ngorecruitment

Administration Coordinator | Australian Eggs

Thu, 19 Mar 2026 11:14:27 GMT

The Organisation

Australian Eggs is a member owned not-for-profit company providing marketing, research and development services for the benefit of Australian egg farmers. Working together with the egg industry and the Australian Government, Australian Eggs strives to deliver value to industry and the public by investing in programs that increase consumption and ensure industry sustainability.

Australian Eggs programs focus on delivering research and innovation for improving farming practices, and marketing activities that promote eggs as a nutritious, safe and versatile source of protein for all life stages.

Benefits & Culture

North Sydney location, close to public transport
Full time permanent role with hybrid work options
Generous monthly mobile phone allowance
Opportunity to attend events and industry gatherings

The Role

Reporting into the Finance Manager, you will have a pivotal role providing office administration, secretarial and financial administrative support. Working closely with members and industry stakeholders, you will also be responsible to:-

Respond to calls and monitoring of website and email enquiries, referring promptly to the relevant team internally
Undertake general office operations including facility coordination, supplies management, equipment maintenance and new starter inductions
Support the finance manager with processing invoices, accounts payable / receivable, month end journals and bank reconciliation
Assist with board reports and organise travel requirements for the directors
Provide ad-hoc administration support to the engagement manager and managing director
Coordinate social activities and internal engagement to drive a positive culture in the workplace

Skills Required

You have proven experience in office coordination and administration and ideally knowledge of member-based or not-for-profit organisations. You will also have:-

A flexible and proactive approach to problem solving
Proficiency in Microsoft Office Suite and an understanding of basic financial transactions
A clear, professional verbal and written communication style
Strong attention to detail and ability to recognise and deliver on the needs of internal stakeholders and external members
Highly organised with excellent time management skills.

Work across business support, accounts and administration
For-purpose organisation supporting the Australian egg industry
Hybrid work available

Digital Fundraising Lead | The Australia Institute

Tue, 17 Mar 2026 09:51:12 GMT

The Organisation

The Australia Institute is an independent public policy think tank that conducts high impact research and advocates for progressive policies across a range of social, economic, and environmental issues. For thirty years, The Australia Institute has been publishing independent evidence-based research, combined with impactful advocacy, which shapes the public policy debate and drives positive change for a better Australia.

This newly created position offers an opportunity to play a central role in shaping digital campaigning and fundraising for one of Australia’s most respected progressive organisations.

Benefits and Culture

Supportive, inclusive work environment that values creativity, innovation & collaboration
Work in new modern offices, close to bus routes
Genuine commitment to professional development, training and learning
Employee Assistance Program
Competitive salary with tax effective packaging and cultural leave available

The Role

In this pivotal new role, you will develop and execute strategies to grow supporter engagement, increase donor acquisition and ensure donor conversion and retention. Managing a small digital team of two, you’ll drive the supporter-facing fundraising program to grow and engage the supporter list in the work of the organisation. Additionally, you will:

Identify and create opportunities to drive small dollar donations and support via digital mobilisation
Proactively identify and respond to political events to sustain supporter engagement
Deliver persuasive and engaging digital communications, collaborating cross organisationally to ensure alignment of messaging and maximise impact
Develop and implement data segmentation and strategies to increase the relevance and performance of campaigns
Analyse and report on campaign performance, using insights to optimise future results

Skills Required

You’re an agile collaborative leader with experience in digital communications, digital marketing, digital campaigning or fundraising, and you have delivered on successful issues-based campaign strategies in a not for profit, advocacy or political context. You also bring:

Proven success growing supporter engagement and acquiring new donors through digital channels
Persuasive writing and storytelling skills
Proficiency in CRMs, digital analytics platforms and digital engagement metrics and insights
Awareness and understanding of Australian politics, policy advocacy and the barriers to progressive change
A hands-on approach to mentoring and motivating a team within a fast-paced, dynamic environment

Work with one of the country's most influential public policy think-tanks
Develop digital fundraising programs to support high-impact research & advocacy
Full time role preferably based in Canberra, remote work considered

Membership & Policy Administrator | The Australian Council of Social Service (ACOSS)

Tue, 17 Mar 2026 09:43:11 GMT

The Organisation

The Australian Council of Social Service (ACOSS) is the peak national body for community and social services and a leading advocate for people affected by poverty and inequality. With more than 300 organisational members – from major charities to small not-for-profits across metro, regional and remote Australia – ACOSS is a powerful voice for change.

Through policy and research, public advocacy and campaigning, ACOSS and its members work closely with government, the media and key stakeholders to tackle poverty and inequalities and support people directly affected to be at the centre of policy debates.

Benefits and Culture

Supportive, collaborative and inclusive small team culture
Nationally recognised peak body with strong values and purpose
Learning and development encouraged
Opportunity to contribute to meaningful social impact
Additional leave and above-award conditions under ACOSS’s enterprise agreement

The Role

This newly available position plays a vital role in ensuring smooth coordination of ACOSS’s membership operations and political engagement activities. Reporting to the Director of Development and Operations and working closely with the Manager of Parliamentary Engagement, the role combines administration, project coordination, stakeholder communication, and CRM management.

You will act as a key administrative hub across two focus areas: supporting ACOSS’s broad and engaged membership base and assisting with the coordination of meetings with ministers, other members of parliament and senators and departmental secretaries.

Key areas of responsibility include:

Managing the ACOSS member inbox, processing applications, renewals and queries
Supporting the membership survey and assisting in drafting board reports
Overseeing the CRM (CiviCRM), inputting and managing stakeholder records and data integrity
Contributing to general organisational administration and support as required
Managing parliamentary and departmental engagement and tracking this engagement using Advoc8

Skills & Experience Required

You are an experienced and organised administrator with a warm, people-focused approach and a genuine interest in social impact. You’ll have a background in coordination or administrative roles, ideally in the not-for-profit, community, political or membership-based sectors, and will be comfortable managing competing priorities in a fast-paced environment.

You’ll bring excellent communication skills, be confident working across internal teams and external stakeholders, and have the initiative to take ownership of a busy and varied workload. Strong digital literacy and CRM experience will be highly regarded, as will a natural ability to manage process, detail and data with care and accuracy.

Additional qualities that will support your success include:

A calm and positive attitude when dealing with change, shifting priorities or tight timelines
Confidence in managing stakeholder enquiries with professionalism and warmth
A proactive approach to problem solving and improving systems
Experience coordinating logistics and diary management (ideally including high-level meetings)

Join a leading national voice driving change on poverty and inequality
Fast-paced administration and coordination role with scope to grow
Hybrid work model | Full-time role based in Sydney

Marketing & Fundraising Manager | Bush Heritage Australia

Tue, 17 Mar 2026 09:14:50 GMT

About the Organisation

Bush Heritage Australia is a visionary national conservation not-for-profit working to protect and restore Australia’s unique biodiversity. Guided by a bold 2030 strategy, the organisation aims to double the land it manages and regenerate 30 million hectares through science-based approaches and deep partnerships with Aboriginal and Torres Strait Islander communities and private landowners.

Driven by strong values and a shared passion for nature, Bush Heritage fosters an inclusive, collaborative workplace culture. The organisation is supported by dedicated staff, Traditional Owners, volunteers, donors and a Board with Aboriginal and Torres Strait Islander representation. With a long-term focus on ecological impact, Bush Heritage is committed to delivering large-scale, lasting conservation outcomes across diverse Australian ecosystems.

Benefits and Culture

Competitive salary + 11.5% super + salary packaging
Flexibility in work arrangements, including remote work from home options
Generous leave provisions (annual, family, cultural, parental)
Opportunities for professional growth and development
Passionate, purpose-led team with shared environmental goals

About the Role

Reporting to the Marketing and Communications Manager, this role is a key leadership position within the engagement team. You’ll lead a dynamic team responsible for developing and delivering marketing and fundraising strategies that grow Bush Heritage’s supporter base and revenue.

This hands-on role oversees marketing planning, execution, and performance across channels, ensuring brand alignment and data-informed decision making. You’ll directly lead, mentor, inspire and manage the Digital Marketing Officer, Regular Giving Coordinator, and Individual Giving Coordinator and you will also:

Develop and implement cross-channel marketing and fundraising plans
Manage budgets, systems, workflows and best practice compliance
Drive donor engagement and revenue targets across key giving programs
Collaborate with internal stakeholders and external partners

Skills & Experience Required

You’re a strategic, insights-driven marketing or fundraising professional who brings a collaborative, hands-on approach to leadership. You are driven to lead high-impact, purpose-driven campaigns that expand brand reach and donor support.

With strong knowledge across digital, content, and direct marketing, you thrive in a fast-paced environment where you can apply your project management skills and creativity to engage supporters and meet revenue targets. Your ability to think analytically and communicate clearly ensures your team stays aligned, motivated and focused on delivering results.

You also have:

Experience leading marketing or fundraising strategies and campaigns in a values-driven environment
Strong knowledge of digital marketing, social media, and email marketing tools
Sound understanding of fundraising principles, especially individual giving and appeals
Excellent organisational and project management skills, with a sharp eye for detail
Ability to write and edit compelling copy tailored to different audiences and channels

Trusted charity protecting Australia's biodiverse natural heritage
Lead a high-performing team driving brand and donor growth
Ideal for professionals from NFP or corporate | Melbourne office/Hybrid/Remote

Philanthropy Executive - NSW & ACT | Bush Heritage Australia

Tue, 17 Mar 2026 08:59:17 GMT

About the Organisation

Benefits and Culture

Competitive salary + super + salary packaging
Flexibility in work arrangements, including hybrid office/work from home options
Generous leave provisions (annual, family, cultural, parental)
Opportunities for professional growth and development
Passionate, purpose-led team with shared environmental goals

About the Role

Reporting to the Senior Philanthropy Executive, you will manage a portfolio of up to 100 major donors and prospects in NSW and ACT, with the goal to increase this by 25% within 12 months. Working within a high-performing major gifts team, you’ll be responsible for securing gifts of $10,000+ to fund Bush Heritage’s conservation work. You will collaborate closely with senior leaders and board members, lead tailored stewardship strategies, and facilitate donor engagement events and meetings.

Key Responsibilities Include:

Manage and grow a portfolio of major donors, trusts, and foundations
Conduct regular face-to-face donor meetings (minimum 8/month)
Present and secure major gift proposals ($10,000+) and renewals
Support the CEO and board in high-level donor engagement
Track donor activity in CRM and contribute to reporting and proposals
Support the delivery of curated trips and events

Skills and Experience

You have experience in major gift fundraising or high-value relationship management, with a history of building rapport and securing income from individuals or philanthropic organisations. You’re an excellent communicator, comfortable presenting to diverse stakeholders including donors, board members and executives.

You will also have:

Ability to manage a donor pipeline or portfolio
Strong interpersonal and influencing skills, with a solutions focus
Experience writing persuasive proposals and donor communications
High-level digital literacy and CRM experience
Willingness to travel interstate and visit conservation sites as needed

Join a purpose-led charity protecting Australia's biodiversity
Grow high-value donor relationships for environmental impact
Sydney office/Hybrid | Ideal for professionals from NFP or corporate

Regional Senior Researcher | Transport & Environment (T&E)

Tue, 17 Mar 2026 07:48:49 GMT

The Organisation

Transport & Environment (T&E) is the independent expert in enabling clean transport for all. For more than 35 years, T&E has been at the forefront of decarbonizing transport and energy, leading the way towards a cleaner, more sustainable future. Headquartered in Europe, T&E’s independent, evidence-based research, coupled with powerful advocacy and communications, has helped shape impactful policies that accelerate a just, efficient transition to zero-emission transportation and energy that is affordable, circular, with minimal impacts on health and the environment.

T&E has shaped some of Europe’s most important environmental laws. Their pioneering campaigning has resulted in the EU setting the world’s most ambitious CO2 standards for cars and trucks; uncovering the diesel gate scandal; ending palm oil diesel; securing a global ban on dirty shipping fuels, and the creation of the world’s biggest carbon market for aviation. In 2022, T&E’s campaigning led to the EU ending new combustion engine cars and vans sales by 2035. This year T&E is expanding its work into the Asia-Pacific region.

Benefits and Culture

Remote in Singapore initially, flexible work hours, Singapore office opening in 2025
Dynamic pioneering non-profit, regional impact opportunities
Collaborate with international, multicultural expert teams and partners
Opportunities to build a team, and help decarbonize shipping in Asia
Permanent contract, competitive NGO salary; global travel

The Role

Reporting to the Data Team Lead in Europe, and collaborating with the large international data team, the Regional Senior Researcher provides technical support and expertise for T&E’s coalition-building efforts for key transport hubs across APAC. The initial focus is research and analysis on emissions reduction in the maritime and trucking sectors. Other responsibilities will be to:

Develop/apply advanced quantitative analysis techniques to further T&E’s mission
Utilize technical expertise to develop compelling data visualisations
Collaborate with T&E’s extensive global data team to develop high quality deliverables
Lead analytical research into maritime and trucking work across APAC
Write technical reports, assist in policy briefings, and present research findings

Skills Required

You have a strong commitment to strengthening your transport and maritime decarbonization expertise and a passion for climate and energy analysis. You have experience in advanced quantitative analysis, including data analysis, regression analysis, and modelling ideally from a climate, energy or transportation context. Maritime, shipping or truck/transportation experience would be highly regarded. Ideally you have also worked with programming and qualitative analysis.

You are confident in your technical abilities, and you have strong communication skills. You thrive in dynamic political environments and can translate complex analytical information into compelling and influential visual content to encourage change. You must have working rights in Singapore and ideally you speak an Asian language.

Leverage your research and analysis skills to decarbonize transportation
Collaborate with a large international data team, provide critical expertise
Singapore-based, APAC focus, supporting key transport hub initiatives

Manager, HOLA (HIV Online Learning Australia) | Health Equity Matters

Tue, 17 Mar 2026 07:38:00 GMT

The Organisation

As Australia’s national peak body for the community-controlled HIV response and LGBTIQA+ health, Health Equity Matters delivers activities and programming to support member organisations working for people with HIV, sex workers, people who use drugs, LGBTIQA+ communities and Aboriginal and Torres Strait Islander communities. Through advocacy, policy and health promotion the organisation leads Australia’s effort to end HIV transmission and promote the health of its communities.

Health Equity Matters’ close connections with its communities enables the organisation to provide rapid intelligence to decision-makers on changes in Australia’s HIV epidemic and LGBTIQA+ health. Through this work Health Equity Matters is a unified voice working across a diverse membership mobilising and responding quickly to challenges, and acting as a trusted communication channel to government, research, and clinical partners.

Benefits and Culture

Generous salary with not-for-profit salary packaging available
Full time role, with some hybrid WFH options
Excellent Sydney CBD location
Opportunity to contribute to important health related online learning programs

The Role

In this role you will lead the development and implementation of an online learning program that builds the capacity of Australia’s community-controlled HIV workforce, and other community health workforces to deliver services to people with HIV and those at-risk of HIV. The goal of the program is to ensure workforces are routinely updated on scientific, medical and socio-cultural developments in HIV through online learning modules and other activities.

The program develops and implements skills-based learning packages to develop the capacity of community workforces and to inform HIV program planning and delivery among community-controlled service delivery organisations. You will be responsible for leading a dedicated and highly trained team to achieve the program’s objectives with the following responsibilities:

Conceptualise and implement an annual program of activities
Oversee the implementation of a monitoring and evaluation framework
Lead the delivery of a high-quality program, activities and reporting to funders
Convene a national forum of member organisations
Support the leadership team to maintain relations with member organisations
Support your supervisor to provide routine reporting to the board
Understand, implement and participate in processes, policies and procedures

Skills Required

You have extensive experience overseeing and strategically delivering online and in-person learning programs in a health related, education or like-minded sector. Crucially you have demonstrated capacity in conceptualising, developing and implementing a workplan of online learning activities to build the capacity of an organisation or workforce. You have also engaged with socially and culturally diverse stakeholders to determine their learning requirements and to promote the program.

You also have the following experience:

A track record of autonomously planning, implementing and completing technical projects
Ability to work collaboratively to resolve complex issues
Negotiation skills to achieve results while maintaining important relationships
Experience and success in managing staff
Excellent written and oral communication and interpersonal skills
Excellent judgement to manage and advise management on sensitive issues
Familiarity with learning management systems and associated platforms, particularly Absorb and Articulate is desirable

Community-controlled HIV response and LGBTIQA+ health
National peak body for Australia's HIV response. Sydney with hybrid WFH
Leaders in online learning from health, education or NGOs encouraged to apply

Singapore Director | Transport & Environment (T&E)

Tue, 17 Mar 2026 07:19:31 GMT

The Organisation

Benefits and Culture

Remote in Singapore initially, flexible work hours; Singapore office opening in 2025
Dynamic pioneering non-profit, regional impact opportunities
Collaborate with international, multicultural expert teams and partners
Opportunities to build a team, and help decarbonize transportation in Asia
Permanent contract, competitive NGO salary; global travel

The Role

The Singapore Director will lead the start-up of T&E’s Singapore operations, expanding work into the Asia-Pacific region and representing T&E at high level meetings and fora. In this role you will be responsible for establishing and managing the country office and policy, campaign and analytics team, developing a country-focused strategy, and building strategic partnerships with stakeholders including government, industry, funders, NGOs, and CSOs. Other tasks include:

Overseeing administration, budgets, and recruitment
Collaborating with Brussels HQ to develop and implement strategic initiatives
Further developing T&E’s advocacy strategy towards high level international and national regulators, politicians, and media
Coordinating policy positions and strategies with international T&E leaders

Skills Required

With broad shipping, energy industry and climate expertise and networks, you have demonstrated success leading cross-functional teams and managing complex strategies. You have strong experience in administration, project management, and developing and implementing strategies that have influenced change in policy and thinking. You have a strong commitment to driving T&E’s clean transport and energy agenda.

Your background likely includes relevant experience within an entrepreneurial, regulatory, government, or related environment, and you understand how to develop and lead a strong team. You have engaged successfully and built trusting relationships with relevant stakeholders in Singapore, and have a good understanding, or experience, of advocacy and policy analysis. Transport and maritime decarbonization experience and regional networks within these communities would be highly regarded.

You are confident engaging with policy makers, industry representatives and other stakeholders.You thrive in dynamic political environments and can translate complex information into compelling and influential content to encourage change within government and the private sector. You are a Singapore citizen or permanent resident and ideally you speak an Asian language.

