Delivering an Executive Search to Drive Cultural Transformation for a Local Government Council
The Brief
Following the successful partnership with a Victorian local government council on the appointment of their Chief Executive Officer, Future Leadership was once again engaged to lead the executive search for the critical role of Chief People Officer (CPO). The Council, having recently completed an extensive Listening and Support Process, was embarking on a significant transformation journey to implement systematic improvements in workplace governance, processes, and organisational capability. The CPO would play a pivotal role in driving these reforms, supporting the implementation of recommendations aimed at strengthening workplace culture, leadership effectiveness, policy compliance, and employee wellbeing. The ideal candidate would bring significant change management experience, cultural stewardship, expertise in safety and wellbeing and a proven record of senior HR leadership in complex environments. The role required agility, a forensic approach to issue management, and the ability to influence at executive and organisational levels.
The Process
Led by Senior Partner David Baber, the Future Leadership team implemented a comprehensive executive search strategy. This included targeted outreach through Future Leadership’s proprietary database, trusted referral partners, and a national advertising campaign across LinkedIn, SEEK, the LG Directory and Future Leadership website. The approach ensured access to a diverse and high-calibre pool of candidates.
Candidates were assessed against rigorous criteria, including senior leadership experience in people and culture functions, organisational development, systems improvement, stakeholder engagement, and a demonstrated commitment to values-based leadership. An exceptional shortlist of candidates was presented to the selection committee with two rounds of panel interviews concluding the extensive process to identify a leader who could drive cultural transformation, embed evidence-based people practices, and build sustainable capability within the People and Culture team.
Future Leadership Capability Framework
Governance and Compliance
Establishes, champions and measures the effectiveness of an organisation’s regulatory and reporting systems. Identifies and evaluates risks, develops strategies to mitigate risk.
Culture and Engagement
Fosters a positive culture, creating a sense of belonging and inclusiveness. Creates an environment that encourages diverse perspectives and facilitates a psychologically safe environment.
Commercial Acumen
Provides a deep understanding of relevant industry, marketplace and business drivers as applicable to the organisation. Leverages the application of commercial tools and frameworks to manage opportunities, conflicts and trade-offs.
Stakeholder Relations
Establishes rapport with stakeholders, builds and sustains trusted and collaborative relationships. Identifies and draws on relevant and diverse perspectives and integrates them to support productive interactions.
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.
Critical Thinking
Gathers and examines different data points, testing for assumptions and gaps in logic; reframes problems and presents well-reasoned insights considering diverse perspectives. Analyses, interprets and objectively evaluates information enabling judgements.
The Outcome
The process resulted in the appointment of a highly experienced Chief People Officer with a strong background in senior public sector leadership. The successful candidate brought expertise in cultural transformation, organisational development, and employee wellbeing, combined with formal qualifications in psychology. Prior to this appointment, the individual held a senior people and culture leadership role within a large national organisation, overseeing strategy and operations for a workforce of more than 1,500 employees.
