About Us
The Department of Government Services (DGS) was established on 1 January 2023 to improve everyone’s experience of doing business and interacting with the Victorian government. We bring important day-to-day services together in one department to make things easy and seamless for Victorians and businesses. We are doing this by connecting and digitising our systems and platforms across state and local government as well as streamlining our corporate and procurement services.
You can find out more about our Ministers, leadership and entities here: Department of Government Services.
The Operations Group delivers frontline customer services to Victorians and the public service. It maintains the foundational digital infrastructure and platforms that support efficient, secure and reliable service delivery. The group uses industry-leading delivery principles for shared services and supports the development of sustainable and efficient whole-of-Victorian Government (WOVG) shared services.
The new Business Solutions Services division brings a focused approach to how the Department of Government Services onboards and supports government customers to adopt shared services. The division is a key interface for new government customers, ensuring that the transition requirements and pathways to adoption of standardised shared services is clearly supported.
The People Experience Branch partners with leaders across its customer departments to design and deliver contemporary people strategies, services and initiatives that build a capable, engaged and high-performing workforce. Working collaboratively with executives and business areas, the branch strengthens workforce capability, fosters employee engagement, and cultivates a positive, inclusive and psychologically safe workplace culture that enhances organisational performance and enables the department to achieve its strategic objectives.
These two new VPSG6.1 roles both have responsibility for leading a small team of high-performing Senior HR Business Partners delivering services to clients, and will particular focus on scoping, developing and supporting the delivery of wide-scale projects including organisational change and transformation and workforce development, culture and planning. These new roles work in close partnership with portfolio executive leadership teams to build, develop and implement their people strategy in alignment with the respective department’s overarching strategic plan and to support implementation of short and long term people management strategies and tactics to deliver business benefit.
As a senior member of the team, this role is expected to collaborate extensively across Operations Group, People Experience and People Operations branches, and work closely with colleagues and stakeholders to develop fit-for-purpose solutions and focus primarily on a strategic people agenda.
Key Accountabilities
- Develop strong relationships with key stakeholders, understand any nuances across client groups and become a trusted advisor, actively influencing at senior executive levels with a focus on building people management capability.
- Partner with group executive teams to develop the people management strategy, tailoring tactics to meet the strategic goals and priorities whilst developing a deep understanding and insight into business needs and emerging workforce trends.
- Lead and coach a small team of Senior P&C Business Partners to provide high level strategic advice and support across the employee life cycle in line with a business partnership model.
- Drive and lead on wide scale P&C strategic projects including organisational change and transformation and workforce planning including talent management and succession planning.
- Contribute to the senior P&C leadership team by providing workforce data insights and feedback from client groups when co-designing people initiatives.
- Undertake thorough analyses and provide evidence-based feedback to the Manager, P&C Business Partnering regarding any identified or emerging opportunities, issues, gaps, risks, or business needs. Use business insights and key HR metrics to influence change and add value across all aspects of P&C.
- In line with Section 31A of the Public Administration Act 2004 (Vic) other duties may be assigned consistent with employment classification, skills, and capabilities
About You
We are seeking applicants who have demonstrated experience from the following criteria:
- Technical Expertise: Significant experience in the provision of high-level strategic and tactical consultancy, coaching and advice to leaders, managers and team members on a range of people matters, including the ability to diagnose branch/group development needs and develop a comprehensive plan that responds with targeted strategic and integrated initiatives.
- Technical Expertise: Demonstrated knowledge and practical working experience in contemporary Organisational Development theory and practice, especially in the areas of strategic and business planning, workforce planning, talent and succession planning, organizational effectiveness, application of workforce data analytics, and business acumen.
- Innovation and Continuous Improvement: Drives a culture of quality by design where quality practices are embedded in the service and solution delivery process; shares expertise and relevant information to support continuous improvement and innovation; utilise HR metrics that evaluate quality and effectiveness of work delivered; models and encourages new and different approaches, ways of working and solutions that will deliver people outcomes beyond client or stakeholder expectations.
- Influence and Persuasion: Develops long-term and multi-phased P&C plans to influence others; implements complex strategies to build buy-in from key internal and external clients/stakeholders; effectively negotiates with clients/stakeholders to achieve desired outcomes that meet specific people management requirements, the respective department’s priorities and the government agenda.
- Develop Capability: Provides thought leadership and high-level advice around capability development at VPS level; has knowledge of external factors relating to capability development such as demographic trends, skills shortages and future workforce requirements; appropriately delegates responsibilities to further the development of others; fosters talent and builds capability of others across the organisation.
- Lead and Navigate Change: Identifies long-term organisational change required with a focus on the wider political, social and environmental context; champions an organisational culture that actively seeks opportunities to improve and where staff engage with and are committed to change; anticipates, plans for and addresses industrial risk to change at the organisational or VPS wide level.
These roles are ongoing positions. These positions are only open to applicants with relevant rights to work in Australia.
You must be an Australian citizen, as this role requires a security clearance.
For more information, please see the
How to apply
Apply before the advertised closing date 11:59pm on Monday 14 September. All applications should include:
- a cover letter which addresses the key selection criteria (within three pages).
Other relevant information
To be eligible for appointment to this role, applicants will possess corresponding work rights for the advertised employment period. Appointment to an ongoing role is only available to an Australian/New Zealand citizen or an Australian Permanent Resident. Preferred applicants will be required to undertake pre-employment screening. DGS actively promotes diversity, inclusion and an equal opportunity workplace. We welcome applicants from all diverse backgrounds, including people with disabilities and Aboriginal and Torres Strait Islander peoples. All roles at DGS can be worked flexibly, however it may differ from role to role.
