from us and each of us is responsible for delivering on these promises. Living our company values means we deliver the best brand experience for our clients. Our company values are:
|Do what’s right |Make it happen |
|We’re in it together |Proud of who we are |
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Work Environment
We strive to provide an environment that promotes and fosters achievement. We place importance on career development and learning to give our people the tools they need to succeed.
FMG’s Head Office is located in Wellington and accommodates FMG’s Executive Leadership Team (ELT), Client Propositions & Online Services, People & Culture and Communications, Financial Management, Product & Pricing and Underwriting, Reinsurance, Business Information and Analysis, and Legal and Compliance.
FMG’s largest regional office is located in Palmerston North accommodating our National Sales & Service Centre,, Information Technology, Claims, Operations and Payments functions. Approximately 230 employees are located there. Close by in Feilding is our Agri-business Centre with about 50 employees. FMG’s largest office in the South Island is in Christchurch. In addition to the offices in Wellington, Palmerston North and Christchurch FMG has offices in 30 regional locations throughout New Zealand.
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Purpose of the role
The Manager, Wellbeing & Safety is responsible for leading the development and implementation of FMG’s Wellbeing & Safety strategies, policies and procedures to achieve both strategic and organizational objectives. This role is also responsible for ensuring FMG is compliant with all Wellbeing & Safety legislation as required.
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Key Responsibilities
|Area |Responsibilities |
|Wellbeing & Safety |Leads FMG’s Wellbeing & Safety policy, procedures, education and reporting framework in accordance with |
| |both FMG and legislative requirements. |
| |Develop and implement strategies that will improve Wellbeing & Safety practices and effectively manage |
| |risk across FMG, with a particular emphasis on critical risks and controls. |
| |Measuring, monitoring and reviewing the effectiveness of strategies, while identifying areas of |
| |improvement. |
| |Engaging with the FMG Board and ELT to support them with their legal obligations and ensuring they are |
| |appropriately informed and engaged. |
| |Develop and maintain effective processes for the management, investigation and resolution of wellbeing |
| |and/or safety issues. |
| |On-going provision of education to address Wellbeing & Safety risks – ensuring fit for purpose, relevant|
| |education and consultancy services are available and provided as required. |
| |Work collaboratively and in consultation with the P&C team to provide timely and relevant Wellbeing & |
| |Safety services and support are delivered to the Mutual. |
| |Manage FMG’s Critical Emergency Process and be the direct contact for this process in relation to any |
| |emergencies that trigger this process. |
| |Ensure that Wellbeing & Safety and statutory compliance are integrated into capability and learning |
| |initiatives. |
|Leadership |Provide feedback, coaching and professional development support to the ELT, peers, members of the People|
| |& Culture and Communications team, people leaders, the Wellbeing & Safety Coaches and Site Leaders, and |
| |to develop their skills and competencies to deliver on agreed plans and standards. |
| |Provide direction, clarity and people leadership for the Wellbeing & Safety team to drive delivery of an|
| |annual work program. |
| |Articulate FMG’s overall strategy and business plans to direct reports and ensure it is translated into |
| |action through clear goals and regular communication and feedback processes. |
| |Ensure the development of a high-performance team by setting and communicating high standards of |
| |performance and behaviour and coaching team members to meet or exceed agreed KRA’s |
| |Provide feedback, coaching and professional development to the team to develop their skills and |
| |competencies to deliver on agreed plans. |
| |Monitor and report individual performance. |
| |Drive a culture which is underpinned by individual accountability, client/business focus and |
| |collaboration. |
| |Identifies, understands and mitigates the risks that may impact on FMG's strategy, initiatives and |
| |reputation. |
| |Report regularly to the People & Culture and Communications leadership team and wider stakeholders to |
| |identify opportunities and to celebrate successes. |
|Planning / Financial Management and |Development and document of an annual Wellbeing & Safety plan and delivery of the same |
|Delivery |Help guide and shape the overall three year People & Culture and Communications strategic plan and |
| |annual business plans. |
| |Establish short and medium term initiatives, set out in a quarterly plan, to deliver on the key |
| |initiatives set out in the business plan. |
| |Take ownership for Wellbeing & Safety expenditure ensuring that it is appropriate and is providing value|
| |for FMG. |
| |Actively monitor tracking against budget, identifying opportunities for improvement / meaningful |
| |alternative approaches to spend. |
|Collaboration and Teamwork |Collaborate closely with others within the People & Culture and Communications team and wider business |
| |to design and deliver fit for purpose, best in class solutions and leverage resources to the maximum |
| |organisational benefit. |
| |Contribute to business and People & Culture and Communications team meetings and actively share |
| |knowledge, learning and insights. |
| |Share information and resources and provide feedback in a positive and collaborative manner. |
| |Undertaking additional duties as directed by General Manager People & Culture and Communications. |
| |Role-model the FMG capability development principles; Take ownership for your personal development, seek|
| |guidance from your people leader and colleagues, seize and create opportunities in your work and |
| |identify areas that FMG should invest which will build your capability and that of others. |