Establish & expand T&E's Asia Pacific operations in start-up leadership role
Drive transformation across industry & government for zero-emission transport
Singapore-based, work with global experts & partners, travel required

Regular Giving Lead | The Australia Institute

Tue, 17 Mar 2026 07:03:50 GMT

The Organisation

Benefits and Culture

Supportive, inclusive work environment that values creativity, innovation & collaboration
Work in new modern offices, close to bus routes
Genuine commitment to professional development, training and learning
Employee Assistance Program
Competitive salary with tax effective packaging and cultural leave available

The Role

In this newly created role, you will build upon the existing pipeline of supporters and oversee a small, remote team of tele-fundraisers to increase the number of regular givers. You’ll manage all aspects of the regular giving program and coordinate campaigns to ensure supporters are consistently engaged in the work of the organisation. This includes:

Donor care and retention, acquisition and growth, and upgrades and renewals
Driving supporter engagement to convert one off donors to monthly donors
Working alongside the digital fundraising team to acquire new regular donors via digital marketing strategies
Reporting on regular giving campaigns using data analytics and segmentation

Skills Required

With a background in campaigning or fundraising, you will understand the importance of donor journeys and have been involved with increasing supporter engagement and donations within a regular giving program. This could be in a political, advocacy, or not-for-profit context. In addition, you bring:

Understanding and literacy of telefundraising and recurring donation metrics
Proficiency in campaign reporting, using CRMs and telefundraising platforms (ideally NationBuilder and CallHub) to track engagement and drive insights and optimisation
Success improving acquisition and retention rates
Awareness and understanding of Australian politics, policy and the role of the Australia Institute in driving change
Excellent project management skills and ability to thrive in a fast-paced, dynamic environment

Work with one of the country's most influential public policy think-tanks
Grow the regular giving program to support high-impact research & advocacy
New permanent role preferably based in Canberra, remote work considered

Client Engagement Officer | Women’s Legal Centre ACT

Tue, 17 Mar 2026 06:50:40 GMT

The Organisation

The Women’s Legal Centre ACT (‘The Centre’) is a specialist women’s community legal centre providing crucial legal and social support services to women in Canberra to keep them safe and in control of their lives. Their mission is to use the legal system to improve women’s lives and advance gender equality. The Centre’s legal practice areas include Family Law, Employment, Discrimination and Sexual Harassment, Migration and the Sexual Violence Legal Service. The Centre also includes the Mulleun Mura Access to Justice Program, which is a specialist program for First Nations women, led by First Nations women.

Benefits and Culture

Attractive remuneration, generous salary packaging, additional leave and wellbeing benefits
Work in modern, centrally appointed offices with a high energy and diverse team
Genuine commitment to positive and inclusive organisational culture

The Role

Reporting to the Client Services Manager, this important and diverse role provides reception, administration and client support, whilst also being the first point of contact for the Centre’s existing clients and stakeholders. You will be responsible for responding to a range of enquiries from women seeking assistance, current clients, volunteers, probono partners and referring agencies. Duties will include: -

Manage and coordinate client appointment systems, bookings, reminders and scheduling requests
Ensure awareness of community organisations to support referrals or connection of clients to other agencies as required
Assist with regular reporting activities, including data entry and analysis tasks
Support all practice areas within the Centre through managing administrative systems and processes

Skills Required

You have a professional disposition and previous experience from reception and office administration roles. You can provide efficient administrative support, alongside your highly developed communication and interpersonal skills. Additionally, you bring: -

Natural ability to remain calm, resilient and adaptable to change in a busy working environment
Ability to communicate clearly and empathically with a wide range of stakeholders, including from diverse backgrounds or those in distress and affected by trauma
Confidence using MS Office and familiarity with CRM systems and databases

Feminist workplace and culture
Would suit candidates with administration skills from NFP organisations
Full time permanent role based in Canberra CBD

Country Director - WWF-Myanmar | WWF International

Wed, 11 Mar 2026 11:47:12 GMT

The Organisation

WWF, an independent conservation organization active in nearly 100 countries, works to sustain the natural world for the benefit of people and wildlife. WWF-Myanmar, established in 2014, is focused on halting the loss of the country’s extraordinary biodiversity and ensuring that human use of the country’s natural resources is sustainable and equitable. Preserving the environment in which people live, and work is critical for health and wellbeing.

The Role

The Country Director – WWF-Myanmar will advance WWF’s conservation goals by fostering a culture of shared values, learning, strong team spirit, and a commitment to excellence; further developing the high performing Country Office with its efficient operating system and strong financial resources. This role provides overall direction to implement Myanmar’s long-term strategic vision and goals in line with WWF global and Asia-Pacific programme priorities.

You will strengthen WWF-Myanmar’s presence by building and managing strategic partnerships and stakeholders, whilst ensuring a robust approach to risk mitigation and crisis management and ensuring the delivery of high impact fundraising strategies. Leading a talented team, you will foster a culture of accountability, performance and learning, and be responsible for financial management and sustainable growth.

Skills Required

With an advanced degree, you’re an exceptional and sensitive leader and influential communicator, with over ten years professional experience in leadership roles mobilising teams and partners, including in Southeast Asia countries. With strong diplomacy skills and highly developed EQ, you have a deep understanding of Myanmar’s environment and you either have experience in Myanmar gained pre/post 2021, or you have experience leading, managing and navigating in other similar contexts. You have managed large programme teams in conservation, natural resources, international development, or in related fields.

You bring experience developing multimillion dollar fundraising opportunities and proposal designs, which have secured restricted and unrestricted funds including from major donors, foundations, governments and multilaterals. You’re skilled in business and budget planning, monitoring, and the development of funding frameworks to ensure financial sustainability for large-scale programmes.

You have highly developed negotiation, collaboration and influencing skills with networks at senior levels within government, businesses, non-profit, scientific and political communities. You have a history of leading and empowering staff in cross-functional, cross-cultural, and developing country contexts, plus a demonstrated commitment to promoting leadership development among local staff.

World's largest conservation organization upholding Myanmar's biodiversity
Deliver the Myanmar conservation programme, shape the sustainability agenda
Yangon, onsite

East Asia Manager | Mighty Earth

Wed, 11 Mar 2026 11:28:44 GMT

The Organisation

Founded in 2016, Mighty Earth is a global advocacy organisation with a mission to protect half of the Earth for nature and secure a climate that allows life to flourish. Mighty Earth protects nature and fights climate change by driving transformation across industry and government to rewild the world. Mighty Earth has played a leading role in driving a 90%+ decline in deforestation for palm oil, and similarly dramatic declines for other commodities in Southeast Asia, including the adoption of improved government forest and wildlife protections, and multi-billion-dollar shifts to clean energy.

Mighty Earth achieve results through campaigns, communications, and practical engagement with decision-makers, with more than half of their work focused on ensuring delivery of commitments. Their goal is to make significant progress in supporting impacted people globally, including protecting Indigenous land rights.

Benefits & Culture

Results-focused, entrepreneurial, collaborative, and agile work culture
Remote in East Asia with flexible work hours and shared workspace options
Collaborate with, and learn from, global teams and partners
Opportunities for professional development, team growth, and significant impact
Initial one-year contract with strong likelihood of extension
Fluency in Japanese and professional English language skills required, fluency in Korean a plus

The Role

This regional role will scale Japanese and Korean contributions to help the world protect 30% of nature by 2030, with a focus on developing and leading strategies to increase Mighty Earth’s work and visibility in East Asia. To accomplish this, you will focus on three key areas: increasing nature finance, decreasing reliance on biomass, and tackling agricultural methane. Your key responsibilities include:

Diverse stakeholder engagement and partnership building, including government, corporate, and investment sectors
Building relationships with civil society and other key constituents in East Asia
Producing and localizing content and media products and generating media attention
Conducting research and drafting reports
Project managing consultants across specific campaigns

Skills Required

You are passionate about protecting the natural environment and you have a strong commitment to advancing a more just society. Ideally you have broad experience, or demonstrated interest, in developing and implementing strategies that have influenced change. Your understanding of the social and political landscape across East Asia, especially in Japan and South Korea, will be an asset.

Your background likely includes experience in strategic planning, plus stakeholder engagement, advocacy, lobbying, or public relations. Energy and/or forest policy, or nature finance experience would be highly regarded, but is not essential.

You are confident engaging with senior decision makers, and skilled in building trusting relationships with diverse stakeholders. You thrive in dynamic political environments and can translate complex information into compelling and influential content to encourage change within government and the private sector. You speak native level Japanese and professional level English, fluency in Korean is a plus. You have the flexibility and adaptability to work well across different time zones and cultures. You must have working rights for your East Asia location.

Regional advocacy role with global organization protecting nature & wildlife
Scale initiatives in Japan & Korea; support impacted people for a just society
Drive transformation across industry & government to end deforestation

Philanthropy & Partnerships Senior Manager | Youth Off The Streets YOTS

Wed, 11 Mar 2026 11:18:21 GMT

About the Organisation

Youth Off The Streets (YOTS) works with children and young people, their families and communities to create safety, offer support and provide opportunities to build a positive future. Since being established more than 30 years ago YOTS has grown significantly, attracting ongoing government and public support.

YOTS employs 200 staff, supported by hundreds of volunteers, with an annual turnover of $30m including 70 cost centres. YOTS delivers a broad range of services including crisis accommodation, housing, independent high schools, alcohol and other drugs counselling, justice and cultural support, life skills, employment programs, and community engagement.

After the appointment of a new CEO, YOTS developed an innovative five-year strategy, so this is a great time to join the team and influence future positive outcomes for young people.

Benefits & Culture

Work with an experienced NFP senior leadership team
Flexible working arrangements with hybrid WFH opportunities
Based at Alexandria Head Office location, close to public transport

The Role

In this role, you will lead the development and execution of YOTS’ Philanthropy & Partnerships strategy. Reporting to the Head of Fundraising, you'll be instrumental in building sustainable fundraising income and achieving strategic objectives. Your role involves cultivating relationships with philanthropic partner organisations, maximising revenue streams, and enhancing YOTS' reputation as a 'partner of choice'.

Additionally, you will

Build effective and ongoing relationships with internal and external stakeholders
Drive acquisitions and reactivate campaigns for consumer and corporate sectors
Source and manage high net worth relationships including corporate partnerships, grants (government and private sector), and trusts and foundations
Manage research and analysis to understand partner organisations, including their goals, culture, and alignment with YOTS objectives
Lead and support skill development of the team to support the expansion of income streams

Skills Required

This role is suited to a hands-on senior fundraising professional who can create and implement partnership strategies. As a natural leader, you have experience engaging with senior stakeholders, inspiring your colleagues, and are proficient in cultivating relationships across government and private sectors. You are an excellent communicator with creative and innovative thinking along with strong business acumen gained from major gift and/or philanthropic fundraising, corporate partnerships, or a business development background.

Iconic organisation supporting and empowering young people at risk
Suits people with major donor, fundraising, or business development skills
Play a key role in facilitating the rollout of an exciting 5-year strategy

Campaigns and Community Engagement Officer| Australian Council of Social Services (ACOSS)

Wed, 11 Mar 2026 11:09:16 GMT

The Organisation

Benefits & Culture

Be part of a collaborative and passionate team working for systemic change
High-impact role supporting leadership among people with lived experience
Hybrid work culture
Additional leave and above-award conditions under ACOSS’s enterprise agreement
Inclusive, welcoming and values-driven workplace

The Role

This newly reshaped role offers the opportunity to lead ACOSS’s grassroots campaigns and community engagement. Sitting within the communications and engagement team, this leadership role will design and implement strategies to deepen supporter relationships and mobilise them to take action for ACOSS’s key campaigns.

You will work directly with people experiencing poverty and inequality to support them in becoming impactful advocates through media engagement, political meetings, campaign actions, and storytelling. You’ll build systems to onboard, welcome and train supporters, and lead campaign mobilisation efforts online, by phone, and in person.

The position is people-facing and process-driven – a balance of strategy leadership, relationship-building and structured engagement. From day one, you'll take ownership of supporter engagement, building systems and growing ACOSS's network of advocates.

Skills Required

You are a skilled community organiser, campaigner or relational advocate with hands-on experience in grassroots movements, unions, election campaigns or issues-based advocacy. Your track record includes mobilising people to participate in campaigns or advocacy and you’re equally comfortable engaging with stakeholders on the phone, facilitating a group, or writing a campaign email.

You’re mission aligned with a passion for social justice and equity, have high emotional intelligence and can connect meaningfully with people from diverse backgrounds and people with lived experience of poverty. You’re energised by seeing people grow in confidence and leadership - especially those who’ve been excluded from decision-making in the past.

You also bring:

Demonstrated success facilitating supporter engagement
High level verbal and written communication skills, ideally with digital engagement experience
A process and systems-focused approach and confidence using CRMs, ideally NationBuilder
Lived experience of poverty and/or inequality will be highly regarded

ACOSS is a values-driven organisation that actively supports and welcomes people from diverse backgrounds, including First Nations peoples, people with disability, and those with lived experience of disadvantage.

Lead grassroots engagement on national campaigns for social justice
Engage people with lived experience of disadvantage to drive real policy change
Dynamic values-led communications team embedded in a broader policy setting

Wellbeing Facilitator | TPI Veterans' Association of NSW Ltd

Wed, 11 Mar 2026 10:53:08 GMT

The Organisation

Helmed by its new CEO, The Totally and Permanently Incapacitated Veterans’ Association of New South Wales Limited (TPI NSW) is undertaking a change of direction. Our Association members are veterans who sustained psychological or physical injuries in the Vietnam War. The Association also wants to increase support for veterans who sustained injuries in more recent conflicts, with plans to enrich the lives of both younger and older veterans by facilitating an expanded range of offerings to its members. It is envisaged that the Association will increase its outreach to areas offering community engagement and enhanced wellbeing for veterans.

Benefits & Culture

Modern, open plan offices in Sydney CBD
Join an organisation focused on improving the welfare of its members
Work in the office Monday to Thursday, and work from home on Fridays
Competitive salary offered, in line with your knowledge and experience

The Role

Reporting to the CEO, this exciting and challenging role plays a crucial part in responding to the welfare needs of our members and their families. The role involves people-centered attention to our members, as well as a proactive approach to creating a network of various resources, based on members’ needs. This will include:

Assisting current and new members by providing a high standard of advice regarding entitlements and service referrals
Building relationships with other organisations that can offer programs to support the wellbeing of our members
Organising and facilitating information sessions and events with guest speakers on relevant topics, alongside quarterly and annual flagship events
Coordinating volunteers to visit sick members and their families to provide assistance, or conducting these visits directly
Maintain consistency of branding through the TPI website and social media
Maintaining the highest standards of professional conduct, consistently demonstrating impartiality and equity in all interactions and decisions

Skills Required

Tertiary qualifications in Human Services, Social Services, Social Work, Psychology or Counselling
Excellent MS Office skills and familiarity with managing CRMs, social media and website content
Confidence to work autonomously and with limited direction, and a capability to problem solve
Well-developed time management, organisational, and administration skills
Ability to act in a highly professional and honourable manner aligned with organisational code of ethics

Exciting and challenging role assisting injured veterans and their families
Opportunity to work with a not-for-profit association
Full time permanent position in Sydney CBD

Strategic Engagement Lead | Australian Communications Consumer Action Network ACCAN

Wed, 11 Mar 2026 10:43:37 GMT

The Organisation

The Australian Communications Consumer Action Network, ACCAN, is Australia’s peak body representing the interests of all consumers in communications issues. ACCAN is an important and independent consumer voice with a vision for communications services that are trusted, inclusive, accessible and available for all consumers, with particular concern for vulnerable consumers whose needs are under-represented.

Benefits & Culture

A peak body with a renewed reputation for consumer advocacy
Sydney CBD convenience
In support of a work/life balance, flexible working arrangements may be negotiated
Salary packaging options available

The Role

Reporting to the CEO, this new role will develop and coordinate consumer and member engagement efforts aligned with ACCAN’s strategic plan. You will work closely with the policy and executive team in a range of internal and external forums, including with government, industry, and community bodies. Your responsibilities include:

In collaboration with the ACCAN executive team, create and implement engagement strategies, plans, and outreach initiatives
Drive social media efforts to encourage diverse audiences to engage with ACCAN’s issues
Support ACCAN leadership to facilitate engagement with political, regulatory and industry stakeholders
Manage membership strategy and overall consumer and community engagement

Skills Required

As a highly organised champion for the voice of members and consumers, you’ll have worked in a management position ideally within a peak body or a campaign-based organisation. You offer leadership skills and the ability to work collaboratively with senior executives and external stakeholders. You also bring:

Creativity and a member centric focus with a strong commitment to consumer rights
Understanding of communication sector issues and key government, industry and regulatory stakeholders
Ability to liaise with a range of stakeholders, in particular those in consumer/community organisations
Strong presentation and ICT skills, with the ability to work independently
Awareness of accessibility and inclusion issues

ACCAN is an EEO employer: Aboriginal and Torres Strait Islander peoples, persons with disabilities and people from culturally, linguistically, and religiously diverse backgrounds are encouraged to apply.

National consumer body advocating for better communications and services
Develop and implement the community and member engagement plan
Full time permanent role in Sydney CBD

Principal Solicitor | Intellectual Disability Rights Service IDRS

Wed, 11 Mar 2026 10:24:09 GMT

The Organisation

The Intellectual Disability Rights Service (IDRS) is a unique and specialist community legal centre providing legal and advocacy support for people with intellectual disability and/or cognitive impairments across New South Wales. As the only service of its kind in Australia, IDRS operates with a strong human rights focus to empower individuals who are often excluded from equal access to justice.

IDRS operates two key programs: the Ability Rights Centre (ARC), offering free civil and criminal legal services to people with cognitive impairment, and the Justice Advocacy Service (JAS), a 24/7 statewide support program for people with cognitive impairments in police and court settings. Together, these programs make a critical difference in the lives of over 3,000 people each year.

Benefits & Culture

Be part of a passionate and skilled team working towards justice and inclusion
High-impact role in a respected and growing organisation
Central Sydney location, with hybrid working arrangements
Flexible, supportive, and inclusive work environment
Generous salary packaging options
Ongoing professional development opportunities
Strong focus on staff wellbeing, collaboration, and values-driven leadership

The Role

In this senior leadership position, you will lead the Ability Rights Centre community legal service, managing complex legal matters while supervising a team of solicitors, advocates and administrative staff to deliver high-quality, client-centred services.

The role is both strategic and hands-on, requiring a strong understanding of legal practice, staff leadership, and the unique challenges faced by clients with cognitive impairments. You’ll play a key part in shaping systemic outcomes and advocating for change while ensuring day-to-day service excellence.

Specifically you will:

Deliver expert legal advice and representation on complex matters involving people with cognitive disabilities
Provide professional supervision, mentoring and legal oversight to ARC staff
Lead engagement with courts, tribunals, government bodies and other stakeholders
Contribute to legal policy, law reform and the broader strategic direction of IDRS

Skills Required

You are an experienced and compassionate legal professional with a strong commitment to social justice and particularly people with cognitive disabilities. Your legal expertise is matched by your ability to lead and mentor a team, manage complex legal matters, and ensure the delivery of high-quality, rights-based services. You understand the challenges that people with intellectual disability face when navigating the legal system, and you are passionate about removing those barriers.

You’ll bring sound judgement, leadership, and a collaborative approach to your work. You are confident working in a high-volume environment, balancing operational responsibilities with strategic oversight, and you thrive in roles that require both legal acumen and team development.

Key requirements include:

Eligibility to hold a NSW practising certificate and significant post-admission experience
Demonstrated leadership and supervision of staff in legal or advocacy settings
Strong communication, legal drafting, and client engagement skills
Experience working with and/or advocating for people with cognitive disabilities
Experience working in a community legal service or knowledge of the community legal sector

Lead a specialist legal service supporting people with cognitive disabilities
Shape systemic change and access to justice across NSW
Senior leadership role in a values-driven, inclusive organisation

Community Programs Manager| Nganampa Health Council

Wed, 11 Mar 2026 10:14:01 GMT

About Nganampa

Nganampa Health Council (NHC) is an Aboriginal Community Controlled Health Organisation and for over 40 years has been delivering high-quality primary health care across the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands in the far northwest of South Australia. Home to approximately 3,000 residents, the APY Lands border the Northern Territory and Western Australia. Anangu culture is strong and Pitjantjatjara and Yankunytjatjara are first languages.

