Are you a senior level HR practitioner who thrives in the values-based not-for-profit environment?
Would a leadership position be of interest where you are encouraged and expected to engage in organisation priorities and initiatives outside the remit usually associated with a HR role?
Covering an area of 2,763 square kilometres, the 26 parishes that comprise the Diocese of Broken Bay are usually seen as belonging to three separate geographic regions: the Northern Beaches, containing parishes from Avalon to Manly; the North Shore, from Chatswood north to Arcadia and Berowra parishes; and the Central Coast, from Woy Woy to Toukley, Wyong and Warnervale parishes.
Bishop Peter Comensoli was installed as the third Bishop of the Diocese of Broken Bay on 12 December 2014.
The Catholic Schools Office, Broken Bay
The Catholic Schools Office (CSO) is responsible for the Diocesan Schools System of 44 schools: 36 primary schools, seven high schools and one K-12 school.
The CSO is located in the suburb of Pennant Hills in the northern part of Sydney. It is co-located with the Chancery’s Office.
The role of the CSO is one of leadership and service to schools, facilitating the work of school principals and staff, parents and parish priests in providing quality education to more than 17,000 students from Kindergarten to Year 12 enrolled in the schools.
There are 120 staff members in the service areas of: Evangelisation and Catholic Formation, School Improvement, Education Services, Human Resource Services, Financial Services, ICLT Services and the Office of the Director and Schools Consultants.
Position Title: Head of Human Resource Services
Reports to: Director of Schools
Human Resource Services delivers a range of services as well as high level, proactive advice in the areas of WHS, Safety/Employee Wellbeing, Workforce Administration, Recruitment and Selection, Payroll, Teacher Accreditation, Employment Relations and Child Protection. Human Resource Services contributes to cross team collaboration in leadership development and professional learning.
The Head of Human Resource Services promotes and supports quality learning and teaching in the Catholic schools of the Diocese of Broken Bay
- by Leading and managing the Human Resource Services Team (HRS) within the available resource base and in collaboration with other service areas such as Evangelisation and Catholic Formation, Education Services and School Improvement;
- as a member of the Leadership Team of the Broken Bay Catholic Schools Office, contributing to strategic planning and operational decisions.
- Promote and commit to the Evangelising Mission of the Catholic Church within the context of the Diocesan Community of Catholic Schools (CCS).
- Support the system strategic intent of improving learning outcomes for all students and promoting a professional and rewarding working life for teachers.
- Ensure the effective implementation of priorities and policies of the CCS.
- Provide effective religious, educational, strategic and organisational leadership and management of HRS.
Significant Internal/External Interactions
- Bishop: High level advice and assistance
- Diocesan Director of Schools: High level advice and assistance
- Other Diocesan Executives: High level advice and assistance
- Parish Priests: Liaison, assistance and advice
- Government institutions: High level representations and lobbying
- Unions and other industrial organisations: Major negotiations
- HR Services team: leadership and management of a team of 28 people
The Head of Human Resource Services is a member of various committees listed below:
- Systemic Schools Strategic Operation Group (SSSOG)
- Workplace Gender Equality
Initial Priorities of Role
- To build strong links between HRS priorities, and the faith formation and learning agenda of the Community of Catholic Schools
- To contribute to the completion of the Broken Bay Leadership Framework
- To follow through on the HRS teams’ work plans
This role is based in the CSO office located at Caroline Chisholm Centre, Building 2, 423 Pennant Hills Road, Pennant Hills.
Conditions of Employment
- The remuneration package reflects the seniority of this appointment and will be discussed with the successful applicant.
- Consistent with other executive appointments, the initial contract period is for 3 years.
- Reasonable relocation assistance (if required) will be negotiated with the successful applicant.
- In accordance with Child Protection Legislation, the successful applicant will require a ‘Working With Children’ clearance prior to employment. Please visit kidsguardian.nsw.gov.au to obtain further information on this requirement.
To be successful in this role you will be:
- A practising Catholic with an authentic commitment to the Mission of the Church;
- A person with senior level HR experience and skills, having led a sizable team;
- Able to show the capacity, desire and willingness to be involved and contribute to wider organisational projects and initiatives, in aspects not usually associated with that of a HR practitioner;
- A caring, compassionate, consultative person with the desire to listen and build trust;
- Able to demonstrate a desire for continuing professional development and ongoing learning; combined with appropriate post-graduate qualifications.
Are you Interested in this Opportunity?
If you are interested in this role, then simply complete the ‘Express Your Interest’ panel on this page; or email us at email@example.com stating your interest and nominating ref number TS1378. Whichever you choose, please provide a brief resume and contact telephone number.
At this stage we do NOT ask you to address the selection criteria or provide an application document – just complete the panel on this page or send a brief email to Trak Search to indicate your interest in ‘Head of HR Services TS1378’; and provide your brief resume and contact telephone number.
If you are NOT interested in this role but would like to be advised of future leadership positions, click here to register for our weekly job alert.
Any questions can be directed to either (a) our Director John Chesher by telephone (0417 068 220) or (b) email our office via firstname.lastname@example.org. The timeline and details for this project are outlined below. All emails and applications are acknowledged within 48 hours.
The Selection Process
Key dates are as follows:
|Date of project launch/advertising||Fri 13/Sat 14 April|
|Latest anticipated date for applications||Monday 30th April|
|Review meeting & short listing||Week commencing Mon 14th May|
|Psychometric testing||After shortlisting/pre-interviews|
|Anticipated date for client interviews||Week of Monday 28th May|
|Final references; academic documents obtained||Following client interviews|
|Follow up meeting/discussion||Likely within 7 days of client interviews|
Trak Search has been instructed to provide a process that is welcoming for people interested in this role. Significant aspects include:
- Throughout the process, Trak Search is available for confidential discussions and to provide information to allow you to explore this opportunity and determine your interest in the role.
- A range of additional information will be provided to you as we progress through this process.
- At the outset you will not be required to: complete an application form; provide a lengthy document to address the selection criteria; or supply referee details. However, you will be invited to supply us with additional information (verbally and in writing) as you progress through the process.
- A late application could be accepted, providing it does not adversely impact other applications or the schedule. Please be aware however that any application received after close of business on the date noted above is more likely to be returned to you.
- At the appropriate time we will seek written consent to speak with referees – listing referees on your resume does not signify consent to do so.
- We expect to contact one work-related referee and a Priest referee prior to shortlisting, with additional references completed later in the process. You should always expect that before reaching the final stage of the project, we will ask to speak with at least one person who has: directly managed you; recently; and for a significant period of time.
- Psychometric testing will occur after shortlisting for people invited to interview.
- All information provided to Trak Search will be made available prior to shortlisting, in confidence, to Director (or nominee) unless you instruct Trak Search otherwise.
You are also encouraged to view our Collection Statement which provides details on the manner in which we collect and use information obtained from you during your engagement with Trak Search.