|Relationship and Supplier Management |Take proactive steps to build excellent relationships with key stakeholders both internal and external. |
| |Establish regular monitoring of the performance of areas of responsibility including seeking feedback |
| |from key stakeholders. |
| |Facilitate timely contract re-negotiation and renewal, for supply of services, as required. |
| |Monitor and report on the effectiveness of services provided. |
|Wellbeing & Safety, Policy and |Comply with wellbeing and safety policies and procedures, including accident and incident reporting and |
|Statutory Compliance |hazard management requirements. |
| |Work in a safe manner at all times and do not undertake activities without appropriate training. |
| |Comply with corporate policies, guidelines and procedures. |
| |Comply with all legislation governing employment. |
|COMPETENCIES |
|*see competency framework for behaviours expected at each level |Expected Level |
|Client Driven (Internal & External) |Advanced* |
|A commitment to understanding the needs and best interests of both internal and external clients, in order to | |
|provide them with outstanding client service and help them to make informed decisions. | |
|Accountability |Advanced* |
|Taking personal ownership of decisions, behaviour, and development, and being responsible for how these actions| |
|impact on the wider organisation and clients. | |
|Adaptability |Advanced* |
|Demonstrating a willingness to engage in a changing environment and being flexible and comfortable working with| |
|change. | |
|Motivation and Drive |Advanced* |
|The determination to achieve goals and strive for excellence. | |
|Relationship Building |Advanced* |
|Developing and maintaining positive, professional relationships that are built on mutual trust and respect. | |
|Team Work |Advanced** |
|Making a positive contribution to the FMG team and collaborating effectively with others to achieve objectives.| |
|Motivating and Developing Others |Advanced* |
|A commitment to getting the best out of people and motivating them to reach their full potential. | |
|Change Leadership |Advanced* |
|The drive to initiate opportunities to address FMG’s organisational needs and to communicate change in a way | |
|that gains buy-in and support from others. | |
|Strategic Thinking |Intermediate* |
|The capacity to stand apart from the day-to-day and take a long-term, big picture view of the business. | |
|KNOWLEDGE |
|Qualifications / Experience |Relevant Tertiary Qualification essential |
|Experience and Knowledge |A minimum of 5 years’ experience in developing organisational strategies, coaching and advising |
| |leadership teams and people leaders in relation to wellbeing & safety, with a particular emphasis on|
| |the effective management of critical risks |
| |Demonstrated ability in systems and business process improvement including the identification of |
| |metrics and reporting. |
| |Demonstrated ability in relation to risk identification, management and reporting. |
| |Have a strong working knowledge or all relevant Health and Safety legislation, policies, practices. |
|Business Knowledge and Industry Awareness |Understands how businesses work and the commercial nature of doing business (including appreciation |
| |for how a mutual and financial services company operates). |
| |Understands FMG's position in the advice and insurance market. |
| |Affinity with the rural community and keep up to date with the economic, political, and |
| |environmental issues affecting our clients. |
| |Prior financial services or insurance industry knowledge and experience would be highly regarded. |
| |Can expertly use relevant software and technology to its full capacity. |
|Skills |Ability to deal with ambiguity, be agile in response to business needs, manage competing priorities |
| |and coach other through change. |
| |Strong consulting skills and the ability to elicit the right information to get a true understanding|
| |of the needs of individuals and the business. |
| |Clear, concise and persuasive communicator in person, in writing business cases, and reports and in |
| |presentations. |
| |Exceptional relationship building and management skills, with the ability to influence at all levels|
| |of an organization |
| |High levels of innovation including the ability to think outside-in and bring new thinking and |
| |insights to problem solving |
| |An ability to deliver key initiatives. |
Relationships
|External |Internal |Committees/Groups |
|External Wellbeing & Safety Suppliers and |Chief Executive Officer |FMG Growth Forum (FGF) |
|Advisors |Executive Leadership Team |Attendance at ELT meetings as required |
|External Legal Advisors |People & Culture and Communications Leadership Team|People & Culture and Communications Leadership|
|People & Culture Professional Organisations |Wellbeing & Safety Coaches |Team |
|Wellbeing & Safety Industry Organisations |Site Leaders | |
| |Head of Sales Operations & Business Change | |
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Financial Authority Levels
• May approve routine expenditure within budgetary limits
Human Resources Authority Levels
• May hire direct and indirect reports within approved FTE headcounts.
• May discipline direct and indirect reports in consultation with manager and People & Culture.
• No authority to dismiss staff, unless delegated by the Chief Executive and in consultation with GM People & Culture and Communications.
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Agreement
I agree to the outline of the role as contained in this document and recognise that the contents may need to be amended from time to time to reflect changing business requirements.
I as Job holder, allow my Manager to gather information from third parties where necessary for the purposes of performance management.
| | |
|General Manager People & Culture and Communications’ Name: | |
|Signature: | |
|Date: | |
| | |
|Manager Wellbeing & Safety’s Name: | |
| | |
|Signature: | |
|Date: | |
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Position Description
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