About the team

Community Programs brings together the environmental health and welfare program Uwankara Palyanyku Kanyintjaku, the Tackling Indigenous Smoking (TIS) program and the Anangu Workforce Development Program (AWD). It’s a newly formed team focussed on strengthening Nganampa’s Anangu workforce and it’s second responder program, and the active involvement of Anangu in the management and operation of the Health Council’s programs.

About the role

Reporting to the Health Services Manager, you will lead a multi-disciplinary team to implement and improve programs that address environmental and social factors impacting health and wellbeing outcomes for Anangu, as well as public health initiatives such as the Tackling Indigenous Smoking Program. You'll oversee workforce development initiatives to create employment and training pathways for Anangu and that continue to ensure the safety and security of staff in daily and after-hours operations.

About you

You will bring experience leading community-based public health or workforce development programs, ideally within Indigenous and remote settings, along with an understanding of government and philanthropic funding in the areas of public, environmental or Indigenous health and wellbeing. You will be an experienced leader with a considered and collaborative approach, and a track record in delivering effective programs.

You will have:

Strong intercultural engagement skills and the ability to build trust and meaningful relationships
A committed mentoring and coaching approach to employee management
Demonstrated ability to engage and collaborate with a wide range of stakeholders, including government agencies, funding bodies, and community organisations and groups
Strong problem-solving skills and the ability to adapt in dynamic, cross-cultural, remote working environments
Experience in program analysis and design, impact reporting, and project management
A strong focus on and commitment to fostering Indigenous self-determination

You will gain

The opportunity to experience with Anangu, community life on their traditional lands
The opportunity to create meaningful impact through your work, and leave a legacy for future generations
Generous salary & packaging benefits, additional leave entitlements, and relocation assistance
Access to a fully maintained 4WD vehicle and furnished accommodation on the APY Lands
Preferred Alice Springs office location, remote hybrid working arrangement considered

A current Australian driver’s license and a willingness to travel to remote areas, including by small aircraft is required for this role.

Opportunity to significantly impact Indigenous health in remote South Australia
Flexible location with commitment to regular travel & presence on the APY Lands
Suits candidates from public health, community and international development

Station Manager | 3ZZZ Melbourne Ethnic Community Radio - 92.3FM

Wed, 11 Mar 2026 09:55:26 GMT

The Organisation

The Ethnic Community Broadcasting Association of Victoria (ECBAV), operates 3ZZZ which has grown to be the largest ethnic community radio station in Australia, giving voice to ethnic communities broadcasting in their own languages. The FM signal is heard across the Melbourne metropolitan area, and around Australia and internationally through internet broadcasting.

Broadcasting 24 hours a day, 7 days a week, 3ZZZ has an estimated 400,000 listeners. Program content is delivered in 60 languages providing a voice for more than 50 ethnic groups. Key to this is the active involvement of more than 400 volunteers working alongside a skilled staff of technical specialists. ECBAV is a non-profit member-owned organisation which is financially supported by a range of government grants, sponsorships, donations and special fundraising events.

The Role

Working closely with and reporting to the Council through the President, you will join 3ZZZ at a pivotal time of consolidation and growth. The Station Manager provides leadership and direction for the staff and ensures the efficient and smooth running of the station. A vital part of your role will be to create a supportive, collaborative and rewarding environment for staff and volunteers.

You will be responsible for leading a review of the organisational strategy, and for the development and achievement of operational plans derived from the strategy. Role accountabilities are set in the areas of:

Strategic alignment, planning and execution
Staff and volunteer management and development
Financial management, compliance, policies and operations
Revenue generation and partnerships

Skills Required

You’re a proven leader and manager ideally with experience gained in commercial or community broadcasting or in a related multicultural sector. You demonstrate a high degree of emotional intelligence with collaboration, networking and relationship development abilities. In addition, you have the people skills to work with diverse ethnic groups, committed volunteers and technically capable staff for the benefit of all 3ZZZ’s stakeholders.

You will demonstrate:

A willingness to support multicultural, ethnically and linguistically diverse communities
Success in leadership, team management and people development
Excellent business acumen including an understanding of commercial realities and risk
Experience working with compliance and reporting frameworks
Exhibit strong teamwork and partnership development skills

Lead 3ZZZ Melbourne, Australia's largest ethnic community radio
Seeking candidates from commercial or community broadcasting or related sectors
Permanent role | Brunswick, Melbourne

Country Director, WWF-Laos | WWF International

Wed, 11 Mar 2026 09:18:35 GMT

The Organisation

WWF, an independent conservation organisation active in nearly 100 countries, works to sustain the natural world for the benefit of people and wildlife. WWF has had a presence in Laos since the late 1980s, contributing to some of the first biodiversity surveys that established Laos’ protected area system.

WWF-Laos was officially established in 2001 with the main office based in Vientiane and with field offices in Savannakhet, Champassak, Salavan, and Xayabouly provinces. WWF-Laos works with government, civil society, and private sector partners to address the threats to biodiversity and to move towards a greener nature-based future.

Key partners are the Lao Ministry of Agriculture and Forestry (Dept. of Forestry, Dept. of Forest Inspection, Dept. of Livestock and Fisheries), Ministry of Natural Resources and Environment (Dept. of Water Resource Management, Dept. of Environment), the Provincial Agriculture & Forestry Offices; other conservation-focused organisations; communities; Lao civil society organisations; and other stakeholders. Find out more at https://www.wwf.org.la/

The Role

As Country Director you will provide and lead and operationalise the vision, strategic planning, and institutional development of WWF-Laos as the leading conservation INGO nationally, regionally, and globally.

You will ensure the Country Office team of 70+ staff is managed effectively and efficiently in all key programme areas – conservation, impact and innovation, finance and administration, risk and compliance, environmental and social safeguard, people & culture, partnership development, and communications and advocacy – achieving and continuously improving WWF-Laos’s vision and goals.

Your work will include close collaboration with the regional leadership team and other countries and governments. Other aspects of the role include;

Line management for senior management and leadership teams
Thought leadership on key conservation issues at national level
Managing key partnerships including with the national government and funders
Promoting the vision and objectives of the WWF-Laos strategic plan to key stakeholders
Playing a pro-active role in building a strong South East Asia programme
Actively affirming and modelling WWF’s behaviours, values, and culture

Skills Required

With an advanced degree, you’re an exceptional and sensitive leader and influential communicator, with over ten years professional experience in leadership roles mobilising teams and partners, including in Southeast Asian countries, preferably in Laos. You are a proven leader with the capability of inspiring and growing an organisation’s impact and building future leadership and talent in the organisation.

You have managed large programme teams in conservation, natural resources, international development, or in related fields, ideally in the Mekong region. You bring experience developing multimillion dollar fundraising opportunities and proposal designs, which have secured restricted and unrestricted funds including from major donors, foundations, governments and multilaterals.

You’re skilled in business and budget planning and monitoring, and the development of funding and monitoring and evaluation frameworks to ensure financial sustainability for large-scale programmes. Experience in, or knowledge of, wildlife security would be an asset.

You have highly developed negotiation, collaboration, influencing and diplomacy skills with networks at senior levels within government, businesses, non-profit, scientific, and political communities. You have a history of leading and empowering staff in cross-functional, cross-cultural, and developing country contexts, plus a demonstrated commitment to promoting leadership development among local staff.

If you have a passion for conservation and meet all, or some, of the requirements and you want to play a role in leading the conservation agenda, please submit your CV and cover letter addressing the skills required above quoting #1331995 or call NGO Recruitment in Melbourne, Australia on +61 (0) 3 8080 8978 to have a candidate information pack emailed to you.

WWF recognises lived experience and is committed to diversity and inclusion and candidates from historically disadvantaged or marginalised groups are encouraged to apply.

Please note there is no formal closing date for this role, if you are interested, we would encourage you to apply as soon as possible.

NGO Recruitment is the executive search and recruitment specialist for Australia's social impact sector and for international NGOs operating within Asia Pacific & internationally. Since 2004, we have connected more than 600 NFP organisations with over 5,000 talented professionals, strengthening the leadership capabilities within the sector, supporting programme delivery and creating more diverse, dynamic and inclusive workplaces.

Our services for Asia Pacific & international include highly effective exclusive executive search and permanent and contract recruitment solutions. Our board advisory practice is also skilled at sourcing remunerated and volunteer board members for NFPs across the region. We also deliver tailored HR and unique career transition services designed specifically for international NGOs.

With offices in Sydney, Melbourne, and Brisbane and a dedicated Asia Pacific & international desk, NGOR searches across Australia and into the Asia Pacific. Our proven international recruitment capabilities allow us to source exceptional talent for specialist leadership roles.

World's largest conservation organisation upholding Lao's biodiversity
Deliver the Laos conservation programme, collaborate with Asia partners
Vientiane, onsite. Suits conservation leaders with Mekong region experience

Media and Communications Manager, Japan | SteelWatch

Wed, 11 Mar 2026 09:06:56 GMT

The Organisation

SteelWatch is a recently established international climate change non-profit driving corporate accountability in the steel sector with a focus on companies headquartered in Europe and Japan. Internationally the Japanese steel industry is one of the biggest influencers and also one of the largest climate laggards in the global landscape. SteelWatch has a vision that the steel industry will commit to a 1.5 degree warming trajectory this side of 2030.

The global steel industry has the power to make or break our ability to preserve a liveable climate. Despite promises to reduce emissions decades from now, the world’s largest steelmakers are moving far too slowly. The role of SteelWatch is to challenge the complacency of steelmakers and drive urgent action. It does this by scrutinising steel companies, campaigning for changes in corporate behaviour, and building a new narrative that this sector is not hard to abate but essential and urgent to transform.

Benefits & Culture

Work as part of a diverse, international, and flexible team of ambitious changemakers
Unlimited growth and development opportunities; fast-growing, progressive start-up NGO
Results-focused, respectful, and autonomous high-performing team
Competitive compensation offered

The Role

You are an experienced and dynamic media and strategic communications expert. In this role you will lead the development of the media and communication strategy to deliver industry-wide corporate change with a goal of ending coal-based steelmaking in Japan in the coming decade.

Specifically you will:

Develop and maintain strong relations with journalists and ensure regular flows of news
Prepare communications products and media engagement tools, including press releases
Organise press briefings, media tours and media coverage
Provide analysis of the Japan landscape including corporate activities, policy, and politics
Track/analyse media, to identify trends, breaking news, and other influencing narratives
Provide editorial and translation support to climate partners
Build capacity of the internal team and ally groups on strategies
Develop metrics to measure narrative shift impact, produce reports, including for funders

Skills Required

You have a track record of developing and executing media and communications strategies for influencing narratives in Japan. Experience in journalism and climate change is highly desirable but not essential, as are abilities to collaborate with external partners. As a member of the first international climate NGO specialising in steel decarbonisation, you will work with other SteelWatch team members located across the Asia-Pacific, Africa, and Europe.

You have the following experience:

Solid understanding of Japan’s media landscape (domestic, international, and digital)
Ability to understand and articulate systemic problems and solutions
Strong editorial and writing skills in Japanese and in English
Experience in working in an organisation with global scope
Experience in handling media relations and developing a pitch
Skilled with media monitoring and analysis for influencing narratives
Ability to collaborate effectively with a wide variety of partners, from allies to analysts, to communication experts
An appetite to work in a start-up

Key leadership role in recently established climate change NGO
Work with the global media landscape, establish SteelWatch's voice in Japan
Tokyo/remote; Native level Japanese & professional English required

Senior Strategist - Europe Ecosystem Lead | Sunrise Project

Wed, 11 Mar 2026 07:47:47 GMT

The Sunrise Project

The Sunrise Project is a global network of independent organisations, that has adopted a unique model of combined strategic grant-making and campaigning, with a common mission to scale social movements to drive the energy transition beyond fossil fuels.

The Sunrise Organising Labs (SOL) is Sunrise's movement-building engine, powering all global programs to scale power in service of our goals while also nurturing long-term ecosystem development. SOL equips our teams and partners to map power, recruit influential constituencies, and build organising capability. SOL also informs and strengthens partnerships and grantmaking: analysing ecosystem capacity and designing targeted interventions to strengthen it. By investing in recruitment, leadership, collaboration, and learning, SOL ensures our movement is equipped, connected, and resourced to win systemic reforms.

Benefits & Culture

Sunrise has a dynamic and nimble organizational culture that supports its people to thrive, believing that diversity of experiences and perspectives builds stronger strategies, teams, and movements. The following benefits are in place to help achieve that;

Generous package in line with experience and with international expectations
Liberal annual, parental, birthday, solidarity, and cultural leave
Commitment to professional development planning
Coaching, performance reviews & management feedback
Intermittent travel with advance notice may be required

Indicative salary ranges: £79,230 - £82,277 (UK); €92,376 - €97,850 (France); €120,000 - €124,062 (Germany)

The Role

This role serves as the strategic lead of the European ecosystem, including the UK, overseeing strategies to ensure this powerful movement is growing, is supported, and is being nurtured across communities, countries, leveraging and building power with key actors.

This role understands the nuance of targeted campaigns, how to win them, the context of the big picture, and then designs strategies to intersect the short and long term to build actionable plans for maximum impact.

Working collaboratively across Europe and globally, you will lead the development and implementation of Europe's movement strategy – understanding our campaigns, leading power mapping, understanding constituency and context needs, running experiments, and distributing grants. You will create and recruit new partnerships and groups from new and diverse constituencies, growing their skills and capacities.

Skills Required

You don’t need experience in fossil finance or climate – you can be a leader in your own field of environmental or social justice, such as trade unions, faith or youth groups, community organisations, worker bodies, etc. You’re a strategic, experienced, and collaborative campaign leader and relational organiser, with a passion for winning campaigns and growing regional movements. You have a nuanced understanding of how systemic change happens and can take a long-term view of power and power building in order to deliver short term wins. Your career includes creative corporate and political regional and local campaigns, including winning or iterating on campaigns through diverse stakeholder strategies.

You enjoy working across the political spectrum, or different theories of change, and understand what it takes to build trust, nurture creativity and unleash the potential of individuals and groups. You are adaptive, flexible, and respectful and highly self-driven. You definitely have the following:

Demonstrated experience building a movement or organisation which has influenced systemic change
Leadership experience in a similar role and an understanding of the European political landscape
Project management, training, facilitation, and coaching expertise
Demonstrated experience in organising and developing leaders in constituency-based organisations
Strong and evidenced relationships with European power building organisations and other influential groups
Your own working rights for your European location

You must have your own working rights for your Europe or UK location

Drive a climate action movement influencing institutional investors
Support interconnected organisations to create powerful change
Remote in Europe - United Kingdom, France, Brussels, or Germany preferred

Administrative Assistant | Australian Council of Social Services (ACOSS)

Wed, 11 Mar 2026 07:37:03 GMT

The Organisation

Benefits & Culture

Be part of a dynamic, purpose-driven and collaborative team
Inclusive and diverse workplace culture
Strong commitment to First Nations self-determination
Learning and development opportunities
Additional leave and above-award conditions under ACOSS’s enterprise agreement

The Role

As the Administrative Assistant, you’ll play a central role in keeping the ACOSS national office running smoothly, while also supporting key internal teams including operations, people and culture, and membership.

This is a varied and engaging role where you’ll manage reception duties, coordinate team engagement, meetings and events, and support day-to-day administrative needs across the organisation. You'll also help maintain external relationships and records, and support communication and reporting processes. Your strong organisation skills and collaborative approach will make you a valued part of the ACOSS team.

Skills Required

You’re a proactive and capable administrator who takes pride in providing reliable support and creating order in a busy, purpose-driven environment. You bring a positive, collaborative attitude, strong communication skills, and a genuine interest in social justice.

You’ll be passionate about the work of ACOSS and committed to supporting people affected by poverty, disadvantage and inequality. Experience working in the non-profit or community sector will be highly regarded.

To be successful in this role, you will have:

At least 2 years’ experience in administration or clerical support
Excellent written and verbal communication skills
Proficiency in Microsoft Office and general technical confidence
Strong attention to detail and the ability to manage time and competing priorities
A flexible, organised and professional approach to working with multiple teams

Experience using a CRM (especially CiviCRM), qualifications in business administration, or lived experience of poverty or inequality would be valuable but not essential.

ACOSS are a values-driven organisation that actively supports and welcomes people from diverse backgrounds, including First Nations peoples, people with disability, and those with lived experience of disadvantage.

Join a highly respected national voice on poverty and inequality
Support a values-driven team in a varied, people-focused role
Play a key role in keeping a purpose-driven office running smoothly

Director, Conservation Impact - South East Asia (SEA)| WWF International

Wed, 11 Mar 2026 07:26:13 GMT

The Organisation

WWF, an independent conservation organisation active in nearly 100 countries, works to sustain the natural world for the benefit of people and wildlife. The WWF International Regional team for Asia Pacific (AP) is responsible for managing and providing oversight to WWF International Managed Offices in the Asia Pacific comprising of 2 regions: South East Asia (SEA - Cambodia, Laos, Myanmar, Thailand, and Vietnam); and East, Central Asia, and the Pacific (ECAP - Mongolia, China Representative Office, Central Asia offices, and Fiji, Papua New Guinea, and the Solomon Islands).

WWF’s work in SEA and ECAP is diverse, collaborating across borders to regionally address transboundary conservation priorities including forests, freshwater, oceans, wildlife, wildlife security, food systems, and people and conservation. WWF’s mission is to conserve the natural richness of the Asia-Pacific region with all its diversity, and build a future in which nature and people thrive. Find out more at https://www.asiapacific.panda.org

The Role

As Director, Conservation Impact – SEA, reporting to the Regional Director, you will lead and support country offices across the region to develop and implement strong, locally relevant conservation strategies that align with WWF’s International Strategic Plan, global goals, and regional priorities. You will ensure the SEA region has a high-impact programme portfolio supported by robust monitoring frameworks, effective systems, and the necessary expertise and leadership to drive measurable conservation outcomes. Collaborating closely with country teams, you will play a key role in aligning national strategies with global initiatives to maximise WWF’s impact across the region. Other responsibilities include:

Regional and country office strategic planning and implementation support
Ensuring an impactful programme portfolio and initiative development
Oversight of the global policy framework
Strategic partnership development and public representation
Thought leadership on key conservation issues at a regional level
Coaching and mentoring leadership to achieve conservation goals and priorities
Actively affirming and modelling WWF’s behaviours, values, and culture

Skills Required

With post-graduate qualifications in a conservation/environmental science, or a related discipline, you bring significant senior level and broad technical conservation leadership experience gained in the SEA region. Your experience includes success collaborating with external partners in governments, intergovernmental institutions, business and industry, NGOs, and local communities to amplify impact and drive change. You also bring:

Clear evidence of successfully enabling conservation delivery in the region
Demonstrated experience working in an international matrix organisation
Team leadership and coaching experience which has increased impact and results
Experience in, or knowledge of, wildlife security and an SEA language (highly desirable)

World's largest conservation organisation upholding Asia's rich biodiversity
Leverage your technical expertise to develop regional programme strategy
Bangkok on site, suits conservation directors with South East Asia experience

Team Leader - Helpline Services| Blue Knot Foundation

Wed, 11 Mar 2026 07:10:35 GMT

About Blue Knot Foundation

Blue Knot Foundation is the National Centre of Excellence for Complex Trauma, advocating and providing support to those who have experiences, and those who support them personally and professionally. The Foundation’s core mission is to empower adult survivors by offering a range of critical services that include:

The Blue Knot Helpline, which provides trauma-informed Telehealth counselling, information, and referrals to support adult survivors of complex trauma mostly from childhood experiencing the mental health impacts of their trauma, as well as their supporters and professionals

The Redress Support Service which offers free, independent, and confidential telephone support for people engaging with the National Redress Scheme, helping survivors navigate the application process and achieve redress

Blue Knot also provides other externally focused support services that include educational workshops, professional development training, supervision and consultancy.

