Conducting an Executive Search for an HR Manager to Enhance Workforce Development in a Co-Educational School in Melbourne’s East
The Brief
Future Leadership™ partnered with a highly regarded co-educational independent school in Melbourne’s eastern suburbs to appoint a Human Resources (HR) Manager.
The school, known for its commitment to holistic education and community engagement, required a skilled HR professional to align its workforce practices with its values-driven approach to education. The HR Manager would oversee the development of policies, workforce planning, and staff well-being initiatives while supporting the school’s vision of fostering a vibrant and inclusive environment.
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™ tailored its search strategy to identify HR leaders with experience in educational and community-focused environments. Key steps included:
- Targeted Talent Search: Leveraging Future Leadership™ networks to attract candidates with a blend of strategic HR expertise and operational capability.
- Focused Shortlisting: A shortlist of five candidates with diverse HR leadership backgrounds was developed, each assessed for cultural alignment with the school’s community values.
- Collaborative Selection Process: Finalists participated in panel interviews where they presented strategies for enhancing workforce development and staff engagement.
This bespoke process ensured the selection of an HR leader with the right mix of skills and cultural alignment to support the school’s mission.
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
An accomplished HR professional with significant experience in workforce planning and employee engagement was appointed as the HR Manager.
Their innovative approach to workforce development and focus on building a positive workplace culture were pivotal to their selection.
