Head - Policy - Education

Job Purpose

The Head of Policy is responsible for formulating policy strategy to enhance the association's recognition, reputation and influence in India through thought leadership and brand awareness.

Policy strategy includes anticipating developments and identifying opportunities where the association can have a positive impact in relation to accounting profession and the business sector.

Responsibilities

Building Thought Leadership

Act as a lead spokesperson for India in both and industry events. Raise brand through media activities. Collaborate with cross functional teams to drive thought leadership, e.g. Annual Conference, roundtable with specific topics, etc.

Stakeholders Engagement

Establish and maintain good relationship with key stakeholders including government, regulator and policy maker to identify high impact opportunities for Engage members for inputs to relevant consultation papers and related issues. Provide technical advice on response and compile final reports and or other deliverables.

Drive Research and Insights

Identify areas of interest from a policy perspective and develop relevant papers and articles; and monitor and report on developments in the profession. Tailor policy and research papers, articles and speeches, in collaboration with policy team, to suit local needs, especially to obtain the inclusion and input from appropriate experts. Proactively identify the needs and relevant topics of Research and Insights reports for India. Identify relevant key stakeholders to participate roundtables and facilitate the discussion.

Strategic Thinking

Formulate the global position strategy for India from a policy perspective to raise recognition, reputation and influence in India and the region through thought leadership and brand awareness

Behavioral Skills

Understanding Others

Takes an active interest in other people. Seeks to understand their individual perspectives and concerns and accurately hears the unspoken or partly expressed thoughts, feelings and concerns of others. Specifically, makes inferences; for example, accurately predicting how someone will respond.

Collaborative Influence

Win the hearts and minds of others across boundary collaborations and to do the right thing, regardless of formal authority. Specifically, creates cross-boundary collaboration; for example, securing organizational support to enable collaborative working between teams/functions.

Adaptability

Responds to differences and changes in the internal or external context, taking a flexible approach to reach business outcomes. Specifically, adapts tactics; for example, while maintaining the same overall plan or strategy, changing how to accomplish goals in line with changing circumstances.

Self-Control

Maintains control of their emotions even under difficult situations in order to continue to perform effectively. Specifically, demonstrates resilience; for example, dealing well with ongoing business stress.

Self-Confidence

Functions independently and with confidence in challenging situations. Specifically, takes on challenges; for example, seeking out challenges to stretch own abilities.

Earning Trust

Acts consistently in a trustworthy manner. Earning trust includes, when necessary, taking personal or career risks to act in a way that is consistent with one's own values. It generally produces a reputation for ethics, integrity and credibility. Specifically, acts on values; for example, acting on values when it is difficult to do so (e.g., recalling a product when it would be possible to avoid doing so).

What is the behaviour framework-

The behaviour framework is a set of core behaviours that define - how- we are expected to approach our work and is integrated into each of our job descriptions alongside - what- we do. The framework details the behaviours and attitudes expected of all employees. It supports us in evolving our culture to deliver our strategy and uphold the values we also expect our members and students to uphold

What are the behaviours and how do they work-

There are five sets of behaviours for every employee, regardless of their role and grade in the organisation. The sets of behaviours align with each of our values and demonstrate how we are expected to approach our work. The organisational change behaviours - high expectations, candid and achievement-oriented are embedded in the five sets of behaviours

Opportunity

Opportunity is about looking to the future with anticipation, challenging the safe option and identifying opportunities for myself and others. - I Identify opportunity - I recognise my own strengths - I shape the future

Diversity

Diversity is about respecting myself and other people. I aim to understand those different from myself and to partner with them to benefit from rich and diverse perspectives. - I think differently - I respect difference - I partner with others

Innovation

Innovation is about being creative and daring to experiment. It means being confident in my ideas and supporting the implementation of them and those had by others, by removing any barriers I can. - I am curious - I act with confidence - I implement ideas

Accountability

Accountability means that I recognise and own my impact on the world around me. I am responsible for myself, my work and the decisions I am involved in. - I take individual responsibility - I recognise my own impact - I am professional

Integrity

Integrity means that I act for the common good; that I mean and do what I say and that I act ethically towards others. - I do the right things - I treat others with respect - I do what I say

Link to the Detailed Behaviour Definitions here;

Technical Skills

Project Tracking and Reporting

Uses comprehensive knowledge and/or skills to act independently while guiding and training others on measuring and reporting progress toward intermediate targets to make sure a project stays on track to achieve its ultimate goals.

Project Planning

Uses comprehensive knowledge and skills to act independently while guiding and training others on sequencing and scheduling tasks into a project plan.

Project Risk Management

Uses comprehensive knowledge and/or skills to act independently with guiding and training others on identifying, assessing, prioritizing and managing project-related risks.

Project Management

Uses comprehensive knowledge and skills to work independently while guiding and training others on managing projects and/or programs within desired cost, time and quality parameters.

Costing and Budgeting

Uses comprehensive knowledge and skills to work independently on costing, budgeting and finance tasks while providing guidance and training to others.

Writing skills

Applies comprehensive knowledge to act independently while providing guidance and training to others on using clear and effective writing skills to express ideas, request actions and formulate plans or policies.

Verbal Communication

Applies comprehensive knowledge to act independently while providing guidance and training to others on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.

Presentation skills

Uses comprehensive knowledge and skills to communicate with other people independently while providing guidance and training to others on speaking in a clear, concise and compelling manner.

Language skills

Speaks and writes in a second language in a business context without supervision and can provide technical guidance when required.

Knowledge Management

Works without supervision and provides technical guidance when needed on developing a knowledge management system that can help the organization achieve its goals by collecting and using the information, data and intellectual resources of its employees.

Computer skills

Supports business processes without supervision by understanding and effectively using standard office equipment and standard software packages, while providing technical guidance as needed.

Commercial Acumen

Acts independently to apply comprehensive understanding of the business environment and objectives developing solutions while providing guidance and training to others.

Building Surveys

Works without supervision and provides technical guidance when required on surveying buildings.

Education

General Education

University (First degree)

Experience

General Experience

Wide and deep experience providing expert competence (Over 10 years to 15 years )

Managerial Experience

Experience of planning and managing resources to deliver predetermined objectives as specified by more senior managers (Over 3 years to 6 years)

Additional Information

Professional Accountant from any IFAC body, member a plus.

Understanding of accountancy or of issues impacting on the financial services sectors.

This position is on the payroll of IKYA Staffing.