Benefits & Culture

Join a purpose-led, trauma-informed organisation driven by strong values and a commitment to national best-practice in complex trauma services

Enjoy a supportive, flexible, and fully remote work environment that prioritises staff wellbeing

Receive SCHADS Level 7.1 remuneration along with access to high-quality clinical supervision and professional development

Be equipped with the necessary technology and support to maintain a safe and ergonomic home workspace

Contribute meaningfully to a team making a real difference in the lives of people impacted by complex trauma

About The Role

As a Helpline Team Leader you will support a remote team of Helpline Counsellors who provide short-term, trauma-informed telehealth counselling to adult survivors of complex trauma experiencing mental health challenges. You will work closely with the Helpline Service Delivery Manager and a peer Team Leader to ensure effective efficient service delivery via phone, webchat, and email, for a service that operates during business hours seven days a week, 365 days a year.

The Team Leader is responsible for day-to-day people management, internal supervision, service coordination and ensuring alignment with clinical governance frameworks and the National Safety and Quality Mental Health Standards. You’ll foster team cohesion and wellbeing, support the delivery of consistency of team-based complex trauma best practice responses, and play a key role in compliance, incident and risk management, daily workflows and continuous quality improvement.

This full-time role includes on-call responsibilities shared on a rotating basis across weekends and public holidays, and while primarily remote, will require occasional travel to Lavendar Bay for team meetings.

Experience Required

You are a collaborative and trauma-informed clinical and people leader who thrives in a dynamic, people-centred environment. With strong interpersonal people and operational management skills, you can effectively support team performance balanced with wellbeing within fast-paced emotionally challenging contexts and enable safe, high-quality service delivery which best meet the needs of service users.

You will bring:

At least 3–5 years of clinical experience in trauma-informed mental health settings, ideally working with complex trauma clients
Tertiary qualification in Psychology, Social Work, Counselling (or equivalent), plus non-provisional registration with a relevant professional regulatory body
Leadership experience, including decision-making, operational and professional supervision, and mentoring of clinical teams in complex trauma or mental health contexts
Proven capability in people management of a remote workforce, including feedback, performance, wellbeing and growth
Experience managing real-time service demand, daily workflows, rosters, and compliance with clinical and quality standards
Excellent communication, collaboration, and problem-solving skills
Competence using digital tools such as Microsoft Office and service user databases (Salesforce experience highly desirable)

Empower survivors of complex childhood trauma
Lead the counselling team to deliver phone, webchat and email services
Full time | Remote-based (NSW preferred) | SCHADS Level 7 Pay Point 1

Alumni Engagement Manager | University of Otago

Wed, 11 Mar 2026 06:50:23 GMT

The Organisation

The University of Otago is New Zealand’s oldest university with a proud record of delivering high quality teaching and research. Established in Dunedin with campuses elsewhere in New Zealand, the university currently educates 19,000 students with plans to grow this number over the next 5 years. With a strong commitment to excellence, the university ranks first among New Zealand universities for the quality of its teaching.

The university is proud of its local and international alumni who are strong supporters of the university, its traditions and its aspirations. Donor support is vital for the university enabling it to develop its teaching and research capacities along with the ability to offer scholarships and maintain facilities.

Over the past several years the university has broadened alumni engagement and development capabilities establishing a clear link between engagement and advancement fundraising. The enhanced structure and resourcing of the Development and Alumni Relations Office (DARO) demonstrates the commitment of the university to this strategy.

The Role

The Alumni Engagement Manager will create a highly professional and engaged network of alumni and designated friends which encourages loyalty, affinity and life-long learning to build sustained support for the University of Otago.

Reporting to the Director, Development and Alumni Relations, and fully contributing as a key member of the DARO management team, you will lead the development, implementation and evaluation of alumni relations strategies aligned with the University of Otago’s strategic objectives. You will collaborate and build relationships with key colleagues within divisions and departments and provide advice and support for them to engage effectively with their alumni

Skills Required

You will be a proven leader with experience gained in developing and delivering client-centric programmes, ideally but not essentially in alumni relations or other advancement disciplines including fundraising, marketing or communications in higher education, non-profit or corporate environments.

You have strong leadership and management skills, including the ability to direct and implement policy, develop and execute strategic plans, manage a budget and lead a team of specialist staff.

You will also:

Demonstrate the ability to interact effectively and quickly gain credibility with a wide variety of alumni, individuals, groups and organisations along with the skills to engage confidently and diplomatically with distinguished alumni and high-profile public figures.
Be capable of developing networks and the ability to manage stakeholders to maintain collaborative and productive working relationships, across all sectors, domestically and internationally.
Possess project management skills with a proven track record of delivering projects on time and within budget within a complex organisational structure.
Be available to undertake domestic and international travel.

Well-established university ranked in the top 200 internationally
Would suit candidates from education, non-profit or corporate backgrounds
Permanent role | Dunedin, New Zealand

Director, Conservation Impact - East, Central Asia and the Pacific (ECAP)| WWF International

Wed, 11 Mar 2026 06:26:20 GMT

The Organisation

The Role

As Director, Conservation Impact – ECAP, reporting to the Regional Director, you will lead and support country offices across the region to develop and implement strong, locally relevant conservation strategies that align with WWF’s International Strategic Plan, global goals, and regional priorities. You will ensure the ECAP region has a high-impact programme portfolio supported by robust monitoring frameworks, effective systems, and the necessary expertise and leadership to drive measurable conservation outcomes. Collaborating closely with country teams, you will play a key role in aligning national strategies with global initiatives to maximise WWF’s impact across the region. Other responsibilities include:

Regional and country office strategic planning and implementation support
Ensuring an impactful programme portfolio and initiative development
Developing fundraising opportunities from donors, governments, and the WWF network
Strategic partnership development and public representation
Thought leadership on key conservation issues at a regional level
Coaching and mentoring leadership to achieve conservation goals and priorities
Actively affirming and modelling WWF’s behaviours, values, and culture

Skills Required

With post-graduate qualifications in a conservation/environmental science, or a related discipline, you bring significant senior level and broad technical conservation leadership experience gained in the ECAP region. Your experience includes success collaborating with external partners in governments, intergovernmental institutions, business and industry, NGOs, and local communities, to amplify impact and drive change. You also bring:

Clear evidence of successfully enabling conservation delivery in the region
Demonstrated experience working in an international matrix organisation
Team leadership and coaching experience which has increased impact and results
Experience in, or knowledge of, wildlife security and an ECAP language (highly desirable)

World's largest conservation organisation upholding Asia's rich biodiversity
Leverage your technical expertise to develop regional programme strategy
Bangkok/ECAP region on site, suits conservation directors with ECAP experience

Senior Campaigner, Corporate Accountability | Action Speaks Louder ASL

Wed, 11 Mar 2026 06:01:48 GMT

The Organisation

Action Speaks Louder (ASL) is a not-for-profit galvanizing people around the world to hold major corporations to account for their climate promises. ASL focuses on pressuring corporations to walk the talk on climate, in order to help deliver international climate goals.

If ASL can pressure large consumer-facing, brand-sensitive corporations to live up to their climate commitments it will transform the landscape – dramatically reducing greenhouse gas emissions and boosting renewable energy procurement, whilst creating the political space for governments to increase ambition.

Action Speaks Louder has built a diverse team of campaigners across multiple countries, especially in the Asia Pacific region, and has a strong track record delivering outcomes from multinational companies. There is a pressing need for a campaign manager to lead a global drive to close major corporate accountability loopholes. Doing so is fundamental to the success of any action on climate.

Benefits and Culture

Opportunity to have a major impact as a part of a senior team of like-minded and ambitious strategists who will challenge and support you to deliver climate outcomes.
A dynamic, progressive, and family-oriented work environment.
Flexible working hours and remote work on high profile global corporate campaigns.
Networking and professional development opportunities with major climate organisations across twenty countries.
Ideally based in Asia Pacific or West Coast USA, where you have working rights.
International travel required.

The Role

This role will co-develop global strategies and lead efforts to strengthen corporate emissions reporting standards of major international corporations. You will directly engage with corporates and existing networks to track and analyse energy procurement, greenhouse gas emissions reporting regimes, identify major loopholes, and assess their impact on corporate accountability for climate change.

You will work with a large network of diverse partners and identify new partnerships and alliances to develop and implement multi-faceted strategic interventions to empower experts and allies to push for accurate reporting standards. You will communicate corporate accountability work to diverse audiences including supporters, donors, and media and oversee campaigning monitoring and evaluation to ensure impact.

Skills Required

You are an experienced corporate campaigner and strategist with a track record of impactful strategy wins which have created real change, ideally in corporate or government policy. You have experience in corporate disclosures and sustainability reporting, particularly focused on energy, or you can quickly develop expertise in this area.

You can demonstrate your understanding of power mapping and analysis and the strategies and tactics corporations use to build their power and influence. Your campaign or corporate engagement experience enables you to hold major companies accountable for their climate promises and your work demonstrates you have the credibility and political understanding to campaign successfully for reporting transparency. You also have:

Demonstrated understanding of corporate power and influence building tactics
Strong conceptual thinking skills, highly driven, hands-on execution, eye for detail
Effective networking and coordination skills; capacity to build trustful, impactful alliances
A collaborative mindset and ability to coordinate cross functional teams

Hold influential corporates accountable to their climate change promises
Would suit a creative strategist with an ambition to lead global campaigns
Global remote, West Coast USA or Asia Pacific based, flexible hours

Community Lawyer | Eastern Community Legal Centre

Thu, 26 Feb 2026 07:30:52 GMT

About The Organisation

Eastern Community Legal Centre (ECLC) is a dynamic and respected multidisciplinary community legal organisation working to advance human rights, fairness, and justice across Melbourne’s eastern suburbs. ECLC is deeply committed to supporting people experiencing disadvantage, particularly those impacted by family violence, through an innovative, integrated practice model where a multidisciplinary team work together to deliver holistic services to clients facing complex challenges.

With a longstanding and innovative commitment to addressing family violence, ECLC leads programs that integrate legal and community services to deliver holistic, trauma-informed support. These include the Mabels, WELS and SAGE programs, all designed to empower women to navigate legal options and increase their safety and wellbeing.

Benefits and Culture

Supportive, values-driven workplace culture
Hybrid workplace with the ability to work-from-home
Office locations in Box Hill, Boronia & Yarra Ranges, close to public transport & parking
Attractive employee benefits including salary packaging, leave loading, wellbeing, cultural & additional gifted leave
Reflective practice & ongoing professional development

The Role

This position plays a vital role across ECLC’s Mabels, WELS and SAGE programs, providing legal advice and casework to women experiencing or at risk of family violence. As a lawyer working within an integrated practice team, you will collaborate closely with Family Violence Advocates, Maternal and Child Health Nurses, Aboriginal community-controlled organisations and other support services to offer holistic support.

You’ll deliver trauma-informed legal assistance in family violence and related family law matters at outreach sites including Maternal Child Health services, Eastern Health locations, and Aboriginal Healing Services. The position also contributes to community legal education, secondary consultations, and strengthening relationships with service partners to support early intervention and culturally safe service delivery.

Skills & Experience

You will be a qualified and compassionate lawyer with a strong commitment to social justice and an understanding of the complex nature of family violence. You’ll bring a collaborative, trauma-informed approach to your work and the ability to engage respectfully with women from diverse backgrounds. To be successful in this role, you will have:

Eligibility to hold an unrestricted employee practising certificate in Victoria
Experience in family violence, family law and related legal areas
Ability to work independently across multiple outreach locations
Strong communication skills and the ability to work collaboratively in multi-disciplinary teams
Experience working with women from diverse communities, including Aboriginal and Torres Strait Islander peoples and culturally and linguistically diverse groups

Leading trauma-informed legal practice supporting women facing family violence
Be part of a values-driven multidisciplinary supportive team
Full-time or Part-time | Flexible work options across multiple locations

Maritime Transport Policy Manager | Transport Environment

Thu, 26 Feb 2026 07:15:22 GMT

The Organisation

Benefits & Culture

Remote in Singapore initially, flexible work hours, Singapore office opening in 2025
Dynamic pioneering non-profit, regional impact opportunities
Collaborate with international, multicultural expert teams and partners
Opportunities to build a team, and help decarbonize shipping in Asia
Permanent contract, competitive NGO salary and benefits; global travel

The Role

The Maritime Transport Policy Manager leads campaigns to decarbonize the shipping industry in Singapore, the world’s largest transhipment and fuel bunkering hub. In this role, you will focus on advocating for, and developing, national policies, and collaborating on regional policy opportunities with maritime authorities, especially around emissions pricing, clean fuel standards, green corridors, port electrification, zero emission technologies and market development. Your other tasks will be to:

Research and gather evidence to support policy proposals for Singapore and APAC
Develop and commission reports and analytical material to advance policy initiatives
Network, facilitate and present at key policy meetings and workshops
Represent T&E’s work at industry, NGO, and government events
Monitor new technologies and industry updates; manage projects and budgets

Skills Required

You have a strong commitment to deepening your expertise in transport and maritime decarbonization and the ambition to develop your experience regionally. You have relevant experience in policy analysis and a strong understanding of the regional political and environmental landscape, ideally gained in a maritime organization or related setting.

You are confident engaging with policy makers, industry representatives and other key stakeholders and you ideally have existing networks in these communities. You thrive in dynamic political environments and can translate complex information into compelling and influential content to encourage change within government and the private sector. You must have working rights in Singapore and ideally you speak an Asian language.

Work with global experts on policy initiatives to decarbonize shipping
Drive policy transformation in the world's largest transhipment hub
Singapore-based, leverage your maritime sector expertise, travel required

Stakeholder Relations Coordinator | Federal Labor Business Forum

Thu, 26 Feb 2026 07:07:34 GMT

The Organisation

The Federal Labor Business Forum (FLBF) brings together the Australian Labor Party (ALP) and the business community for meaningful dialogue and collaboration. It plays a vital role in shaping economic policy, tackling industry challenges, and fostering partnerships that drive shared prosperity.

Labor believes in the values of equality, fairness, and social justice. Labor has fought for more than a hundred years to ensure everyone can get a job, and that essential health and education services are accessible. Working with the FLBF means you will significantly contribute to a movement dedicated to keeping Australia fair.

Benefits & Culture

Competitive salary with six weeks of paid leave
Domestic travel to events, four times per year
Hybrid working arrangements, with 2 days WFH
Passionate, professional, and highly dedicated team
Direct engagement with high-level stakeholders

The Role

Reporting to the Senior Manager - Stakeholder Relations, you will play a central role in ensuring Federal Labor Business Forum (FLBF) members enjoy a seamless, high-quality experience throughout their membership cycle. This includes managing the backend administration of membership, maintaining accurate records, and responding to member queries with speed and professionalism. Additionally, you will:

Maintain accurate contact and company details in Salesforce and internal databases
Attend regular events with the team across Australia, track member entitlements and ensure follow-up servicing is completed
Coordinate proposals, onboarding packs, and renewal documentation for members and donors
Prepare membership invoices, track renewals, and provide regular membership reports to the Director
Liaise with Ministerial offices to coordinate relevant event arrangements and ensure materials are delivered on time
Support the Events team in delivering high-profile dinners, boardrooms and conferences

Skills Required

You are an organised, service-orientated administrator or coordinator with strong stakeholder engagement skills. This is a relationship-focused, detail-orientated role that requires the ability to work both autonomously and collaboratively. You are able to travel to events across Australia (four times per year) and have the interpersonal skills to build rapport with senior leaders in business and politics. You bring:

Experience in high-level administration, database management and customer service
Excellent written and verbal communication skills
High attention to detail and strong organisational skills
Experience using CRM systems (preferably Salesforce) and MS Office
Ability to prioritise, work under pressure, and maintain discretion in sensitive environments
Commitment to the values of the ALP and ideally an understanding of political processes and environments

12-month contract role with potential extension, supporting members and delivering high-level stakeholder engagement, based in Sydney CBD.
Promote Labor values of equity, fairness, and social justice
Build and maintain strong relationships with members and stakeholders
12-month contract with potential extension | Sydney based, hybrid work

Chief Operating Officer | Act for Peace

Thu, 26 Feb 2026 06:58:19 GMT

The Organisation

Act for Peace is the international humanitarian agency of the National Council of Churches in Australia. For over 70 years, Act for Peace has worked alongside local partners across more than 15 countries to support people forced from their homes by conflict and disaster, and those facing injustice and human rights abuses.

Through programs in emergency response, refugee protection, and peacebuilding, Act for Peace seeks to create a just, peaceful, and sustainable world where people can live in safety and dignity. At its heart, the organisation is driven by a belief in the power of solidarity and community, connecting people and churches in Australia with communities around the world to inspire generosity and long-term support.

The Act for Peace board has been seeking ambitious organisational change in recognition of the changing sector and funding context, the need for sustainable internal operations, and an organisational model that reflects a new approach to program delivery and advancing partner-driven impact. The change process has led to the launching of the Reimagine Project to transform the organisation and facilitate a sustainable and high impact future.

The Role

Via visionary leadership, the newly appointed CEO will mobilise a movement for peace while stewarding effective governance, culture, strategy, fundraising and operations, and sustaining the organisation’s long-term resilience. The role requires courage, relational leadership, and the ability to guide the team and stakeholders through change. Key responsibilities include:

Supporting clarity of organisational vision, purpose, and future direction
Leading organisational change and implementing the new business model
Convening and building coalitions across stakeholders, partners, and funders
Deep engagement with philanthropy and income development as an enabler of mission
Representing the organisation relationally with staff, partners, donors, and church communities
Ensuring governance, finance, and operational structures are fit for an agile organisation
Sustainability and alignment of funding as the organisation transitions towards a focus on philanthropic and capital fund donations

Skills & Experience

You’re an experienced senior leader with strong alignment to faith-based values and communities. You are courageous and bold, with the ability to lead a discovery process with your strong relational leadership skills at the core of your success. Given the recent deliberate resizing to create a smaller but more sustainable organisation, you’ll need to demonstrate leadership in the context of organisational change and transition. You also bring:

Ability to convene and collaborate across movements, coalitions, and ecumenical networks
Experience engaging with philanthropy and resource mobilisation, major donors and investors
Understanding of the international development sector and funding models, but not constrained by tradition
Capacity to manage risk, ensure financial sustainability, and lead with clarity in periods of uncertainty
Innovative supporter centric and data led initiatives, measuring impact and performance

Visionary CEO to lead through bold change, driving philanthropy, partnerships & impact to build a just, peaceful, sustainable world.
Lead the humanitarian agency of the National Council of Churches of Australia
Implement a brand new business model with a focus on fund development
Remote role - Brisbane, Sydney, Canberra, Melbourne preferred

Business Development Manager - 54 reasons | Save The Children Australia

Thu, 26 Feb 2026 06:49:49 GMT

The Organisation

54 reasons is Australia's leading child rights organisation and is part of the Save the Children global movement. With the child’s voice at the centre, 54 reasons provide quality services to children, young people and their caregivers, advocating alongside them so that they develop, learn and stay connected, safe and confident.

