Aboriginal Employment and Engagement Advisor

This role is open to Aboriginal and Torres Strait Islander applicants only, in accordance with the NSW Police Force Aboriginal Employment Strategy._
- Applicants for this role must be of Aboriginal and Torres Strait Islander decent, identify as being an Aboriginal and be accepted by the Aboriginal community as defined by the Aboriginal Land Rights Act 1983. This is also in accordance with Part 5, Clause 26 of the NSW Government Sector Employment Rules 2014._
- An Aboriginal person (as defined by the Aboriginal Land Rights Act 1983) means a person who:_
- _is member of the Aboriginal race of Australia, and_
- _identifies as an Aboriginal person, and_
- _is accepted by the Aboriginal community as an Aboriginal person._
- **Clerk Grade 5/6**:

- **Ongoing Full-Time**:

- **Parramatta**

**About us**

The NSW Police Force (NSWPF) is one of the largest police forces in the western world, with more than 20,000 employees, including more than 4,000 administrative employees who support the sworn officers that provide a range of law and order services 24 hours a day, seven days a week to the socially, geographically and culturally diverse community of NSW.

**About the role**

We have an opportunity for an **Aboriginal Employment and Engagement Advisor **to be part of our Aboriginal Employment & Engagement, People and Capability Command Team. The Aboriginal Employment & Engagement Advisor is responsible for contributing to the Aboriginal Employment & Engagement team in the development of the NSWPF Aboriginal Employment & Engagement Strategy, programs and initiatives. The role is also responsible for contributing to the coordination and implementation of strategy deliverables. This is an exceptional opportunity to share your Cultural knowledge and provide support to Aboriginal and Non-Aboriginal employees of the NSWPF right across NSW Working in a supportive, development focused, team environment achieving employment outcomes for Aboriginal people.

Applicants **must** satisfy the Aboriginality criteria (see above).

For more information on this role (e.g. essential requirements, key accountabilities, key challenges and capabilities required for the role), **click here** to view the role description.

**What we can offer you**

At NSWPF our people have access to a range of benefits that help balance life at work and at home. Some of the benefits available when you join the NSWPF include:

- competitive salary;
- flexible work options;
- opportunity to purchase leave;
- annual leave loading;
- corporate wellbeing programs including seminars and the Fitness Passport;
- free annual influenza vaccination;
- salary packaging options via superannuation contributions or a novated vehicle lease;
- convenient location for public transport and to shops etc; and
- in-house gym facilities.

**How to Apply**

Applications can only be submitted electronically via the I Work for NSW website.

To be considered for this role, attach a cover letter (2 pages maximum) and an up-to-date resume that clearly details your skills & experience as relevant to this role.

Please do not attach copies of qualifications, certificates or documentation (other than what has been requested) - you can bring these if called for interview.

**Target Question 1**:
As a member of the Aboriginal Employment & Engagement Team (AEET), you will be driving Aboriginal Employment outcomes. Please outline your knowledge of the key contemporary employment, recruitment and retention challenges faced by Aboriginal People & Communities, and their interactions with the NSW Police Force.

**Target Question 2**:
Describe a time when you delivered results in a fast-paced and complex environment.

If you require any further information about this opportunity, please contact **Jessie-Lee Zaccazan via 0429 307 269.**

**Our commitment to Diversity**

The NSW Police Force is a proud employer of a diverse range of people. We are committed to reflecting the diverse community we serve and creating an inclusive and respectful workplace for all employees. Differences are embraced, contributions are valued, and everyone has a sense of connection and belonging.

This recruitment may be used to create a Talent Pool for similar future roles (ongoing or temporary) that may arise over the next 18 months.