Position: General Manager High Performance
Reports to: Chief Executive Officer
Department/Unit: High Performance
Location: Full Time position based in Apia, Samoa
PURPOSE OF POSITION
The General Manager High Performance is responsible for the directions, leadership and management of Samoa Rugby Union's international and domestic elite athlete development, training & competition environments. The primary challenge of this position is to improve and sustain Samoa's international success. This is a senior management role encompassing all operational facets of Samoa Rugby's High Performance program. This would include national senior squads, national age grade, national academy programs and the coordination of the High Performance Unit in line with the SRU Strategic Plan.
The General Manager High Performance, whilst providing leadership to the Rugby High Performance program will seek to develop and maximise the skills and knowledge of the SRU Performance staff to perform their roles effectively. This role will plan, manage, implement and promote "best practice" and promote a positive image of the sport within and beyond the rugby community. The role will also be responsible for leading the performance dialogue with important partners such as the World Rugby.
Principal Accountabilities and KPIs
- General Manager has oversight and shared responsibility and accountability for national team performance, however players and coaches have ultimate accountability for on-field performance.
- Qualify for RWC & quarter final
- Consistent international competitive performances against all nations, including Tier 1
- Performance improvement for national teams
- A-Team and Under 20 individual player development and progression to semi-pro and professional club contracts.
- Development of quality HP programme and RWC campaign plans, in consultation with stakeholders, and under the technical direction of the National Head Coach.
- Ensure a systematic approach to the review of these plans, with the right level of independence and scrutiny to drive continuous improvement.
- Effective annual operational plan and aligned budget developed and regularly reviewed.
- Quality HP program and campaign plans developed and implemented with appropriate review/learning processes.
- Prioritise the recruitment, development, support and retention of national team coaches with a particular focus on the National Senior Team.
- Identify, recruit and retain quality staff for all national teams including specialist TAs.
- Ensure all staff have individual performance plans and are regularly reviewed.
- Develop and deliver targeted 'in-country' staff/volunteers HP development initiatives.
- Effective recruitment and development of quality TAs, 'local' coaches and other support staff that can impact and improve performance
- Effective management of key staff including systematic & timely performance reviews
- Develop and lead a clear and effective player, coach, management and support staff pathway that is agile/responsive and accelerates individual development.
- Develop and guide a fit for purpose daily training environment with a culture of excellence in all aspects of the environment.
- Ensure age and development appropriate competitions are available for all national teams and players.
- Ensure effective preparation of national teams, including a quality DTE and competition program.
- Effective Academy program that accelerates individual player development.
- Maintain high standard training facilities for all teams and staff.
- Establish productive relationships with the CEO, Board and HP Committee to enable effective HP decision making.
- Effectively manage external relationships to leverage support and minimise risk or interference.
- Ensure compliance with all funding agreements with SRU partners including WR, SASNOC and the GoS.
- Proactively lead the engagement with key internal and external HP stakeholders.
- Ensure quality timely reporting to the CEO [and Board where required] as well as WR & GoS.
- Compliance with WR regulations, policies and requirements.
- In partnership with the CEO, manage the HPU budget with effective prioritisation and ROI as well as regular monitoring and reporting.
- Effective management, monitoring and prioritisation within the HP budget.
Personal Attributes and Selection Criteria
The General Manager High Performance will be a person who has in-depth HP rugby knowledge and will be professionally connected to the international rugby community. This person will have a
thorough understanding of High Performance programs (Rugby and other sports) around the world. Such a person will be able to display a background that incorporates successful HP rugby program deliver, people management, high level budget management, program leadership, strategic planning, performance reviews and report writing. The person would also bring with him/her a thorough understanding of financial management and budget monitoring.
Samoa Rugby operates international programs for both men and women. The General Manager HP must bring with him/her an understanding and acceptance, as well as support for future international success for the national rugby teams and the national rugby sevens teams of both genders. A good working knowledge of Samoan culture and the right cultural / organisational fit will be important.
a. Experience in working in a professional rugby structure is highly desirable;
b. At least 5 years working experience in a High Performance role in a professional and/or Olympic sporting environment or international Academy/Institute.
2. Required Skills and Attributes
a. Demonstrated ability in managing teams and elite programs either at a professional or international level;
b. Demonstrated experience in preparing, managing and delivering an elite /
HP sports program;
c. Development, Implementation and Monitoring of high performance plans, budgets and high-level reports;
d. Excellent financial management skills with demonstrated experience in managing significant budgets;
e. Evidence of recent involvement at monitoring or implementation quality control systems and review processes;
f. A background that displays people management and people leadership skills and attributes;
g. A high level of organisational and management skills, computer literacy especially with spreadsheet, word processing and power point presentations;
h. Excellent communication skills including stakeholder management and workplace cooperation;
i. A high level of cultural awareness and able to adjust to local environment;
j. Demonstrated evidence of being able to influence others including an ability to drive change
3. Desirable Qualifications
a. Training and experience as a leader/manager, an educator, trainer, workplace mentor or other similar people development role;
b. A degree in Business Management, Sports Science, Human Movement, Sports Management/Administration, Coaching or other relevant field would be desirable.