54 reasons’ high quality, contemporary and inspiring services are grounded in child rights and participation, and span the early years, youth justice, and domestic and family violence. We work to make impact where children’s rights are not being consistently upheld, embed child and client experience into the delivery of services, and partner with like-minded organisations to lift a conversation on child rights and why they matter.

The Role

You will be responsible for leading 54 reasons’ central business development function, accountable for securing and retaining key business in Australia. You will initiate, coordinate and develop strategic and high value funding proposals targeted mainly at Commonwealth, State and Territory governments. As a leader within our central strategy and partnerships team, you will manage bid writer(s), and work closely with colleagues within 54 reasons and the wider Save the Children Australia Group. Overall, you will:

Drive strategic planning and revenue generation, and support partnership development
Facilitate robust decision-making, including with senior leaders, executive and board
Pay attention to the full business development lifecycle from capture and retention planning, to monitoring win rates and evaluating return on investment
Support and coach the 54 reasons bid writers

Skills & experience

You are experienced in high value funding acquisition with government, ideally in the Australian children and family services sector or similar. You demonstrate the ability to support strategic planning and positioning as well as partnership development, in line with strategic objectives. You will have the skills and experience to:

Coordinate and draft high-quality tenders and proposals that meet funder requirements
Manage multi-disciplinary bid teams including technical, financial and operational experts
Monitor ROI, revenue targets and financial ratios with finance and operational leaders
Actively lead and develop the capability and effectiveness of bid writers
Present complex ideas clearly and tailored to audiences including executive and board
Negotiate effectively, problem-solve, manage change and competing interests

You will be tertiary qualified in a relevant field, and a foundation or practitioner certification to the Association of Proposal Management Professionals would be beneficial. Importantly, you have a can-do attitude and share 54 reasons commitment to positively impact the lives of children and young people.

Develop high value tenders for Australia's leading child rights organisation
Would suit candidates with children and family sector experience or similar
Hybrid preferred | Melbourne and Queensland head offices

Development Director – Australia | Cambodian Children's Fund

Thu, 26 Feb 2026 06:34:22 GMT

About The Organisation

Cambodian Children’s Fund (CCF) is transforming the lives of Cambodia’s most disadvantaged children, turning today’s students into tomorrow’s leaders. Since 2004, CCF has delivered education, healthcare, nutrition, and family support to the community of Steung Meanchey, once the site of Phnom Penh’s largest landfill that has created a large, marginalised urban settlement with significant challenges and high poverty. By tackling barriers like hunger, instability, and lack of healthcare, CCF’s holistic model supports nearly 2,000 students and 15,000 community members each year, creating real pathways out of poverty.

Benefits and Culture

Competitive salary with tax effective salary packaging
Highly engaged CEO and board committed to fundraising
Opportunity to create real change and see the faces of the children and families you help
Annual visit to Cambodia

About The Role

Reporting to the Development Director – Global, you will lead CCF’s Australian fundraising strategy, secure major gifts, and cultivate lasting partnerships with philanthropists, foundations, and corporate supporters. You’ll manage a small, dynamic, local team while acting as a key connector between CCF’s programs in Cambodia and its generous Australian donor community. You will see the real-world impact of your work every day. Specifically you will:

Lead the strategy and execution of CCF’s fundraising in Australia to meet revenue goals
Build and nurture high-value relationships with individuals, foundations, and corporate partners
Mentor and support the Australia-based fundraising team
Represent CCF at donor events and high-profile engagements
Use data-driven insights to grow and diversify the donor pipeline

Skills & experience

To be successful in this hands-on, high-impact role, you’ll be a self-starter with a collaborative and innovative approach. With experience from a similar fundraising or philanthropic position ideally within international development, education or child welfare, you enjoy developing relationships and working to targets.

You bring a proven track record in team management, donor stewardship, and raising significant income through individual giving and major gift fundraising, and your sophisticated communication enables you to engage high level stakeholders and lead your portfolio with confidence.

High-impact organisation creating lasting impact for children in Cambodia
Lead the Australian fundraising strategy and drive major gift and donor growth
Suits major gifts, individual giving backgrounds | Flexible location - Australia

Development Director | Gondwana Rainforest Trust

Thu, 26 Feb 2026 06:26:45 GMT

About The Organisation

Gondwana Rainforest Trust (GRT) is “Saving Life on Earth” by protecting and restoring Australia’s rainforests. In just six years, GRT has secured more than 40 rainforest properties through successful fundraising and land acquisition programs, creating tangible impact for biodiversity, climate, and community. With a national footprint, ambitious growth targets, and the launch of a major capital campaign, GRT is entering an exciting new phase and you could help shape its future.

Benefits and Culture

Remote or hybrid working options with offices in Brisbane and Northern NSW
High-trust, collaborative culture with strong board and CEO support
Professional development, mentoring, and leadership opportunities
Be part of a mission-driven, values-led team making real change for the planet
Travel to a variety of locations including Far North Queensland

About The Role

As Development Director, you will design and implement a bold, future-focused fundraising strategy that underpins Gondwana’s ambitious conservation goals. This role offers the scope to shape systems, grow a talented fundraising and communications team, and inspire a loyal supporter base to take action for rainforests, biodiversity, and climate. You will be backed by an experienced CEO, high-trust colleagues, expert consultants, and systems to support the success and scale of the fundraising program.

You will report directly to the CEO with responsibility for leading all fundraising programs, to ensure revenue growth, financial sustainability, and strong donor engagement. You will also:

Manage and grow a high-performing fundraising and communications team
Prepare and deliver a major capital campaign for the Gondwana Rainforest Centre
Champion donor retention, engagement, and ethical fundraising practices

Skills & experience

Skills and experience required You are an experienced fundraising leader with the vision, drive, and strategic insight to take Gondwana into its next stage of growth. You combine strong technical fundraising skills with the ability to inspire and empower teams, engage donors, measure fundraising performance and ROI, and make data-informed decisions that maximise fundraising success. You will also have:

Experience developing and implementing long-term fundraising strategies delivering growth and sustainability
Proven success across multiple income streams including regular giving, major donors, grants, corporates and campaigns
Strong leadership and team management skills, with experience mentoring and building high-performing teams
Confidence in budget planning, forecasting, and financial management
Strong communication skills with the ability to craft compelling proposals, reports, and donor communications
A collaborative, empathetic leadership style and the ability to work effectively with CEOs, Boards, partners, and donors
A deep commitment to conservation, environmental protection, and social justice outcomes

Protect Australia's unique rainforests for future generations
Lead a bold fundraising strategy and organisational growth
Suits innovative, mission-driven fundraisers with strategic leadership skills

Program Manager | Sunrise Project

Thu, 26 Feb 2026 06:17:12 GMT

The Organisation

The Sunrise Project is a global network of independent organisations, which has adopted a unique model of combined strategic grant-making and campaigning, with a common mission to scale social movements to drive the energy transition beyond fossil fuels.

Benefits and Culture

Generous package in line with experience & with international expectations
Full time permanent Sydney based role, with some travel required
Commitment to professional development planning
Coaching, performance reviews & management feedback
Intermittent travel with advance notice may be required

Indicative salary ranges, up to: UK, £79,230, NL, €89,399, Japan, JPY 11,105,435, Singapore, SGD 135,825, Australia AUD 131,261.

The Role

Working closely with the Program Director, you'll adapt and manage the SOL program to ensure the global team delivers on its objectives and goals. You will provide high-level coordination and support across the international team and programs, leading SOL's grant portfolio management, reporting and analysis, and program operations while closely managing multi-million dollar budgets and forecasting.

Key Responsibilities include:

Budget & Grant Management: Manage a multi-million dollar campaign budget, track spending, report to donors, and oversee the entire program's grant portfolio including processing, monitoring, and administrative management.
Strategic Planning: Collaborate with the Program Director to develop robust planning, monitoring, reporting, and evaluation processes that foster a culture of learning and impact measurement.
Team Support & Development: Foster a collaborative, supportive, healthy team environment that maximizes program effectiveness and supports professional development of team members.
Cross-Program Coordination: Lead global grants portfolio compilation, working across all programs to compile data, produce templates, and provide reporting and analysis.
Operations Management: Oversee contracts, hiring processes, and administrative operations while maintaining risk, security, and compliance standards.
Communication: Contribute to internal and external communications, drafting presentations, briefings, and representing the program in organizational initiatives.

Skills & experience

You are a lateral thinker, a problem-solver, and super-organized professional who thrives on supporting and enabling dynamic, inclusive teams to succeed. You enjoy digging into operational details and budget management, developing and improving systems and processes for greater efficiency, whilst remaining nimble and agile. You're excited by project management, reporting, data, and analysis, and passionate about supporting teams to deliver real-world impact. Importantly, you relish the international and multicultural collaboration this role offers.

Essential Requirements

Demonstrated ability managing and tracking large, multifaceted budgets and grant plans.
Proven success managing complex projects and programs, including risk, security and compliance oversight.
Experience developing team systems, processes, and culture for maximum efficiency and impact.
Strong background in reporting, data analysis, narrative development, and CRM management.
High emotional intelligence; excellent interpersonal communication and group facilitation skills.
Experience managing across cultures and geographies, creating inclusive, healthy work environments.
Understanding of how social movements drive change, global fossil fuel mechanisms, and energy transition preferred.
Passion for climate action and commitment to social justice, equity, and diversity.
Full working rights in your location; CRM skills, plus Google, Asana, Slack a plus.

Oversee budgets, grants, and operations to support SOL's climate impact
Leverage your program leadership expertise to drive operational effectiveness
Remote in Europe or Asia Pacific, flexible working, work rights required

Director of Policy | Australian Communications Consumer Action Network ACCAN

Thu, 26 Feb 2026 06:01:31 GMT

The Organisation

The Australian Communications Consumer Action Network (ACCAN) is Australia’s peak national consumer advocacy organisation for communications working to achieve trusted, accessible, inclusive, affordable and available communications and digital services for all Australians.

As technology evolves, ACCAN will make sure that consumers are not left behind. ACCAN’s work covers a broad range of issues from consumer protection and communications infrastructure to digital platforms. Over the next three years, ACCAN is currently implementing its Strategic Plan 2024-2027 – consolidating its achievements and cementing its place as a trusted, influential national leader in consumer communications issues, encompassing communications and digital services and evidence-based solutions.

Benefits and Culture

In support of a work/life balance, flexible working arrangements may be negotiated
Full time permanent Sydney based role, with some travel required
Remuneration package in line with the industry and your knowledge and experience

The Role

Reporting to the Deputy CEO, and as the main conduit between the executive and the highly effective policy team, you will identify a broad range of consumer issues for action through policy development, research, and member activities. You will report on these activities and represent the policy team in a range of internal and external forums, including government, industry, and community bodies. Your responsibilities include:

Assisting the CEO and Deputy CEO with strategic issues management with stakeholders
Being responsible for equipping, developing and motivating policy staff
Monitoring organisational performance and reporting
Overseeing the development of positions, priorities, discussion papers and submissions
Supporting the leadership with presentations at government inquiries and hearings
Working with the leadership to deliver commissioned research reports
Develop internal publications including website content and consumer education material
Manage resources for consumer representation and advocacy

Skills & experience

You are currently in a similar or related role and have developed your career in the communications, consumer or community sectors. You’re well known for your passion for consumer rights, social justice and fair markets and embracing opportunities in a rapidly changing world.

Your interest and knowledge in communications issues and public policy, as well as leadership and management skills, will be the key to your success in securing this role. Your capacity to apply strategic thinking to a range of analytical problems, and your effective representation of policy priorities will ensure that ACCAN remains dynamic and responsive to emerging consumer issues in the communications sector.

National consumer body advocating for better communications and services
Suits candidates from consumer advocacy, communications or digital sectors
Full time permanent Sydney based role

Philanthropy Manager | Act for Peace

Thu, 26 Feb 2026 05:28:37 GMT

About The Organisation

Benefits and Culture

Remote / Hybrid working arrangements
Inclusive, collaborative, and values-led team culture
Salary packaging options and additional leave provisions
Staff wellbeing and professional development programs

About The Role

Reporting to the Chief Engagement Officer, the Philanthropy Manager will lead Act for Peace’s philanthropy program, responsible for delivering sustainable income growth from major donors, trusts and foundations, gift in wills, as well as the working capital fund.

This donor-facing role manages a personal portfolio of high-value supporters and provides strategic leadership. You will work closely with the CEO, Chief Engagement Officer, and senior leaders to strengthen existing relationships, identify new opportunities, and ensure high-quality donor experiences that deepen long-term support. You will also:

Lead cultivation, solicitation, and stewardship strategies to secure high-value gifts
Provide strategic leadership and line management for the Gifts in Wills program
Develop tailored proposals, cases for support, and stewardship materials
Contribute to long-term philanthropic strategy and income growth initiatives
Represent Act for Peace externally, engaging with church and community networks

Skills & experience required

You are a relationship-driven fundraiser with experience managing major donor relationships and securing significant philanthropic gifts. You bring strategic thinking, high emotional intelligence, and the ability to engage supporters in meaningful, values-based conversations. You will also have:

Proven success in major gifts and/or trusts and foundations fundraising
Theological fluency or comfort engaging with faith-based supporters at a values level
Strong relationship management skills with ability to inspire and influence
Experience managing or contributing to a Gifts in Wills program
The ability to conceptualise and create compelling donor materials
Strong financial management, data analysis, and project management skills
Innovative thinking and adaptability to evolving fundraising methods
Willingness to travel across Australia to meet with donors and church partners

Humanitarian agency supporting displaced people worldwide
Lead philanthropy, major gifts, and gifts in wills programs
Suits fundraising professionals with alignment to faith-based values & mission

Team Leader - Family Services | Save The Children Australia

Thu, 26 Feb 2026 03:12:02 GMT

About The Organisation

54 reasons is Australia’s leading child rights organisation, proudly part of the Save the Children Australia Group and global movement. With the child’s voice at the centre, they provide quality services to children and their caregivers, ensuring every young person has their rights met and can thrive in all their diversity.

Their people are proudly local and as diverse as the communities they serve. Through programs spanning early years, school engagement, youth justice, family support and domestic and family violence, 54 reasons is committed to creating positive and lasting change for children, young people and families across Australia.

Benefits and Culture

Salary packaging and additional remote working benefits
Flexible work options and additional leave benefits
Strong commitment to learning, growth and wellbeing
Supportive leadership and meaningful community impact
Inclusive, values-driven and child-safe organisation

About The Role

Based in Darwin and supporting teams across Darwin and Wadeye, you’ll lead a group of family support practitioners providing high-quality services to children, young people and families. Reporting to the Regional Manager, you’ll focus on team leadership, stakeholder engagement, service quality, and operational oversight to ensure programs meet client and contractual obligations. You will also:

Lead, supervise and develop a multidisciplinary team to achieve program outcomes
Ensure quality service delivery and adherence to contractual and safeguarding requirements
Monitor performance, data reporting and compliance processes
Build and maintain strong relationships with local communities and service partners
Promote advocacy for children and families within the broader service system
Travel to Wadeye (approx. one-hour flight from Darwin) on a regular basis

Skills Required

You are an experienced social or community services professional with leadership skills and a strong understanding of the challenges faced by families in complex circumstances and remote locations. You’re motivated by the opportunity to make a tangible difference in the lives of children and families in the Northern Territory. You will also have:

Qualifications in social work, counselling, psychology, human services or a related discipline
Experience managing and developing high-performing teams
Background working with vulnerable children, families and Aboriginal communities
Knowledge of relevant legislation and child protection frameworks
Strong communication, networking and stakeholder engagement skills
Ability to manage competing priorities in a dynamic, remote service environment

Make a lasting impact for children and families
Lead and support a dedicated multidisciplinary team
Fixed Term contract ends June 2026 | Darwin base FIFO Wadeye

Chief Executive Officer | Act for Peace

Thu, 26 Feb 2026 02:57:52 GMT

The Organisation

The Role

Supporting clarity of organisational vision, purpose, and future direction
Leading organisational change and implementing the new business model
Convening and building coalitions across stakeholders, partners, and funders
Deep engagement with philanthropy and income development as an enabler of mission
Representing the organisation relationally with staff, partners, donors, and church communities
Ensuring governance, finance, and operational structures are fit for an agile organisation
Sustainability and alignment of funding as the organisation transitions towards a focus on philanthropic and capital fund donations

Skills Required

Ability to convene and collaborate across movements, coalitions, and ecumenical networks
Experience engaging with philanthropy and resource mobilisation, major donors and investors
Understanding of the international development sector and funding models, but not constrained by tradition
Capacity to manage risk, ensure financial sustainability, and lead with clarity in periods of uncertainty
Innovative supporter centric and data led initiatives, measuring impact and performance

Lead the humanitarian agency of the National Council of Churches of Australia
Implement a brand new business model with a focus on fund development
Remote role - Brisbane, Sydney, Canberra, Melbourne preferred

Helpline Team Leader | Blue Knot Foundation

Thu, 26 Feb 2026 02:43:35 GMT

About Blue Knot Foundation

The Blue Knot Helpline, which provides trauma-informed Telehealth counselling, information, and referrals to support adult survivors of complex trauma mostly from childhood experiencing the mental health impacts of their trauma, as well as their supporters and professionals
The Redress Support Service which offers free, independent, and confidential telephone support for people engaging with the National Redress Scheme, helping survivors navigate the application process and achieve redress

Blue Knot also provides other externally focused support services that include educational workshops, professional development training, supervision and consultancy.

Benefits & Culture

Join a purpose-led, trauma-informed organisation driven by strong values and a commitment to national best-practice in complex trauma services
Enjoy a supportive, flexible, and fully remote work environment that prioritises staff wellbeing
Receive SCHADS Level 7.1 remuneration along with access to high-quality clinical supervision and professional development
Be equipped with the necessary technology and support to maintain a safe and ergonomic home workspace
Contribute meaningfully to a team making a real difference in the lives of people impacted by complex trauma

About the Role

Experience and Skills Required

You will bring:

At least 3–5 years of clinical experience in trauma-informed mental health settings, ideally working with complex trauma clients
Tertiary qualification in Psychology, Social Work, Counselling (or equivalent), plus non-provisional registration with a relevant professional regulatory body
Leadership experience, including decision-making, operational and professional supervision, and mentoring of clinical teams in complex trauma or mental health contexts
Proven capability in people management of a remote workforce, including feedback, performance, wellbeing and growth
Experience managing real-time service demand, daily workflows, rosters, and compliance with clinical and quality standards
Excellent communication, collaboration, and problem-solving skills
Competence using digital tools such as Microsoft Office and service user databases (Salesforce experience highly desirable)

Empower survivors of complex childhood trauma
Lead the counselling team to deliver phone, webchat and email services
Full time | Remote-based (NSW preferred) | SCHADS Level 7 Pay Point 1

Director Of Impact | Adara Group

Thu, 26 Feb 2026 02:32:28 GMT

The Organisation

Adara Development is part of The Adara Group; a global development organisation with a bold mission — to bridge the worlds of business and people living in extreme poverty.

