Conducting an Executive Search for an HR Manager to Enhance Workforce Development and Well-Being in a Leading Boys’ School
The Brief
Future Leadership™ was engaged by a prestigious independent boys’ school in Melbourne’s inner-east to appoint a Human Resources (HR) Manager.
Known for its commitment to academic excellence and fostering a supportive learning environment, the school sought a HR leader to design and implement strategies for staff engagement, workforce planning, and compliance. The appointee would play a pivotal role in aligning HR initiatives with the school’s values and strategic goals, ensuring a positive and inclusive workplace for its staff.
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.
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™ conducted a targeted search, leveraging its extensive education and HR networks to identify candidates with a blend of strategic HR expertise and operational capability. Key steps included:
- Candidate Outreach and Screening: Identifying candidates with experience in HR leadership across education, non-profits, and service-based organisations.
- Tailored Shortlisting: A shortlist of five candidates with a proven track record in HR strategy, compliance, and staff engagement was developed.
- Panel Interviews and Presentations: Finalists participated in panel interviews, presenting their vision for fostering a supportive workplace culture and managing compliance challenges.
This collaborative and thorough process resulted in the appointment of a candidate who demonstrated the ability to lead with integrity and innovation.
Emerging Capabilities
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.
Strategy and Purpose
Develops and leads strategy for the function/organisation, taking a broad and long-term perspective. Understands and considers context. Communicates and gains buy-in to the function/organisation goals, direction, and vision, promoting change initiatives.
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.
Governance and Compliance
Establishes, champions, and measures the effectiveness of an organisation’s regulatory and reporting systems. Identifies and evaluates risks and develops strategies to mitigate risk.
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.
The Outcome
The appointed HR Manager brought extensive experience in strategic and operational HR functions, with a strong focus on compliance and employee engagement. Their ability to build collaborative relationships and enhance workforce capability has had a significant impact on the school community.
