Manager, Investigations

Tēnei tūranga – About the role

Occupational Regulation is a cross-sector team responsible for several different occupational licensing and registration schemes, which currently includes Electrical Workers, Licensed Building Practitioners, Immigration Advisers, Motor Vehicle Traders, Auctioneers and Pool Inspectors.  Over time other licensing/registration schemes might come into or out of Occupational Regulation.

The Manager, Investigations leads the Investigations team within Occupational Regulation and is responsible for managing the investigations and compliance functions.  The Manager is expected to develop and drive investigative systems, processes and models behaviour that enable investigators able to investigate in all jurisdictions the team supports.

They will work collaboratively as part of the Occupational Regulation leadership team to help drive transformational change and work together to lift the overall performance and culture of the team.

Ngā herenga – Requirements of the role

Personal specifications

• Successful strategic and operational management experience at senior level in a medium to a large organisation.
• Proven ability to lead, develop and manage a team.
• Experienced at developing and delivering a work programme, including enabling tools and processes.
• Experience in building teams with strong identity that apply their diverse skills and perspectives to achieve common goals.
• Excellent change leadership, communication, and coaching skills to embed a culture of excellence in the team.
• Strong ability to coach and mentor others by sharing their own experience and helping to challenge ideas.
• Ability to understand, use and explain the relevant regulatory frameworks, in particular in relation to the responsibilities of Occupation Regulation under the Building Act, Electricity Act, Immigration Advisers Licensing Act, and other Acts and Regulations relevant to occupations regulated by the team.
• Experienced in understanding and analysing complex information and identifying key issues.
• Demonstrated ability to present sound recommendations and make decisions which are legally and technically robust.
• Ability to quickly establish and build strong working relationships.
• Ability to write clearly and succinctly in a variety of communication settings and styles, including enforcement and reporting.
• Ability to provide insight into technical information and complex ideas.
• Experienced in communication of complex information through written documents.
• Ability to work in a demanding and complex environment with statutory timeframes.
• A sound understanding of legal processes and systems.
• Advanced decision-making and problem-solving skills.
• Ability to communicate complex decisions to sector.
• Solid working knowledge and understanding of the machinery of government, relevant operating procedures, and policies and decision-making processes that apply within the State Sector.
• Is able to communicate and persuade using a range of oral, written and visual mediums in diverse situations.
• Demonstrated experience in developing and maintaining an environment focused on continuous improvement to enhance organisational performance.
• Ability to quickly identify, establish and build strong working relationships.
• Proven ability to develop trust and credibility with senior manager and stakeholders.
• Sound judgement especially around consideration of risk management.
• A knowledge and understanding of the Privacy Act 1993 and the Official Information Act 1982, Bill of Rights Act 1990, and Search and Surveillance Act 2014.
• Must have the legal right to live and work in New Zealand.

Takohanga tuhinga o mua – Key accountabilities and deliverables

Critical Areas of Success

• Working collaboratively as part of the Occupational Regulation leadership team to implement change, ensure performance, and create a high performing team culture.
• Partnering with the National Manager and team to develop, articulate and give effect to the team’s strategy and other key priority work programmes.
• People-centred leadership of the Investigations team.
• Leading in developing and implementing a framework, approach and processes for investigations within Occupation Regulation that leverages off how similar functions are undertaken in MBIE.
• The day-to-day leadership of the Investigations team who undertakes investigations of licensed/registered and unlicensed/unregistered practitioners (non-compliance and enforcement).
• Responsibility for all planning, forecasting, monitoring, quality assurance and other management functions for the Investigations team.
• Leading sector engagement, intelligence gathering and information dissemination and encouraging compliance.
• Ensuring the Investigations team carries out functions to a high standard and in accordance with nationally consistent practice, operational policy and business process frameworks.
• Having a deep understanding of the regulatory systems and takes a leadership position to drive desired outcomes, especially in relation to the regulatory compliance functions of the team.
• Leading sector engagement, intelligence gathering and information dissemination to promote regulatory framework and encourage compliance.
• Applying strong intellectual capability and judgement to analyse large, complex issues and readily grasps and synthesises ideas, analysis and advice produced by others.
• Is viewed as a trusted advisor and a recognised expert in regulatory compliance in occupational licensing, relevant sector relevant to Occupational Regulation by senior leaders in MBIE and the wider State Sector.
• Leading complex and ambiguous issues with significant sensitivity and risk, by providing authoritative and frank advice that recognises the choices and constraints, anticipates needs, predicts and plans for potentially controversial or sensitive issues.
• Supporting broader compliance work with other regulators.
• Contributing to effective whole-of-system intelligence networks linking international and domestic partners.
• Working with Information and Education teams to inform strategies to influence the regulated community.
• Ensuring robust technical input and quality assurance processes are in place for investigations.
• Supporting the Boards and Managers to develop compliance plans and proactive audit/compliance programmes for all regimes.
• Selecting, commissioning, and monitoring the performance of expert consultants (in accordance with procurement processes) to prepare reports about complaints.

