Delivering an Executive Search to to Establish Leadership and Credibility for a New Child Protection Department
The Brief
Future Leadership™ was engaged by a South Australian public sector organisation to appoint the inaugural Chief Executive of a newly established Department for Child Protection, following the South Australian Government’s acceptance of recommendations arising from the Child Protection Systems Royal Commission. The Royal Commission identified the need to separate statutory child protection functions from the education portfolio in order to strengthen governance, accountability and service outcomes for vulnerable children and families.
The establishment of the new department represented a significant structural reform and required the creation of a standalone organisational identity, leadership framework and operating model. At the time of the search, child protection services were operating in a highly complex and challenging environment, characterised by intense public scrutiny, adverse media attention, workforce instability and strong industrial dynamics. The organisation was also required to respond rapidly to the Royal Commission’s recommendations, many of which involved fundamental changes to policy, practice, service commissioning and inter‑agency collaboration.
The Chief Executive role was central to the success of this reform agenda. Reporting directly to the responsible Minister, the appointee was accountable for the strategic and operational leadership of a statewide organisation. The role required sophisticated political, stakeholder and media capability, given the sensitivity and visibility of the portfolio. Future Leadership™ was asked to identify a leader with deep statutory child protection experience, demonstrated success leading complex human services systems, and the personal credibility to restore confidence across government, the workforce and the community. The successful candidate needed to balance immediate operational stability with longer‑term transformation, while establishing a clear vision and culture for a new department operating under heightened public and ministerial expectations.
Candidate Net Promoter 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.
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.
Senior Women Appointed since 2002
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.
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 complexity, sensitivity and public profile of the appointment. The approach combined targeted research, market engagement and rigorous assessment to ensure the selection of a leader capable of establishing and leading a new statutory authority.
Key steps included:
- Briefing and Strategy Development
Engagement with senior government stakeholders, including ministerial representatives and departmental leadership, to clarify the strategic intent of the new department, the implications of the Royal Commission recommendations, and the leadership capabilities required to stabilise and transform the organisation. A detailed candidate profile and position description were developed to reflect these priorities. - Targeted Candidate Search
An international search strategy was implemented across Australia, New Zealand, Canada and the United Kingdom. The search focused on senior executives with experience in statutory child protection, community services and comparable human services environments. This was supported by a national print and online advertising campaign, alongside direct market mapping, referrals and engagement through established executive networks. - Candidate Assessment
Internal and external candidates were assessed against defined selection criteria, including leadership of large operational organisations, experience implementing system‑wide reform programs, and the ability to operate effectively in high‑profile public sector roles. Shortlisted candidates participated in structured interviews and comprehensive capability assessment. - Final Evaluation
Shortlisted candidates completed psychometric assessments and participated in in‑depth interviews. Final candidates articulated their approach to establishing the new department, leading cultural and workforce change, and implementing the Royal Commission recommendations. The process concluded with detailed referencing
Governance and Compliance
Establishing, championing and measuring the effectiveness of an organisation’s regulatory and reporting systems.. Delivering value for diverse stakeholders through governance, strategy, risk management and appropriate targets and metrics.
Strategy and Purpose
Leads transformational processes, motivates teams, and influences commitment to a shared purpose that individuals and the workforce will require to enable sustained organisational success. Builds and promotes a culture underpinning the vision, purpose and values the organisation aspires to achieve.
Stakeholder Relations
Works strategically and systemically to encourage diverse thinking with all types of people. Actively contributes to teamwork, and deliberately builds relationships and networks across a range of people and communities.
Organisational Capability
Understands the organisation's future requirements and identifies opportunities to build potential across the organisation. Seeks opportunities to develop other people and takes appropriate action to address skill gaps in others.
Communication and Influence
Articulates messages with clarity and impact to build understanding, inspire action, persuade others and enable information exchange. Considers the audience and draws on different styles to create impact.
The Outcome
The process resulted in the appointment of a highly experienced statutory child protection executive with a proven track record of leading large, complex human services organisations through periods of significant reform.
The appointee brought extensive experience in leading statewide child protection, family, disability and community services across multi‑region environments, supported by deep expertise in legislative reform, policy development and service commissioning. Their background included advising Ministers on complex operational and policy matters, implementing responses to major commissions of inquiry, and building collaborative partnerships across government and the non‑government sector.
The appointment enabled the newly established department to build leadership stability, establish organisational credibility, and progress the implementation of system‑wide child protection reforms aligned to government priorities. The successful placement provided the foundation for restoring public confidence and strengthening outcomes for children and families across South Australia.