Who We Are
The Net Zero Economy Authority Act 2024 (NZEA Act) established the Net Zero Economy Authority (the Authority) as a statutory agency in December 2024. The Authority's Board is the accountable authority, and its functions are articulated in the NZEA Act; the Chief Executive Officer (CEO) leads day‐to‐day operations. The Minister for Industry and Innovation is the responsible Minister.
The Authority is presently establishing itself as a separate entity. It is expected to complete the transition to being a separate entity in the near term, at which time all employees will transfer from the Department of the Prime Minister and Cabinet (PM&C) to the Authority under Machinery of Government (MoG) changes. Find out more by visiting https://www.netzero.gov.au/.
About The Branch
The Energy Industry Jobs Plan (EIJP) Governance Branch is a newly developed branch responsible for leading the development and implementation of all aspects of the Authority's regulatory frameworks to support the administration of the EIJP. The branch is primarily responsible for providing assurance to the CEO, Board, Minister and other stakeholders that the Authority's administration of the EIJP is evidence‐based, proportionate, timely and effective. This includes developing and maintaining frameworks to support statutory assessments of the impact of power station closures, the enforcement of employer obligations under the EIJP and ongoing monitoring and evaluation of the scheme. The branch has primarily responsibility for supporting the provision of independent legal advice to the CEO as a statutory decision maker and managing any litigation related to Part 5. Key priorities are finalising a regulatory posture, through to developing monitoring and enforcement frameworks, and establishing systems for compliance and evaluating performance of the EIJP.
What You Will Do
The General Manager, EIJP Governance, is a senior executive leadership role reporting to the Head of Division, Worker Transition. The role will drive the establishment and maturation of the Authority's statutory functions under the Energy Industry Jobs Plan and shape the development and maturation of the regulatory architecture to deliver on brand new legislation designed to support workers impacted by upcoming power station closures. A key focus over the next 12 months could include managing the Authority's appearances before the Fair Work Commission as power station closures are assessed for inclusion in the EIJP. The role operates in a high‐profile environment, with exposure to senior union, business and industry leaders, external counsel as well as senior officials across the Commonwealth, as well as senior members of the trade union movement. It leads both multi‐disciplinary and specialist teams to deliver policy, establish and manage regulatory frameworks and support the provision of high quality independent legal advice to the CEO.
Key Responsibilities
* Working with the divisional leadership team and the CEO to establish and embed a suite of regulatory tools, policies and frameworks to support all aspects of statutory decision‐making under the EIJP.
* Establishing a new in‐house legal function (led by an EL2 Chief Counsel), with responsibility for providing high quality advice to the CEO, supporting routine legal advice to other areas of the division, and managing the Authority's engagement in litigation (either in the Fair Work Commission or Federal Court).
* Developing an accessible information and education function for workers, businesses and representatives.
* Providing governance and assurance support, including project oversight, risk management, performance reporting and establishing high quality evaluation strategies.
* Supporting the CEO to deliver credible, robust, evidence‐based decisions, and provide expert advice on managing regulatory, legal and stakeholder risk.
* As a member of the senior leadership cohort, actively contribute to building an inclusive and innovative organisational culture focused on integrity, collaboration and results.
This role will be offered as a non‐ongoing temporary role initially, for a period of 18 months. This coincides with a large number of upcoming statutory assessments of power station closures which must be completed by late 2027.
What You Will Bring
The Secretaries' Charter of Leadership Behaviours sets out the behaviours Secretaries expect of themselves and SES, and want to see in leaders at all levels of the APS. You will be expected to model and champion the behaviours outlined in the Secretaries Charter of Leadership Behaviours - DRIVE.
The Ideal Candidate Will Demonstrate
* A deep understanding of Commonwealth regulatory frameworks and best practice requirements, with the ability to translate these appropriately for a relatively new and small regulator.
* Exceptional leadership capability, particularly in small, new or rapidly evolving organisations.
* Highly developed judgment and nous, with a proven ability to engage effectively with risk and solve problems in complex and uncertain regulatory environments.
* Exceptional interpersonal and communication skills, with experience working collaboratively with a wide range of stakeholders internal and external to government.
* Integrity, resilience and a values‐driven approach aligned with APS leadership expectations and the Secretaries' Charter of Leadership Behaviours.
Desirable Skills, Experience & Qualifications
* Qualifications in law and/or significant professional experience in managing the provision of legal support are highly desirable but not essential.
Identified Position
Required
This position has limited contact with Aboriginal and Torres Strait Islander peoples, communities and service providers, but is still required to have the capacity and willingness to further develop these skills. You will require capacity to attain cultural competency, including:
* understanding of the issues affecting Aboriginal and/or Torres Strait Islander peoples,
* ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander peoples, and
* willingness and commitment to continue to develop cultural competency.
Integrity and Work Health and Safety
SES leaders are required to exercise the appropriate powers, authority, delegations and discretions under the relevant legislation including the Public Service Act 1999 (PS Act) and the Public Governance, Performance and Accountability Act 2013 (PGPA Act). SES leaders must demonstrate the highest levels of integrity and uphold and promote the standard of behaviour set out in the APS Values, the APS Employment Principles and the APS Code of Conduct. SES leaders must also disclose any actual or perceived conflicts of interest. SES leaders may be considered Officers under the Work Health and Safety Act 2011 (WHS Act). To fulfil their duty under the WHS Act, Officers must exercise due diligence to ensure the Authority complies with its work health and safety duties and obligations. It is the Authority's expectation that all SES Leaders act in a way that is consistent with the obligations of an Officer under the WHS Act.
Flexible Work
At PM&C we recognise the broad benefits of offering flexibility in how, when and where work is performed. We consider flexibility first from a starting position of 'how can we make this work?' and consider individual circumstances and operational requirements in making genuine attempts to establish mutually beneficial arrangements. Please reach out to the contact officer if you would like to explore what flexibility might look like for you, such as part time work, variable start and finish times or working from home.
Eligibility
* Under section 22(8) of the Public Service Act 1999, employees must be Australian citizens to be employed in the APS unless the Agency Head has agreed otherwise, in writing. At PM&C to be eligible for this position you should be an Australian Citizen by the completion of the recruitment process, except under exceptional circumstances.
* The successful candidate must be able to obtain and maintain a security clearance, or hold a current security clearance of an appropriate level.
* The successful candidate will be assessed through our pre‐employment screening checks, such as an Australian Criminal History Check, and will normally be subject to a six‐month probation period if new to the APS or has not yet completed their probation period elsewhere in the APS.
Security Clearance Required
Baseline Vetting (Protected)
How To Apply
If this sounds like the opportunity you are looking for, we want to hear from you! Submit an online application through the Apply link by 11:30pm AEST on Monday, 06-Apr-2026.
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