Manager - Aboriginal Employment & Engagement

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 descent, 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 11/12**:

- **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**

**The Manager, Aboriginal Employment & Engagement** is an exciting opportunity for a passionate people person to lead the way in NSW Police Force’s connected workforce. This role is responsible for the development and implementation of the Aboriginal Employment & Engagement Strategy, including strategic development and evaluation, program development and delivery for the attraction, development and retention of Aboriginal and Torres Strait Islander employees. A key focus of this role is to ensure organisational culture and corporate strategies complement each other to maximise the implementation and ongoing success of the Aboriginal Employment & Engagement Strategy for NSWPF.

Aboriginality is a genuine occupational qualification as authorised by Part 5, Clause 26 of the Government Sector Employment Rules 2014.

**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**

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**:
Please provide an example of how you have used your knowledge of contemporary diversity and inclusion work practices to influence senior executive in their decision making, to deliver an improved employee experience for the First Nations workforce. What was your approach and what was the result? (400 words maximum)

**Target Question 2**:
Have you been involved in a recent initiative which uplifted Aboriginal and Torres Strait Islander employment attraction and retention. What informed your initiative, what challenges did you face, and what was the outcome. (400 words maximum)

If you require any further information about this opportunity, please contact the hiring manager
**Melissa Pring via 0408 420 769**.

**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.