People Leadership

• Establishes clear accountabilities, expectations and performance standards with direct reports and ensures regular performance management and development occurs.
• Monitors individual, team and branch performance to ensure that performance targets are met.
• Anticipates future capability needs in human resources, identifies gaps in capability and addresses these gaps through targeted recruitment and development or other actions.
• Coaches, mentors and develops people to meet the needs of MBIE now and in the future.
• Identifies and develops talent for key roles in Occupational Regulation.

Relationship Management

• Develops effective working relationships with other MBIE managers and people in order to transfer knowledge and learning from the Occupational Regulation unit to the wider organisation.
• Represents whole-of-Ministry views and protects its reputation in external interactions.
• Builds strategic alliances with key government and non-government representatives, including national and international stakeholders, to ensure MBIE’s views are influential in their decision-making.
• Builds and maintains effective relationships and partnerships with national and international organisations to identify and share best practice information and to promote the Ministry, its products and services.
• Tests the effectiveness of stakeholder relationships using a range of appropriate measures and processes (including stakeholder feedback).

Wellbeing, health & safety

• Displays commitment through actively supporting all safety and wellbeing initiatives
• Ensures own and others safety at all times.
• Complies with relevant safety and wellbeing policies, procedures, safe systems of work and event reporting.
• Reports all incidents/accidents, including near misses in a timely fashion.
• Is involved in health and safety through participation and consultation.

Tō tūranga i roto i te Manatū – Your place in the Ministry

The Manager, Investigations reports to the National Manager, Occupational Regulation.

More information about MBIE's structure

Matatautanga – Competencies (Leadership Success Profile)

The Leadership Success Profile (LSP) is a leadership capability framework, developed by the New Zealand public sector for the New Zealand public sector. It creates a common language for leadership and establishes what great leadership looks like. You can look at the twelve underpinning capabilities and four leadership characters here: Leadership Success Profile | Te Kawa Mataaho Public Service Commission(external link)

To mātou aronga – What we do for Aotearoa New Zealand

Hīkina Whakatutuki is the te reo Māori name for the Ministry of Business, Innovation and Employment. Hīkina means to uplift. Whakatutuki means to move forward, to make successful. Our name speaks to our purpose, Grow Aotearoa New Zealand for All.

To Grow Aotearoa New Zealand for All, we put people at the heart of our mahi. Based on the principles of Te Tiriti o Waitangi / The Treaty of Waitangi, we are committed to upholding authentic partnerships with Māori.

As agile public service leaders, we use our breadth and experience to navigate the ever-changing world. We are service providers, policy makers, investors and regulators. We engage with diverse communities, businesses and regions. Our work touches on the daily lives of New Zealanders. We grow opportunities (Puāwai), guard and protect (Kaihāpai) and innovate and navigate towards a better future (Auaha).

Te Tiriti o Waitangi

As an agency of the public service, MBIE has a responsibility to contribute to the Crown meeting its obligations under Te Tiriti o Waitangi (Te Tiriti). Meeting our commitment to Te Tiriti will contribute towards us realising the overall aims of Te Ara Amiorangi – Our Path, Our Direction, and achieve the outcome of Growing New Zealand for All. The principles of Te Tiriti - including partnership, good faith, and active protection – are at the core of our work. MBIE is committed to delivering on our obligations as a Treaty partner with authenticity and integrity and to enable Māori interests. We are committed to ensuring that MBIE is well placed to meet our obligations under the Public Service Act 2020 (Te Ao Tūmatanui) to support the Crown in strengthening the Māori/Crown Relationship under the Treaty and to build MBIE’s capability, capacity and cultural intelligence to deliver this.

Mahi i roto i te Ratonga Tūmatanui – Working in the public 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.

What does it mean to work in Aotearoa New Zealand’s Public Service?(external link) — Te Kawa Mataaho The Public Service Commission