Ongoing & Non-ongoing, Flexible working arrangements will be considered EL 2 Woden, ACT Location: Woden, ACT Application Closing Date: 06-Jul-2025 Classification Executive Level 2 ($147,052 - $175,016) Employment Type Ongoing & Non-ongoing This role is being advertised as both ongoing and non-ongoing, with the employment type to be determined in negotiation with the preferred candidate and the NIAA delegate. Where a non-ongoing specified term is offered, this would be for an initial period of up to 12 months, with possibility of extension up to a maximum period of two years. A non-ongoing offer may result in conversion to an ongoing offer of employment, however this must occur within 18 months from the opening date of this advertisement. Flexible Work Flexible working arrangements will be considered The Opportunities - Lead with Purpose. Drive Real Impact. The National Indigenous Australians Agency (NIAA) works in genuine partnership to enable the self-determination and aspirations of First Nations communities. We lead and influence change across government to ensure Aboriginal and Torres Strait Islander peoples have a say in the decisions that affect them. The People Branch within the NIAA is seeking contemporary and driven Human Resources (HR) practitioners to fill the following identified positions: Director, Recruitment, Entry Level Programs and SES Unit Director, Workforce Capability Led by the Chief People Officer, the People Branch provides operational and strategic human resource services with a clear focus on the agency’s most valued asset: its staff. Director, Recruitment, Entry Level Programs and SES Unit This is not your average recruitment role. We are looking for a recruitment expert who knows how to build pipelines, shape strategy, and lead with vision. You will also have specialist expertise in strategic talent acquisition, onboarding, and executive staffing. Key responsibilities include: Leading and managing a dynamic team delivering end-to-end recruitment services, managing entry level programs and the Agency’s SES Unit. Providing strategic advice on contemporary marketing and attraction strategies to attract top talent and build a diverse and capable workforce. Designing and implementing workforce strategies, projects, and initiatives that strengthen the agency’s approach to talent attraction, onboarding, internal mobility, and the development of both entry-level staff and senior executives. Maintaining a strong client-focused and collaborative approach across the team to ensure exceptional customer service and support the agency’s business areas in line with agency priorities. Leading the resolution of complex HR issues by analysing root causes, developing innovative solutions, and implementing effective strategies. Leading the provision and presentation of data-driven workforce insights to inform strategic recruitment planning and support organisational reporting requirements. Director, Workforce Capability This role is for a capability and L&D expert—someone who can design and deliver learning strategies that empower people and elevate performance including the design and delivery of strategic capability frameworks, leadership programs, and high-level knowledge of Learning Management Systems (LMS) to support scalable and effective learning solutions. Key responsibilities include: Providing strategic leadership and direction to a multidisciplinary team responsible for delivering the agency’s learning and development programs, capability frameworks, and leadership initiatives. Developing high-quality, agency-wide communications, executive briefs, policies, guidelines and procedures to support capability and leadership initiatives. Fostering and maintaining strong, collaborative partnerships with internal and external stakeholders, leveraging influence and negotiation skills to drive strategic outcomes and enhance organisational capability. Leading the design and implementation of innovative, evidence-based solutions to complex challenges affecting capability development and workforce performance. Delivering timely, strategic advice to senior executives on capability planning, including analysis of contextual drivers, resource implications, risk management, and alignment with agency priorities. Overseeing the end-to-end management of capability programs, including strategic scheduling, performance monitoring, procurement, budget oversight, logistics coordination, and evaluation to ensure continuous improvement and impact. Leveraging Learning Management Systems to deliver, track, and evaluate learning initiatives, ensuring accessibility, engagement, and alignment with organisational goals. Shared Responsibilities Both roles are responsible for: Promoting a culture of continuous improvement by reviewing HR policies and practices, identifying areas for enhancement, and implementing best practices. Promoting and embodying cultural safety by ensuring HR practices are inclusive, respectful, and responsive to the diverse cultural identities, values, and needs of all individuals. Demonstrating a high level of cultural competency, with a strong commitment to ensuring Aboriginal and Torres Strait Islander peoples are heard, recognised, and empowered in all aspects of their work. Our Ideal Candidates Our ideal candidates are collaborative, innovative, and purpose-driven—ready to contribute to meaningful outcomes and ensure our workforce has the people and tools to deliver on its important purpose. We are seeking candidates who have: Excellent written and verbal communication skills, with the ability to build effective partnerships that engage stakeholders in understanding issues, identifying innovative solutions and supporting implementation. Cultural awareness, capability and a strong commitment to ensuring Aboriginal and Torres Strait Islander peoples are heard, recognised, and empowered in all aspects of their work. A proven ability to lead and motivate a diverse and cross-functional team to achieve outcomes, influence processes and build capability. Demonstrated leadership and people management skills with the ability to set clear direction, think strategically, and manage competing priorities. Technical knowledge and application of HR practices and relevant legislative frameworks. The ability to distil complex concepts and strategic insights into clear and compelling written and verbal communication tailored to diverse audiences, including senior executives and external stakeholders. Tertiary qualifications or the equivalent experience in Human Resources is required. AHRI certification will be highly regarded. Identified Position This position is Identified which signifies that the role has strong involvement in matters relating to Aboriginal and Torres Strait Islander peoples. This position is required to liaise with Aboriginal and Torres Strait Islander peoples, communities and service providers. You will require cultural competency, including: understanding of the matters impacting Aboriginal and/or Torres Strait Islander peoples. demonstrated ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander peoples. demonstrated capability and commitment to continue to develop cultural competency. Eligibility To be eligible for this position you must be an Australian Citizen. The successful candidate will be required to be assessed through our pre-employment screening checks, such as an Australian Criminal History Check. Security Clearance Required Baseline Vetting (Protected) Contact Officer Rachael McMahon via. Please Note – This is an unclassified web based recruitment system so your application must not contain any classified or sensitive information. This includes in your one page pitch and resume. Want More Information?.pdf Opens in new window Want More Information?.docx Opens in new window