For more than 27 years, Adara Development has delivered long-term, high-impact programs focused on Maternal, Newborn and Child Health (MNCH) and Remote Community Development (RCD) in Uganda and Nepal, touching the lives of more than 600,000 people living in poverty, and countless others through their influence, networks and knowledge sharing.

Benefits & Culture

Highly regarded, well-funded, international development organisation
Supportive, collaborative and mission-led working environment
Values-led culture that prioritises humility, integrity and impact
Competitive salary with access to tax-effective salary packaging
Gifted leave | Paid parental leave and flexibility for working parents
Hybrid model with two in-office days minimum per week with your team in Sydney

The Role

As a key member of the executive and global leadership teams, and working closely with the CEO, you will lead research, monitoring, evaluation, and learning, support clinical excellence, and drive a growing global knowledge-sharing agenda. This role suits a leader who combines big-picture thinking with a practical, results-focused approach.

A core focus will be advancing knowledge translation including developing tools and resources to share with partners across the global maternal, newborn and child health, and remote community development landscapes. This growing function offers the opportunity to shape strategy and expand the organisation’s reach, influence and impact beyond direct service delivery.

You’ll also oversee the Research, Monitoring, Evaluation and Learning (RMEL) function, ensuring data and evidence are used effectively to inform decisions and drive continuous improvement, and provide oversight of clinical support to ensure excellence in health programs globally.

Skills Required

You’re a visionary and influential leader with experience in program strategy, impact measurement and learning, formed within public or global health, international development or a related field, and ideally with a focus on maternal, newborn and child health or remote community development.

You are known for your ability to translate ideas and insights into practical tools and solutions, and disseminate information and resources to further impact. You may have led knowledge-sharing or learning initiatives before, or perhaps you’re a senior program leader with deep understanding in how to synthesise and communicate program learnings for use across a range of geographies.

You’re a confident team leader, able to work collaboratively with cross-functional teams and diverse stakeholders across geographic regions, and you’re comfortable balancing hands-on delivery with strategic thinking. You have a global development mindset, an innovative approach, and are motivated by purpose and impact.

International travel (approximately 4–6 weeks annually) is expected, including to remote communities in Uganda and Nepal.

Lead an ambitious knowledge sharing and global impact agenda
Oversee impact measurement and program learning across remote communities
Suits Sydney-based programs, health or international development backgrounds

Chief Financial & Risk Officer | Community Broadcasting Association of Australia CBAA

Thu, 26 Feb 2026 02:15:51 GMT

The Organisation

The Community Broadcasting Association of Australia (CBAA) is a member based peak body for community broadcasters dedicated to supporting and championing community broadcasting in Australia. Community radio plays a crucial role in serving groups often overlooked by mainstream media delivering programming tailored to the interests and needs of local communities, reflecting Australia's open society, strong democracy and vibrant culture. Each week more than five million Australians tune in to over 500 community-owned licenced services.

The Role

The Chief Financial and Risk Officer leads financial strategy, risk and governance and financial sustainability across the CBAA Group which includes the CBAA and associated entities, the Local and Independent News Association (LINA), and Disability Media Australia (DMA). You will be responsible for ensuring strong financial systems, performance, risk management and strategic financial planning aligned with each entity’s goals and the Group’s shared services model.

Reporting directly to the CEO, and playing a key role as a member of the senior leadership team, you will:

provide strategic financial leadership and guidance to the group
take a hands-on role managing financial accounting, compliance, assets and risk
deliver timely and accurate reports to boards in the group, the CEO and senior team
adopt the role of business partner and advisor
manage and develop a high performing finance team
build trusted relationships with external partners and stakeholder

Skills Required

You will be a proven leader with experience in a similar executive leadership role who possesses high level financial and risk management experience. This will include experience preparing and presenting financial reports to senior boards and committees.

Ideally you have broad knowledge of accounting for membership, government, philanthropic organisations including grants acquittals. You have well-developed interpersonal engagement and communication skills including the ability to translate financial information to a variety of stakeholders.

You will also:

have the ability to manage a team to deliver high quality and timely services
demonstrate high level strategic thinking and problem-solving skills
hold a recognised accounting qualification (CA/CPA or equivalent)

Join the peak body for 500 community broadcasters around Australia
Would suit a forward thinking and curious modern finance leader
$13.5m consolidated turnover | Sydney location | flexible working available

Program Officer | Sequoia Climate Foundation

Wed, 25 Feb 2026 14:21:03 GMT

The Organisation

The Sequoia Climate Foundation is a private climate philanthropy foundation based in California. Sequoia is committed to bolstering the urgent work of the Foundation’s grantees and leveraging climate science to accelerate the energy transition across geographies and sectors.

Together with its grantees and partners, Sequoia is working towards building a world powered by clean energy, where all people are protected by policies that have averted the worst effects of climate change.

Sequoia believes that solving climate change requires the adoption of ambitious, evidence-based solutions that transform markets, advance clean technology, and lead to large‐scale change to avoid dangerous climate tipping points and irreversible damage. Sequoia supports ambitious organizations and coalitions catalyzing rapid emissions reductions, transforming global markets, and accelerating the transition to clean energy around the world.

Benefits & Culture

One year initial contract.
Opportunities to travel and learn; work with a mission-driven global team and partners.
Asia-based, remote: work rights required for your location.

The Role

Ideally based in Vietnam, Singapore, Thailand, or Indonesia, this impact role will support the development of a regional strategy for Southeast Asia, working with diverse partners in the region to engage in greater horizon scanning, pathways analysis, stakeholders’ engagement, and constituency building.

You will also support the development of a grantmaking portfolio, identifying and strategizing to strengthen the institutional capacity of partners and the ecosystem in the region. Stewarding the grant portfolio, you will support collective sense-making and learning, whilst assessing challenges and opportunities.

You will engage in organization-wide learning and development around key mitigation sectors that will inform sectoral priorities for the region. You will establish collaboration and networks with peer organizations, government officials, thought leaders, and key stakeholders to assess emerging needs, gaps, opportunities, and advance grantmaking strategies and portfolios.

Importantly, you will identify ways to continue to drive stronger funder coordination including supporting climate philanthropy development in Asia.s.

Skills Required

With deep Southeast Asia experience, you have a good understanding of, or strong interest in, renewable energy systems and/or climate and the drivers and barriers to adoption of policies, practices, and technologies, and you are eager to help accelerate the regional energy transition by leveraging your project and budget management experience and your engagement and influencing skills.

Ideally you have a nonprofit programs, international development, philanthropy, advocacy, or related background, and you are a savvy relationship manager and networker, a confident presenter, and your work demonstrates your understanding of how to create systemic change via the development of a multifaceted strategy. You also offer the following experience:e.

Proven capacity to develop creative strategies to solve complex problems
Sharp written and verbal communication, strong English language skills
A collaborative and proactive approach, ability to work effectively with diverse stakeholders
Impeccable ethics, experience working confidentially and flexibly across the region
Ideally an advanced qualification/relevant expertise/knowledge
Native fluency in Asian language preferred

Advance renewable energy solutions at speed and scale in Southeast Asia
Leverage your engagement and strategy expertise for climate action
Asia-based, remote, work/residency rights required, Asian language essential

Chief Executive Officer | CareSouth

Wed, 25 Feb 2026 13:57:28 GMT

The Organisation

With approximately 600 staff across NSW including Wollongong, Nowra, Batemans Bay, Goulburn, Wagga Wagga, Griffith, Deniliquin and Orange, CareSouth provides early intervention, child protection, youth support, permanency support and foster care, residential housing, clinical support and NDIS services to young people, families and whole communities.

A quickly growing, determined, bold and big-hearted organisation, CareSouth strives for service excellence and an enhanced quality of life for the clients and communities it works with. Following significant project completion from the 2022 to 2025 strategic plan, the CareSouth board looks forward to working collaboratively with the incoming CEO in the development of priorities for the next strategic plan.

The Role

You will lead and drive the organisation’s vision and strategic direction through campaigns, programs and partnerships in collaboration with the sector. As the CareSouth visionary you will be responsible for overall organisational management and governance, and oversee planning, advocacy, and operations.

Working in close partnership with the board and maintaining a very strong presence across all regions, you will ensure CareSouth remains adaptive to community needs, sector developments, and emerging opportunities.

You will ensure the leadership team delivers high quality and exceptional services, that adhere to the standards set out by the Department of Communities and Justice, Office of the Children’s Guardian, the NDIS, Youth Support Services and Community Housing, and that the organisation operates in accordance with funding agreements.

Key responsibilities include:

Strategic leadership and execution
Stakeholder engagement, influence and advocacy
Oversight of service delivery and operational excellence
Financial stewardship, sustainability and diversification
Shaping a long-term vision that maximises impact and reach
Risk management and compliance with all legal, contractual, legislative and governance obligations

Skills Required

You’re an energetic, passionate and visionary leader who brings a proven track record in organisational development and leadership in the context of change and transition. You have progressed your executive career ideally within a child protection, out-of-home care or other complex service delivery environment.

You’re politically astute with innate advocacy and engagement skills, committed to cultural safety and inclusivity in leadership, decision-making, and organisational processes.

With experience overseeing program development and delivery, you have an excellent understanding of the federal, state and local government policy context for the delivery of family, youth and children’s services, particularly in the area of out-of-home-care.

You also have:

Experience overseeing regulatory and governance requirements
Demonstrated success in financial and risk management and reporting
Success in generating new revenue streams, ensuring financial sustainability
Highly developed leadership and staff management skills ensuring a high-performance environment
Cultural competency to support the self-determination of Aboriginal and Torres Strait Islander people, families and communitiess

Empower young people, families, people with disability & regional communities
Would suit candidates from the child protection and out-of-home-care sectors
Competitive executive salary | Work from one of seven NSW regional offices

Chief Executive Officer | Barnardos

Wed, 25 Feb 2026 12:32:28 GMT

Barnardos Australia

Barnardos Australia strives to support families to keep children and young people safe at home, ending child abuse and neglect. Barnardos helps children and young people to recover and thrive, especially those who have experienced trauma. Where there is risk of abuse, safe homes are found. Barnardos extensive range of services include family support and preservation, domestic and family violence support, counselling, transitional accommodation, parent education, youth support, foster care and open adoption.

Barnardos is strongly committed to the Aboriginal and Torres Strait Islander Placement Principle through empowering First Nations children and young people, upholding their rights to be cared for within their own communities, and through transferring care to, and strengthening relationships with Aboriginal community-controlled organisations.

All Barnardos work is underpinned by their strategic plan, with associated planning and implementation of key objectives. The research and services Barnardos provides to support mothers and families are proven to deliver significant impact, guided by Barnardos’ Theory of Change, which also places domestic violence as one of the key threats to child safety and wellbeing.

The Role

As the CEO you will fearlessly advocate for the voice, rights, and needs of all Australian children to achieve Barnardos vision through campaigns, programs, and collectively through partnership and collaboration with the sector.

Working with the board and your executive team you will lead comprehensive planning that will shape a bold, long-term vision to maximise organisational impact and reach, addressing the direct needs of vulnerable children and families.

You will lead the organisation through the shifting Australian charity landscape to diversify and increase impact through philanthropy, policy and thought leadership whilst navigating legislative constraints that impact the organisational workforce and operations. You will also challenge the systems, institutional and socio-economic inequalities faced by Indigenous children.

Skills Required

You’re a visionary leader who brings strategic clarity and a proven track record in organisational and executive leadership development. You have progressed your executive career within a like-minded agency or sector, advocating and building relationships with stakeholders, including community, sector partners, funders, government, regulators and the media.

You’re politically astute with innate advocacy and engagement skills, committed to cultural safety, inclusivity, and intersectionality in leadership, decision-making, and organisational processes. Ideally, you’ll have an excellent understanding of the federal, state and local government policy context for the delivery of family, youth and children’s services, particularly in the area of out of home care. Additionally, you can demonstrate the following skills and experience:

Entrepreneurial approach to diversifying and maximising income without compromising impact
Astute cultural competency to support the self-determination of Aboriginal and Torres Strait Islander people, families and communities, including working with the Aboriginal community-controlled sector to drive sustainable reform
Oversight of program development and delivery to ensure effectiveness and evidence-based impact for children and families
Executive leadership and team management skills to develop capability and a high-performance environment, top-down
Accountability and responsibility for organisational finances with a focus on sustainability and growth
Oversight of risk management and regulatory and governance requirements

Empower children and young people to reach their full potential
Lead 600 staff across 24 sites in NSW and the ACT
Competitive executive level salary - Sydney head office

Head of Strategic Engagement and Partnerships - Asia Pacific | ADAM SMITH INTERNATIONAL

Wed, 25 Feb 2026 11:57:26 GMT

The Organisation

Adam Smith International (ASI) is a global advisory, an employee-owned B Corp company that transforms lives by making economies stronger, societies more stable, and governments more effective. Headquartered in London, ASI has an Asia-Pacific regional office in Sydney, established in 2012 to lead multi-donor business growth and project delivery across the region. In 2021, ASI Australia established a regional representative office in Bangkok, Thailand, to service our growing Southeast Asia portfolio.

ASI currently operates across fifteen countries in the Asia Pacific and partners with local governments, businesses, and civil society organisations to create and deliver custom-made solutions in some of the most complex, challenging, and fragile international environments.

ASI works on behalf of governments, foundations, and companies that share their ambition to take on the biggest challenges facing the world and drive meaningful impact internationally.

Benefits & Culture

Senior leadership team opportunity driving significant growth for a global international development advisory company.
Agile, nimble, and mission driven culture, collaborative team environment.
Attractive salary package available. Frequent travel within the Asia Pacific region required. Expatriate and relocation packages are not provided.
Australia: Sydney preferred (hybrid), Canberra, or other Australia locations (remote). Bangkok: (hybrid).
Work rights required for Australia. Sponsorship considered for outstanding candidates in Bangkok.

The Role

ASI is seeking an exceptional strategic senior leader to drive further expansion across Southeast Asia and the Pacific. As Head of Strategic Engagement and Partnerships for Asia Pacific, you will lead, design, and execute ASI’s regional engagement and partnership strategy, championing high-impact collaborations and securing major funding opportunities.

You will own the full bid lifecycle, from opportunity identification and strategic assessment to innovative submissions. The primary focus will be Australia's Department of Foreign Affairs and Trade (DFAT) and other key bilateral and multilateral donors, and you will represent ASI at the highest levels of engagement as the partner of choice in the region.

Other key responsibilities are to:

Cultivate, strengthen, and secure strategic partnerships with DFAT, FCDO, EU, ADB, and other multilateral development banks, major donors, and consortiums.
Monitor and analyse donor pipelines, market trends, and emerging opportunities to maximize success rates.
Oversee technical and financial proposal development, ensure the establishment of prime and subcontracting arrangements and compliant and timely bid submissions.
Champion cross-business collaboration across the Asia-Pacific team and ASI's global business.

Skills Required

You are a commercial, influential, and driven leader, with at least 10+ years in a comparable international development senior business development role in the Asia Pacific region, and you relish the opportunity to contribute to build and position ASI for further significant growth.

Ideally you hold a master’s degree in international development, international affairs, or a related field, and your track record establishing and sustaining credible and effective relationships with diverse, multicultural stakeholders includes securing major bids and tenders, which have met or surpassed organisational growth targets.

You are adaptable and collaborative, skilled at inspiring teams to drive innovation and achieve excellence. Your clients include DFAT and other key bilateral and multilateral donors, multilateral development banks, government officials, and strategic partners.

Your other key skills and experience include:

Demonstrated understanding of donor procurement cycles, particularly DFAT.
Proven ability to design and execute successful regional or global growth strategies.
Comprehensive knowledge of international development programs and strategies.
Significant success addressing complex development challenges across diverse thematic program areas for core Asia Pacific clients.
Exceptional communication skills, able to negotiate at executive and board levels.

ASI values diversity and encourages applications from candidates of all backgrounds and identities.

Lead strategic engagement & partnerships - accelerate multi-donor APAC growth
Provide innovative solutions to development challenges, help transform lives
Suits senior international development professionals in Australia or Bangkok

Cancer Council Victoria

Fri, 09 Jan 2026 13:50:57 GMT

Cancer Council Victoria is a not-for-profit organisation which aims to reduce the impact of cancer in Victoria. It is an independent body that advises various groups, including government, on cancer-related issues.

Challenge

Client: Cancer Council Victoria

Service: Temporary and Contract

Role: Multiple

Placement: 2019

Cancer Council is renowned for its high-profile fundraising campaigns such as Daffodil Day and Australia’s Biggest Morning Tea. When the Events and Campaigns Team needed additional skills to lead and deliver these campaigns, in addition to another short-term membership project led by the Community Engagement Team, Cancer Council Victoria approached NGO Recruitment for the temporary skills required.

Solution

NGO Recruitment sourced high-quality, technically skilled and culturally-aligned temporary candidates with immediate availability. Cancer Council Victoria benefited from a dedicated recruitment consultant personally committed to the organisation, who is both responsive and passionate about relationship building and outcomes. Turnaround times were extremely quick with high levels of responsive customer service.

Results

Quality candidates supplied to fill short-term requirements

5 temporary and contract placements

Community Engagement Manager

Campaigns and Events Manager

Roles Recruited

Salesforce Administrator

Members Engagement Officer

Events and Partnerships Officer

Butterfly Foundation

Fri, 09 Jan 2026 13:35:28 GMT

Founded in 2002 by Claire Middleton, a mother of two daughters who had suffered from anorexia nervosa, Butterfly Foundation is the national charity for all Australians impacted by eating disorders and body image issues, and for the families, friends and communities who support them.

Butterfly Foundation and NGO Recruitment

Client: Butterfly Foundation

Service: Executive Search and Permanent Recruitment

Role: Pacific Programme Director

Placement: 13

In 2018, NGO Recruitment partnered with Butterfly Foundation to search for a new CEO to take the organisation to the next level. The successful placement of Kevin Barrow by Richard Green, Director, NGO Recruitment, in early 2019 marked the beginning of a strong recruitment partnership between the two organisations.

NGO Recruitment has since been instrumental in sourcing key lead roles for Butterfly Foundation including Head of Finance, Head of Communications and Marketing, and Clinical Director, based in Sydney; Manager Research and Knowledge and Philanthropy Manager, based in Melbourne; and the Residential Clinical Director and Project Manager for the Foundation’s new residential treatment facility on Queensland’s

Sunshine Coast, the first of its kind to be built in Australia.

Due to the unique nature of this facility, NGO Recruitment conducted national and international searches including potential candidates in the US and the UK who had experience in a model of care new to Australian practice. After an extensive search, Dr Zach de Beer, who had worked in similar eating disorder treatment facilities in the UK, was appointed as the Residential Clinical Director.

With highly-experienced, senior consultants based in Melbourne, Sydney and Brisbane, NGO Recruitment was able to offer a truly national team dedicated to working together to achieve the best

possible recruitment outcomes. NGO Recruitment continues to partner with Butterfly Foundation and has recently sourced a new Care Navigator and Outreach Coordinator for Butterfly’s Sunshine Coast Eating Disorders Access Trial.

