Knowledge Our series “The Life Cycle of Employment,” examines the key stages of employment and provides a guide for employers as to what their legal obligations and best practices are during each stage.
Our first article provides key considerations of how to successfully design a new role and serves as a useful aid for employers.
Designing the role
Constant changes and developments in the world create a need for new and changing roles in the workplace. This can be an exciting opportunity for both employers and employees, whether this be for business growth or career development.
In creating a new role, there are a number of key considerations employers should consider:
- scoping the role
- will it be a full-time, part-time, fixed-term, or an ‘as and when required’ role;
- what is your budget for the role;
- is it a new role or one previously filled. If previously filled, does the position description adequately detail all the tasks that were performed or should have been performed by the previous person;
- being clear on the purpose the role will serve;
- defining the key skills required for the role, beginning with critical skills and then looking at the non-essential but desirable skills;
- the obligations of the employee undertaking the role;
- the structure and functionality of the role, considering how the role will fit into their business for example, working from home arrangements;
- the salary for the role; and
- lastly, developing a suitable role title (something people often do first however we recommend doing it once you are really clear on all the things above).
Creating a role is a multilayer process. It is critical to set clear objectives from the beginning to make the process easier and more transparent for all parties involved, as well as making sure the role is serving to positively impact workload, productivity and efficiency.
It is important to carefully design the role before it is advertised. Recruitment can be a timely and costly process, and employers will want to ensure they are investing time assessing appropriate applicants.
By implementing the key considerations above, employers can create new roles that support their business goals and enhance their business more generally. If you are thinking of making changes to your business by creating a new role and would like assistance, please contact the team at Black Door Law.
Up next: Stay tuned for our second article in The Life Cycle of Employment series which examines the importance of defining the nature of the role and identifying the relevant employment agreement.
Disclaimer: This information is intended as general legal information and does not constitute legal advice. If you have a specific issue and wish to discuss it, get in touch with the Black Door Law team by email hello@blackdoorlaw.co.nz or calling (04) 2803980.