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Executive Search

Appointing a Deputy Commissioner, P&C for a National Disability Regulator

Date Posted:1 October 2025

Delivering an Executive Search to Drive Cultural Reform and Workforce Capability for a National Disability Regulator

Commonwealth Health Agency

The Brief

Future Leadership™ was engaged by a national disability regulator to appoint a Deputy Commissioner, People, Culture and Capability.
The appointment was central to the Commission’s transformation agenda, following a period of significant scrutiny and internal review. The organisation required a senior executive with the capability to lead cultural reform, uplift workforce capability, and embed inclusive, trauma-informed leadership practices across a complex, legacy-affected environment.
The role demanded a leader who could drive strategic alignment, build trust across the organisation, and position the People and Culture function as a key enabler of regulatory excellence.
9.19.1

Candidate net Promote Score

Future Leadership combines truly personalised relationships with innovative technology solutions to ensure an approachable and efficient process for all our Net Promoter Score across clients, successful candidates and unsuccessful candidates is well above industry standard.

10,000+10,000+

Candidates supported every year

We maintain genuine relationships with past candidates and continue to support them with leadership solutions long term, after they land their role.

50.5%50.5%

We maintain genuine relationships with past candidates and continue to support them with leadership solutions long term, after they land their role.

Over half of the executive search assignments undertaken by our team have resulted in the appointment of outstanding female or LGBTQI+ leaders to high profile roles.

98%98%

Candidate Retention Rate for 12 months since 2002

Our thorough briefing process and ability to engage passive candidates mean that we go to great lengths to find the right person for the role – long term!

The Process

Future Leadership™ undertook a comprehensive executive search process tailored to the strategic and cultural needs of organisation. The appointment of a Deputy Commissioner, People, Culture and Capability required a nuanced approach, given the organisation’s transformation agenda and the complexity of its operating environment.
The process began with detailed briefing sessions involving the Commissioner and senior leadership. These conversations helped clarify the strategic priorities of the role, the cultural challenges facing the Commission, and the leadership attributes required to drive reform. This insight informed the search strategy and candidate profile.
A targeted search campaign was launched nationally, combining Future Leadership’s proprietary networks with advertising across APSJobs, LinkedIn, and direct outreach to passive candidates. The campaign focused on identifying senior executives with deep expertise in cultural transformation, trauma-informed leadership, and strategic workforce capability—particularly within regulatory, human services, and public sector contexts.
Ten candidates were shortlisted and presented to the panel for consideration. Each candidate underwent rigorous assessment, including review of CVs and written statements, structured interviews, and referee checks. Reasonable adjustments were made for candidates who declared a disability, in line with APS RecruitAbility guidelines.
Five candidates progressed to panel interviews, where they were assessed against a structured capability framework. Finalists were invited to present their strategic vision for the People and Culture function and respond to scenario-based questions focused on stakeholder engagement, cultural reform, and organisational resilience.
Following final evaluation and referee validation, the panel unanimously recommended the appointment of a highly suitable candidate who demonstrated exceptional leadership, strategic insight, and alignment with the Commission’s values and mission.

Top 5 Capabilities

01.

Culture and Engagement

Led cultural reform aligned to trauma-informed and inclusive practices.

02.

Stakeholder Relations

Built trust with internal and external stakeholders, including unions, executive teams, and regulators.

03.

Organisational Capability

Established strategic workforce planning, performance frameworks, and leadership development.

04.

Communication and Influence

Introduced transparent communication channels and led internal engagement initiatives.

05.

Adaptability and Resilience

Demonstrated sustained leadership in complex, high-pressure environments with legacy challenges.

The Outcome

The process resulted in the appointment of a highly experienced and values-led executive with over 20 years’ experience in people, culture, and organisational transformation across the Australian Public Service and human services sectors.
The successful candidate had previously served as Executive Director, People and Culture in a state government department and held senior roles at the NDIA and in consulting. Their appointment brought deep expertise in trauma-informed leadership, cultural reform, and strategic workforce planning.
Since commencing in the role, the appointee has:
  • Established a cultural roadmap aligned to key regulatory and audit findings.
  • Built a high-performing leadership team with deep inclusion capability.
  • Introduced new internal communications and performance frameworks.
  • Strengthened accessibility and staff engagement across the organisation.
Their leadership has been instrumental in progressing the Commission’s aspiration to become a high-performing, inclusive regulator.

Consultant

Grant Nichol

Partner, Executive Search View Profile

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