Head of Communications & Engagement

Chief Executive Officer

Roles Recruited

Data Administrator

Head of Operations

Head of Finance & Administration

National Clinical Director

Residential Clinical Director endED Butterfly House

Project Manager endED Butterfly House Operations Establishment

National Philanthropy Manager

Manager Knowledge Research & Policy

Lived Experience Lead

Care Navigator & Outreach Coordinator

Human Resource Coordinator

Four Paws

Fri, 09 Jan 2026 13:20:52 GMT

FOUR PAWS is the global animal welfare organisation for animals under direct human influence, which reveals suffering, rescues animals in need and protects them. The organisation’s vision is a world where humans treat animals with respect, empathy and understanding.

Challenge

Client: Four Paws Australia

Service: Temporary and Contract

Role: Multiple

Placement: 2016

When FOUR PAWS Country Director Jeroen van Kernebeek was tasked with setting up an Australian office in 2015, he had very little knowledge of the Sydney market. He contacted NGO Recruitment due to a long and successful track record recruiting for a number of international animal welfare organisations. With our support, has since built a strong and cohesive team of employees..

Solution

FOUR PAWS benefitted from our large database of skilled candidates, many who were ready to start work immediately. We were able to source temporary candidates to assist with filling the initial roles as quickly as possible. Due to the calibre of temporary candidates placed, a number were offered permanent positions.

NGO Recruitment’s temporary and contract team is highly responsive, and FOUR PAWS continues to receive quick turnaround times whenever interim or temporary assistance is required. Often, we are able to put forward multiple temporary candidates.

In addition, we work closely with FOUR PAWS to assist with fundraising salary information and keep up-to-date with its organisational structure, and current and upcoming global campaigns. Since 2015, FOUR PAWS has engaged a steady flow of qualified, relevant candidates at a variety of seniority levels thanks to a recruitment consultant who understands the team culture, specific skill sets and commitment to the cause.

Results

Assisted growth of FOUR PAWS’ Australian operation

Ongoing temporary, contract and permanent client

6 permanent placements

Head of Communications

Director

Roles Recruited

Multiple Database Support & Administration roles

19 temporary and contract placements to January 2021

Head of Fundraising

Data Manager

Supporter Relations Manager

Fundraising Manager

Governance and Compliance

Consultant

HR Specialist

Donor Relations Administrator

Programmes Officer

Supporter Relations Officer

Fundraising Institute of Australia

Fri, 09 Jan 2026 12:54:08 GMT

Fundraising Institute Australia (FIA) is the national peak body representing professional fundraising in Australia. FIA champions and facilitates fundraising best practice with a code for ethical fundraising, professional development, networking and advocacy for all members.

Challenge

Client: Fundraising Institute of Australia

Service: Exclusive Executive Search

Role: Chief Executive Officers

Placement: Rob Edwards (2012) and Katherine Raskob (2018)

After six years at the helm, outgoing CEO Rob Edwards, originally placed by NGO Recruitment, had transformed FIA both financially and strategically by delivering a wide range of new sustainable services. The FIA Board engaged NGO Recruitment once again to search for a replacement CEO to build on Rob’s legacy and take the peak body to the next level.

The challenge was to find the perfect candidate to work closely with the Board to implement FIA’s latest strategic plan including many bold goals over the next few years. These included repositioning the organisation, to represent not only fundraising professionals, but also the charities themselves as a reputable selfregulatory body. The perfect candidate also needed to help raise the profile of the fundraising profession and the associated professional identity of fundraising. This was a critical role of architecture and building in an industry worth over $12 billion in revenue in Australia..

Solution

NGO Recruitment’s executive search team was tasked with finding someone with the right skills and determination for this critical role. Based on the success of Rob Edwards, who came from an industry association rather than a fundraising background, we knew the ideal candidate would possess similar senior leadership and strategic communications skills including brand, marketing and digital expertise. NGO Recruitment launched a targeted executive search and advertising campaign, including extensive talent mapping across the NFP and industry body sector.

Results

2-month executive search campaign - from brief to placement

143 applications

Katherine is an outstanding executive leader and has been well received by the fundraising industry

Shortlist of four senior candidates all selected for interview

Successful candidate Katherine Raskob had been identified as the standout candidate in her role as Director of Communications and Customer Experience at ADMA (Association for Data-driven Marketing and Advertising)

MS Research Australia

Fri, 09 Jan 2026 12:50:40 GMT

MS Research Australia is the largest Australian NFP organisation dedicated to funding, coordinating, educating and advocating for research as part of the worldwide effort to solve MS. Its goal is to accelerate research into the cause of MS, develop better treatments and ultimately find a cure.

Challenge

Client: MS Research Australia

Service: Exclusive Executive Search

Role: Head of Relationships, Fundraising and Development

Placement: Susan Williams

MS Research Australia had a wellperforming traditional fundraising team, however, the CEO and Board knew they needed to develop more sophisticated strategies to take the organisation to the next level. After an unsuccessful attempt to recruit a new Head of Relationships, Fundraising and Development internally, MS Research Australia approached NGO Recruitment to undertake a comprehensive executive search campaign..

Solution

NGO Recruitment drilled down through the recruitment brief to gain a clear and precise understanding of MS Research Australia’s strategic objectives and financial targets. Only by doing this were we able to understand the exact fundraising skills required by the organisation to meet these targets and create the ideal candidate profile. During an extensive executive search and sophisticated advertising campaign, we compared this profile to the top 10% of fundraisers within Australia’s small, but highly-skilled, fundraising talent pool.

Results

2-month executive search campaign - from brief to placement

43 applications

Susan exceeded all expectations at MS Research Australia

Shortlist of five senior candidates all selected for interview

Successful candidate Susan Williams had been identified from the outset in her role as National Campaigns and Community Fundraising Manager at the Heart Foundation

The Nature Conservancy

Fri, 09 Jan 2026 12:41:53 GMT

Founded in 1951, The Nature Conservancy (TNC) is one of the largest conversation organisations in the world with a mission to conserve the lands and waters on which all life depends. TNC is committed to a culturally diverse workforce throughout its global office network.

Challenge

Client: The Nature Conservancy

Service: Exclusive Executive Search

Role: Associate Director of Development, Asia Pacific

Placement: Mike Liu

TNC needed to strengthen its Asian donor network with the appointment of an Associate Director of Development, Asia Pacific, based in Sydney, to meet fundraising objectives, collaborate with the Asia Pacific team and travel to the Asia Pacific region. The ideal candidate profile was very specific with rare skillsets, including the requirement to be a native Mandarin Chinese speaker.

The ideal candidate also had to have an in-depth understanding of donor development strategies and proven revenue generation or fundraising experience. In addition, TNC required an experienced client relationship manager who had nurtured relationships to deliver positive financial outcomes with a strong finance background.

Solution

TNC approached NGO Recruitment Asia Pacific with this challenging assignment given our proven international search capabilities and proficiency in Mandarin. We designed an advertising strategy targeting relationship managers in Australian banks and financial institutions, Mandarin-speaking NFP professionals and fundraising executives. Very few candidates met all the criteria for this position. Our extensive search process made sure we uncovered and screened all potential candidates.

Results

2-month executive search campaign - from brief to placement

100 applications

A strong client relationship manager with leading financial institutions and familiar with both the NFP and corporate sectors, Mike was the ideal candidate and continues to thrive in his role

Shortlist of six senior candidates all selected for interview

Mike Liu, a native Mandarin speaker and Chartered Financial Analyst, was successfully appointed

Tara

Fri, 09 Jan 2026 12:32:28 GMT

Tara Climate Foundation is a philanthropic climate foundation dedicated to fostering a future where Asia’s unwavering commitment to climate action paves the way for just, thriving, and resilient societies. Since establishing its headquarters in Singapore in 2021, the foundation has provided grants to more than 300 organisations across the region. Over the last 2 years, Tara has experienced significant growth, expanding its funding base to include more than a dozen philanthropic foundations.

Challenge

Client: Tara Foundation

Service: Exclusive Executive Search

Role: Senior Regional Strategist Finance, Asia

Placement: 2024

NGO Recruitment was commissioned to search for a senior regional strategist finance in Asia. The role’s purpose is to shift Asian financial markets out of fossil fuels and into clean energy.

The brief was to find a candidate with finance sector expertise who could strategise like a campaigner, to advocate for the clean energy transformation with major finance organisations. The candidate would require a deep understanding of the drivers and barriers to shifting financial markets in Asia, and the drivers of capital markets, including environmental, social, and governance framework (ESG).

This candidate needed to be highly credible to finance sector decision makers, but also understand the role of civil society organisations.

Solution

NGO Recruitment conducted mapping and an international search and selection process to identify candidates who possessed a rare combination of both campaign strategy and finance sector expertise and networks.

We reached out to over 300 individuals from all sectors to identify finance professionals who had a demonstrated understanding of the drivers and barriers to shifting financial markets. We also used advertisements, social media and EDM campaigns to create awareness and generate referrals, and over 170 applications were received.

The successful candidate had both a sustainable finance and a legal background, with experience developing advocacy strategies for financial institutions to accelerate corporate climate action. They could demonstrate solid corporate engagement expertise in the finance sector and had the networks and strategic skillsets required.

Results

Around 300 professionals from all sectors were contacted

170+ formal applications were reviewed

The appointment helped to build Tara from start-up stage into a leading Asia-headquartered climate philanthropic foundation

Regional Head of People & Culture

Deputy Program Director

Roles Recruited

Partnerships Manager - Philanthropy

A Singapore-based candidate was successfully appointed

Senior Regional Strategist - Corporate Engagement

Program Director - Philippines

Country Director - Indonesia

Save the Children

Fri, 09 Jan 2026 12:21:25 GMT

Save the Children is the world’s first, and largest, independent children’s rights organisation. Today Save the Children works in over one hundred countries to build a world where every child can thrive, be healthy, educated, safe, and look forward to a future full of promise. Save the Children has been working in Thailand since 1979 and registered as a Thai foundation in 2021. The organisation is delivering on an ambitious strategy at this critical point in time for children.

Challenge

Client: Save the Children

Service: Exclusive Executive Search

Role: Executive Director, Thailand

Placement: 2019

The client’s brief to NGO Recruitment for its inaugural executive director came after two failed searches the client had conducted themselves. The mandate was to find an executive director of Save the Children Thailand Foundation who could inspire and engage a wide range of stakeholders, including staff and volunteers, government agencies, corporate and philanthropic donors, to commit to its mission to prioritise children’s rights, their voices, and their needs.

The primary challenge for the new executive director would be to work with the board, and the national and global Save the Children members, to grow Save the Children Thailand Foundation to become the leading independent children’s rights organisation nationally.

The role would be focused on building a high performing organisation, mobilising international and domestic resources, influencing the Royal Thai government on children’s rights and extending quality support services to the Save the Children International Sub-Regional Hub based in Thailand.

Solution

NGO Recruitment focused its search on Thailand and included Thai nationals who were living overseas. The advertising and marketing campaigns, backed with extensive mapping and headhunting activities, generated over 240 applications.

Behavioural, scenario-based and competency interviews screened for the track record our client needed. NGO Recruitment conducted detailed reference checks to ensure the integrity of all collected information and to make sure that the client’s new executive director could deliver on their challenging mandate.

The successful candidate was a strong match to the brief with experience leading programs for International Labour Organization and regionally across Southeast Asia for the European Commission and Aide et Action. Our candidate had child advocacy and M&E expertise gained in UNICEF and had delivered on challenging resource mobilisation targets in previous roles.

Save The Children was delighted to appoint its first executive director in Thailand.

Results

Over 240 applications were generated following an awareness campaign and direct outreach

170+ formal applications were reviewed

Save the Children accelerated their impact in Thailand by appointing a highly skilled executive director

Group Director, Strategy & Public Affairs, Australia

Program Manager, Australia

Roles Recruited

Office Coordinator, Australia

Rotary Australia World Community Service (RAWCS)

Fri, 09 Jan 2026 12:11:11 GMT

Rotary Australia World Community Service (RAWCS) provides humanitarian aid and development assistance both in Australia and overseas through Australian Rotarians and Rotary Clubs. RAWCS provides a project management structure and accounting support to a broad range of activities through web based support systems. RAWCS’ turnover in 2023-2024 financial year was in excess of $25M across more than 500 projects in Australia and 30+ developing countries.

Challenge

Client: Rotary Australia World Community Service (RAWCS)

Service: Exclusive Executive Search

Role: General Manager

Placement: 2023

NGO Recruitment was tasked to find a general manager for RAWCS at a time of pivotal change for the organisation.

RAWCS needed a leader who could refine and implement their strategic and financial plan and build RAWCS’ reputation by engaging and managing external stakeholders. This candidate needed to have strong networking experience with a broad range of authorities and success advising and influencing at the C-suite level and overseeing fundraising and transformations.

RAWCS is uniquely a volunteer led organisation, and this was important experience for this candidate to have.

RAWCS needed a leader who was both a talented operational and project leader, and also had the expertise to represent the organisation both nationally and internationally.

Solution

NGO Recruitment took a detailed brief and devised an advertisement and database campaign that would appeal to humanitarian leaders in Australia who had broad sector experience to meet our brief.

The brief included sourcing internationally experienced candidates with field experience from Asia.

NGO Recruitment approached over 100 potential candidates to assess their interest and ensured the vacancy was given maximum exposure through its social media channels with over 360,000 followers.

NGO Recruitment was able to identify and secure the perfect candidate for the role. A former refugee from Afghanistan, our candidate had led finance and operations for the World Bank, had programme leadership expertise and had been CEO of a microfinance refugee non-profit and an aid organisation which he had set up and led in Afghanistan.

A Refugee Week ambassador and a Credit Union Times International Trailblazer Award recipient, our candidate was a Rotarian, had strong sector relationships, and was well positioned to lead the RAWCS operations and to exceed their fundraising goals.

Our candidate was hired as general manager and was quickly promoted to CEO where he has had great impact.

Results

100+ approached candidates

We identified and secured the perfect candidate with lived experience as a refugee and impressive leadership background

The appointed candidate was promoted to the Chief Executive Officer role following his probation period

This placements supported RAWCS’ commitment to fostering diversity, equity and inclusion

Plan International – Philippines

Fri, 09 Jan 2026 12:01:09 GMT

Plan International Pilipinas Foundation Inc. is a local non-government, non-religious and non-political development and humanitarian organisation committed to enabling children to live a life free of poverty, violence, inequality, and injustice. By working together with children, young people, supporters, and partners, Plan International works relentlessly in the Philippines to advance children’s rights and equality for girls and to ensure children and girls realize their rights to education, protection, health care, and high quality of life.

Challenge

Client: Plan International - Philippines

Service: Exclusive Executive Search

Role: Executive Director, Philippines

Placement: 2024

NGO Recruitment was commissioned to find an executive director for Plan International – Philippines. This critical leadership role came at a time of growth and ambition for the organization which had recently transitioned from Plan International Federation. This role would lead the country team, drive Plan International – Philippines vision, and strategy for organisational sustainability, whilst building a strong impactful program portfolio for community and a robust funding pipeline.

This was not a typical executive director search, as the brief was to secure a candidate who could both lead a national programme team, demonstrate success in corporate engagement and could also appeal to the celebrity culture of the Philippines, raising the profile of the organisation in private sector donor circles, to expand and diversify their funding beyond the typical donor models.

Solution

NGO Recruitment mapped out 380+ potential candidates in the Philippines, and candidates from the Philippines, but residing outside of the country.

Through extensive headhunting, advertising, social media, and database marketing, NGO Recruitment was able to find the perfect candidate who was skilled in media and marketing, had the entrepreneurial and innovative skillsets from her own start up, which were ideal for this role, and who also had led non-profits before.

Additionally, our candidate had led marketing and partnerships in financial institutions, and other corporate settings, so was skilled in corporate engagement and private sector relationship building. The candidate was also a minor media celebrity herself and had a deep passion for advancing girls’ rights with experience consulting to UNICEF.

Results

NGO Recruitment mapped out 380+ candidates

We identified and secured the ideal candidate with the required experience and impressive leadership background

Plan International - Philippines is set to expand and diversify their donor portfolio and benefit from a higher degree of public awareness

Chief Financial Officer, Australia

Deputy CEO, Engagement, Australia

Roles Recruited

Country Program Manager - Gender, Equality & Inclusion, APAC

The Manila-based candidate was successfully appointed

Pacific Programme Director, APAC

Chief Operating Officer, Australia

The Conservation Council of Western Australia

Fri, 09 Jan 2026 11:45:17 GMT

The Conservation Council of Western Australia (CCWA) has been a prominent voice for environmental protection in Western Australia for over 50 years. With around 100 member organisations, CCWA campaigns on a wide range of issues, from protecting local biodiversity to ending the era of fossil fuels. Their work spans direct conservation projects, environmental advocacy, citizen science promotion, and political lobbying, establishing CCWA as a leading forum for environmental action across the state.

Challenge

Client: The Conservation Council of Western Australia

Service: Exclusive Executive Search

Role: Executive Director

Placement: 2023

In 2023 CCWA faced a pivotal moment. Feedback from numerous member groups indicated growing concern that the organisation’s focus had narrowed primarily towards climate change at the expense of core nature conservation issues, like biodiversity protection, wetlands and forest management.

Additionally, there were calls for stronger consultation with member groups, improved governance, enhanced transparency, and more collaborative internal leadership.

NGO Recruitment was engaged to search for a new Executive Director who could refocus the organisation’s efforts towards a broader conservation agenda, strengthen relationships with stakeholders, and lead CCWA’s strategic direction ensuring a consultative, transparent culture.

Solution

NGO Recruitment studied the feedback from CCWA’s members and developed a role description that emphasised a leader with strong emotional intelligence, high-impact advocacy skills, strategic and operational leadership experience, and a commitment to biodiversity and nature protection in WA.

As predicted by NGO Recruitment, candidates with this combination of skill sets, competencies and cultural alignment were going to be scarce. The search and outreach process attracted 72 applicants, with a short list of three highly-qualified candidates.

The prioritised candidates were those who demonstrated collaborative management style, strong stakeholder engagement experience, and a proven record of representing environmental organisations in WA.

The successful candidate, Jess Beckerling, had a deep understanding of Western Australia’s unique biodiversity challenges, and embodied the collaborative, transparent, and values-driven leadership style.

Results

NGO Recruitment's search and outreach process attracted 72 applicants

We shortlisted three highly-qualified candidates who were invited to client interviews

This appointment strengthened CCWA’s focus on biodiversity and broader environmental issues

The successful candidate with all required qualifications and experience got the job offer

Climateworks Centre

Fri, 09 Jan 2026 11:34:38 GMT

Climateworks Centre, co-founded by The Myer Foundation and Monash University in 2009, has played a unique role in the transition to a net-zero future in Australia, Southeast Asia, and the Pacific. Operating within the Monash Sustainable Development Institute (MSDI) Climateworks bridges research and action and is a trusted advisor to powerful decision-makers across governments, business, and finance. Respected for its specialist analysis and engagement capabilities, Climateworks is seeking to drive system-level change in line with what is required to keep global warming below 1.5 degrees.

Challenge

Client: Climateworks Centre

Service: Exclusive Executive Search

Role: Chief Operating Officer

Placement: 2024

Climateworks Centre had reached a pivotal stage of their transformation and needed a leader to move them forward. This role would advise the CEO, and lead organisational sustainability through the people strategy, income strategy, financial forecasting, resource planning and the development of people, offices, governance, and operational systems in Australia and internationally.

We needed a candidate to lead the operationalisation of Climateworks’ vision, ensuring the implementation of the strategic plan. This included leading people and culture, income generation and diversification, and developing and managing the $22-$25m organisational budget.

Critically, this person needed to have a genuine interest and passion for a net-zero emissions future and social change methods, and commitment to fostering a diverse, equitable and inclusive working environment.

Solution

NGO Recruitment approached 120+ potential candidates to gauge their interest and received over 120 applications.

We mapped target organisations across multi-sectors to identify candidates whose achievements included adding value, operational excellence, and sustainability to corporate services, practices and models including finance and P&C, whilst nurturing high performance teams.

The successful candidate was one of seven final shortlisted candidates. She was selected for her strong multi-region HR and sales operations leadership, her commitment to developing and nurturing a diverse workforce, and her change management expertise.

Results

NGO Recruitment's search and outreach process attracted 120 applications

Seven highly-qualified candidates shortlisted

The successful candidate had strong multi-region HR and sales operations leadership, and change management expertise

Head of Engagement & Partnerships

Head Of Strategy

Roles Recruited

System Lead Cities

Head of Program Delivery

Systems Lead Sustainable Finance

WWF Pacific

Fri, 09 Jan 2026 11:13:51 GMT

WWF’s work in the Pacific spans nearly three decades with offices in Papua New Guinea, Solomon Islands and Fiji with a regional hub in Suva. Since the mid-1990s, WWF has delivered community-led conservation to protect the region's astonishing natural heritage, relied upon by millions of people for food, water and livelihoods. Striving to positively influence conservation and climate resilience agendas, WWF and the people of the region are co-creating a future where all Pacific peoples and nations are empowered, climate resilient and prosperous, with nature thriving and recovering ensuring the long-term health of Pacific ecosystems and the communities that depend on them.

Challenge

Client: WWF Pacific

Service: Exclusive Executive Search

Role: Various executive roles

Placement: 2020 onwards

Due to long-term staff attrition, WWF needed to replace country heads in Papua New Guinea and the Solomon Islands. They also required a Pacific Director to manage both country heads and their Fiji program.

The vacancies occurred almost simultaneously. The Papua New Guinea position had initially remained vacant for many months. Following a previously unsuccessful executive search process, WWF engaged NGO Recruitment to take over.

Solution

NGO Recruitment mapped candidates throughout the Pacific region and beyond to find Pacific nationals, and conservation program leaders with Pacific region experience, who could be suitable for all three positions. This was a complex exercise which required a deep search and demanded significant regional experience to understand the cultural nuances and challenges of the various country recruitment assignments.

In all, over 600 applications were received and NGO Recruitment mapped, identified, and approached over 500 potential candidates for this challenging recruitment, ensuring qualified, highly motivated, and technically competent candidates were presented for all positions. WWF were impressed with the broad, deep and highly competitive searches for all positions, and that a female, Solomon Island national candidate, who was residing outside of the country elsewhere in the Pacific was appointed.

Results

The Country Manager, Solomon Islands and the Pacific Director, Papua New Guinea for WWF Pacific placed by NGO Recruitment

Over 600 applications were received and evaluated by our team

Due to the success of the three recruitment campaigns, WWF has engaged NGO Recruitment for five further positions

The Institute for Energy Economics and Financial Analysis

Fri, 09 Jan 2026 10:36:58 GMT

The Institute for Energy Economics and Financial Analysis (IEEFA) is an international NGO promoting the global transition to a diverse, sustainable, and profitable energy economy. IEEFA examines issues related to energy markets, trends, and policies. Combining high-level financial analysis and in-depth understanding of energy economics, IEEFA supports action strategies that address climate change and energy poverty, whilst highlighting how the current energy transition makes financial sense for everyone—financial institutions, governments, regulators, corporations, and ratepayers.

Challenge

Client: The Institute for Energy Economics and Financial Analysis

Service: Exclusive Executive Search

Role: Chief Executive Officer Australia

Placement: 2024

NGO Recruitment was commissioned to recruit a Chief Executive Officer for Australia for IEEFA.

This was a demanding brief with requirements for both proven expertise and deep knowledge of financial and energy issues related to the fossil-fuel and renewable-energy industries, as well as knowledge of how marginalized communities are affected by fossil fuels and climate change.

In addition, leadership and advocacy strategy development experience was required, with the ability to manage media liaison and implement communication strategies.

Solution

NGO Recruitment took a detailed brief from the IEEFA global board and prepared a national campaign launch to attract a high-calibre technical and strategy expert for the position.

Over 130 applications were screened, and NGO Recruitment reached out to over 100 potential candidates. The most suitable candidates were then interviewed via video conference.

From a strong shortlist of seven final candidates presented, IEEFA selected a former national climate programmes leader with a Big Four consulting background in sustainability. She is an energy transition expert, originally from Europe with strong Australian experience.

Results

130+ applications were received and 100+ candidates were approached directly

A strong shortlist of seven highly skilled professionals was presented to IEEFA

IEEFA appointed a motivated energy transition expert, who met their high-level technical, strategic, and advocacy requirements

Energy Finance Analyst - Indonesia

Director of Asia Research

Roles Recruited

Energy Finance Analyst Japan

Plan International

Fri, 09 Jan 2026 09:53:09 GMT

Plan International is a rights-based development and humanitarian organisation working for better lives for all children. Plan is independent of government and has no political or religious affiliation. Plan’s purpose is to strive for a just world that advances children’s rights and equality for girls. Plan has been building powerful partnerships for children for more than 80 years and is now active in more than 70 countries. Plan is committed to the ambitious target of reaching 100 million girls over 5 years, to ensure they can learn, lead, decide and thrive.

Challenge

Client: Plan International

Service: Exclusive Executive Search

Role: Pacific Programme Director

Placement: 2021

Plan needed an innovative individual to lead its Pacific operations, to drive change and deliver results that would allow Plan to reach its target of 100 million girls.

The pacific programme director would drive Plan International’s programme and influencing work across three Pacific countries in the Pacific, setting overall direction, leading a high performing team across the Pacific, ensuring accountability for meeting resource mobilisation targets, and maintaining alignment with the global strategy. This leader would also represent Plan International to the highest levels of government, civil society, and the local and international media.

Plan’s brief was to find a multi-country programme manager, with Pacific citizenship, experienced in working with international aid organisations in the Pacific region, and who had a deep understanding of child rights and ‘gender in development’.

Solution

NGO Recruitment ran a targeted outreach and advertising campaign to identify the Pacific humanitarian professional needed to lead the region’s teams. With a focus on Pacific nationals residing in the APAC region, and with current or recent experience in the Pacific itself, NGO Recruitment launched its campaign. The team conducted detailed mapping, headhunting, outreach and targeted database strategies, and ran a broad social media and marketing campaign.

The team screened nearly 200 applications to arrive at the shortlist which surpassed the client’s expectations.

The successful candidate was a female Pacific national, with solid programme and fundraising leadership and donor compliance expertise. Experience gained in humanitarian organisations including the International Committee of the Red Cross and GIZ. The candidate had successfully led on fundraising and overseen multi-country teams, with strong gender mainstreaming experience, and a genuine passion for Plan’s mission.

Results

NGO Recruitment screened nearly 200 applications

We identified and secured the ideal candidate with the required experience and impressive leadership background

A female Pacific national, with solid programme and fundraising leadership and donor compliance expertise was appointed

Plan International has significantly enhanced its programmes reach across the Pacific region

Deputy CEO, Engagement, Australia

Executive Director, Philippines

Roles Recruited

Chief Operating Officer, Australia

Chief Financial Officer, Australia

Country Program Manager - Gender, Equality & Inclusion, APAC

Join NGO Recruitment at the FIA Conference 2025

Tue, 21 Jan 2025 10:54:54 GMT

NGO Recruitment is excited to announce we will be attending the FIA Conference 2025 at the International Convention Centre Sydney , 19–21 February 2025. Visit us at booth 16 and discover how NGO Recruitment can help you grow your team from good to great!

This year’s conference theme, “More Great in Your Good”, aligns perfectly with our goal to support fundraisers in building exceptional teams and advancing their careers. Whether you’re looking to strengthen your organisation with the outstanding talent, explore new career pathways, or simply want to connect, we’d love to meet you.

�� Find us at booth 16

��️ Book a meeting with us: Schedule here

See you at the FIA Conference!

Redundancy in the NFP Sector: a Step-by-Step Guide to Navigating Change in 2025

Mon, 13 Jan 2025 11:42:02 GMT

Organisational cuts are an unfortunate reality in today’s global economy, even in the field of not-for-profit. NGO Recruitment’s Manager, Asia Pacific & International, Lois Freeke was asked to comment on this topic for DEVEX , and we took it further and created a checklist for candidates who might have lost their social impact job recently.

While it may initially feel like a setback, a redundancy can be an opportunity to reflect and reposition yourself for the next phase of your career. Whether you’re considering a new direction this year or aiming to deepen your impact in a particular sector, below are key steps to make the most of this challenging time.

Step 1: Reflect on Your Career Goals and Future Direction

Redundancy offers a moment to pause and reassess your career. Before diving into job search, take time to reflect. Ask yourself:

What do I want from my career?
Am I still passionate about what I do or am I close to burnout? (Tip: are you using your ‘motivated skills’ that energize you, or the ‘burnout skills’ you are good at but which drain you?)
What kind of organisation fits my values? Do I want to consider working with cause-driven start-ups, large INGOs, or consulting firms focused on social impact projects?
Am I ready to upskill? Is there anything new or exciting I would like to learn?

Once you have clarity on your goals, you’ll feel more confident about your next steps—and more motivated to pursue them. If you would like to access the full career coaching DIY toolkit and questionnaire and learn more about the NFP jobs market and where your skills and experience may fit, check NGO Recruitment’s comprehensive guide.

Step 2: Begin the Job Search Process

When you feel ready to re-enter the job market, it’s time to take the necessary steps toward securing your next role. Lois estimates that in the current conditions obtaining a new position in the APAC not-for-profit sector can take three to six months on average, so be patient and consistent. Here’s how to approach the search strategically:

Update your resume and LinkedIn profile. Remember to tailor your CV for each role, avoiding jargon and acronyms that might confuse someone who is unfamiliar with your specific niche. Highlight your most recent achievements, emphasize your unique value proposition and selling pints (which make you a competitive candidate) and do not forget to add any professional development or courses you have completed recently.
Research potential vacancies. Regularly check platforms specializing in NFP jobs, such as ProBono, Ethical Jobs, Devex, just to name a few to understand which organisations hire positions you would be interested in and what the requirements are. Start to build a target list of organisations which represent the causes that most resonate with you and can use your skills and experience.
Build your network and take a proactive approach to your job search. Spend less time scrolling through job boards and more time building the contacts who can hire, refer, and educate you about your chosen career pathway. Rather than passively applying, reach out to your network for constructive information gathering conversations and to learn more and gain introductions where possible.
Contact specialised recruitment consultants. Recruitment firms focusing on the not-for-profit and international development sectors, like NGO Recruitment, can provide guidance and access to opportunities not always advertised. Build relationships with these professionals —they can be valuable allies in your search.
Stay persistent. Rejection is part of any job search, but don’t let it deter you. View each application and interview as a step closer to your ideal role and a learning experience.

Step 3: Use the Transition Period Wisely

Redundancy is also a chance to invest in your personal and professional development. Use the time between jobs to enhance your skill set and make yourself more competitive in the job market:

Take online courses and read relevant books. Platforms like Coursera, edX, and LinkedIn Learning offer affordable courses on topics ranging from project management to data analysis and leadership. NGO Recruitment’s Careers Guide has proved to be extremely helpful to hundreds of candidates worldwide.
Network strategically. Attend industry events, webinars, or conferences. Building connections with peers and mentors can uncover hidden job opportunities.
Volunteer your skills or mentor others. Not only will you stay active in the sector or gain missing experience, but you will also demonstrate your passion and adaptability to future employers.
Focus on your well-being. Burnout is a common challenge nowadays. Use this time to recharge, prioritise your health, and cultivate hobbies that bring you joy. Reward yourself for job search wins and milestones.

Final Thoughts: Embrace the Opportunity

While redundancy is rarely easy, it doesn’t have to define you or your career. By reflecting on your goals, taking structured steps to re-entering the job market, and using your downtime to upskill and grow, you can turn a challenging situation into a new successful chapter of your life. Stay patient, stay focused, and trust in your ability to navigate this stage of your life.

NFP Workforce Planning and Salary Snapshot 2024

Mon, 09 Sep 2024 12:21:20 GMT

As Australia’s largest NFP sector executive search and recruitment partner, we are uniquely placed to track hiring intentions and remuneration trends across the sector. Our annual survey provides invaluable insights into current NFP employment trends and recruitment challenges.

This year’s findings reflect the current economic climate, with high inflation, interest rates and cost of living impacting hiring intentions and salary expectations. According to our survey, over two-thirds of potential new hires now expect higher salaries due to economic pressures, and securing better pay elsewhere remains the number one reason why people are leaving NFP organisations.

While NFPs are finding it marginally easier to recruit this new financial year compared to immediately after the pandemic, retaining talent is proving harder. We are therefore partnering with our clients to revisit workforce planning, attraction and retention strategies to find innovative ways to work within budget constraints.

At the end of this report, you will find our latest salary snapshot based on our internal recruitment data and extensive market research, with average figures exclusive of superannuation, bonuses and benefits for most roles within the sector. We have seen an average 3-6% salary increase in the last 18 months depending on role and size of organisation, and expect further increases across the board in the next 12 months.

A sincere thank you to everyone who participated in our survey. We hope you find the research included within this report of value and we welcome any feedback.

Richard Green | Director | NGO Recruitment

OVERVIEW

In July 2024, NGO Recruitment surveyed 100 Australian NFPs to assess hiring and remuneration intentions over the next 12 months, as well as current recruitment challenges and shifts in workplace culture.

At a high level, the optimism reflected in our previous comprehensive survey in 2022 has given way to realism, with NFPs adopting a more cautious approach to workforce planning post-pandemic. Workforce demand has stabilised, with 55% of NFPs surveyed intending to hire this financial year, compared to 66% in 2022. 22% do not plan to increase headcount, and 13% of those surveyed intend to decrease headcount, up from only 4% two years ago. 11% are unsure.

Despite this uncertainty, NFPs are finding it easier to recruit than two years ago, when severe talent shortages and record-low unemployment posed significant challenges. With our borders open and short-term visas readily available, NFPs surveyed reveal being inundated with low-quality or unsuitable applications for junior roles, making it difficult to identify qualified candidates.

Conversely, there are often no applicants for highly skilled, senior or technical roles. Skills shortages in these areas remain a considerable challenge for many internal teams, who the partner with external recruitment agencies for their depth and breadth of search expertise.

Even though our survey found that it is marginally easier to recruit in 2024, interestingly, almost half of NFPs surveyed find it harder to retain talent than two years ago. Respondents to our survey cited new generational demands from younger more progressive generations as a key issue, but the overwhelming reason why people are leaving is for more competitive remuneration elsewhere.

SALARIES

According to our survey, 84% of NFPs intend to raise salaries this year, a drop from 91% immediately after the pandemic. Among those surveyed, 42% consistently give annual pay raises in line with enterprise agreement changes, while 28% will raise salaries this year mainly due to inflationary pressures and the increased cost of living.

Notably, as mentioned above, our survey found the number one reason people leave organisations is for better pay elsewhere. When we asked respondents whether potential new hires now expect higher salaries due to inflation and the cost of living, 66% said yes.

Due to budget restraints and uncertainty around fundraising revenue, NFPs are already adopting more creative workforce planning strategies to meet salary expectations during the hiring process. Our survey found that 48% negotiate additional benefits to balance salary demands, 20% consider more junior candidates, 17% offer part-time hours to candidates, 4% hire fewer people, and 11% focus on other areas.

Additional benefits include options for creative workplace flexibility, increased annual leave, special leave or study leave days, and even four-day work weeks which have proven highly productive.

Despite the effectiveness of offering competitive salaries, NFP boards and CEOs are still relying heavily on workplace flexibility and mission-based reputation as key attraction strategies over higher-than-average remuneration. For many NFPs, there needs to be a shift in mindset to accept the need to adjust salaries to these inflationary pressures where possible, especially when competing against organisations with the same reputation and appeal.

HYBRID WORKING

Our 2022 survey confirmed a significant shift towards hybrid and remote working within the sector: 60% of respondents said they were working in a more hybrid manner, with 31% working predominantly remotely, positively impacting productivity. In 2024, 89% of those surveyed now work in a hybrid manner, with 0% working predominantly remotely. 11% of respondents, including frontline staff, are still required to work in a physical workspace. 78% of those surveyed said they had set work hours but could be flexible when necessary.

Hybrid working is evidently now the norm in the NFP sector, providing well-acknowledged productivity and work-life balance benefits. Workplace flexibility is non-negotiable for most people and continues to be a major draw for talent and a key retention strategy, despite some organisations pushing for a mandatory return to the office five days a week.

TOP ROLES IN DEMAND

Of the top roles most in demand this financial year, 36% of NFPs surveyed stated fundraising, marketing, communications and events teams are their top priorities. 33% are focusing primarily on program and project delivery roles, and 31% are recruiting counselling, casework and frontline roles.

OUTLOOK

As inflationary pressures ease and potential interest rate cuts are on the horizon, market conditions are expected to remain steady for the next 12 months. NFPs need to be open to new recruitment approaches and strategic in retaining and attracting the best people for their organisation. This includes remaining agile, staying updated on salary expectations and embracing workplace trends, especially with regard to younger generations.

The challenge of hiring highly technical people for the sector will persist regardless of market conditions. NFPs not using a search agency need to ensure that HR and talent acquisition teams spend enough time actively searching for candidates rather than relying solely on those who apply through job boards. Salaries must be adjusted according to inflationary pressures and increased appropriately to retain and secure the best talent.

Feel free to download the full report and please do not hesitate to contact us if you have further questions or feedback.

Welcome to NGO Recruitment’s latest Workforce Planning and Salary Snapshot FY2024/2025.

Interview series, part 16: Branden Barber, Chief Executive Officer at Rainforest Rescue

Mon, 29 Jul 2024 07:21:19 GMT

Rainforest Rescue (RR) is a not-for-profit organisation that has been protecting and restoring rainforests since March 1999 by providing opportunities for individuals and businesses to Protect Rainforests Forever.

Branden Barber, a lifelong environmentalist, joined Rainforest Rescue as the CEO back in 2018. His career had started with a degree in Environmental Studies from UC Santa Cruz, he cut his teeth with Greenpeace International on the Rainbow Warrior and then ran the Victorian State Office for Greenpeace Australia. In the last 30 years, Branden has been involved with multiple environmental organizations as staff or as a consultant, served on the Leadership Teams at both Rainforest Action Network and Amazon Watch, and has sat on several boards – always with a focus on the environment.

You became RR’s CEO six years ago. Do you remember your experience through the recruitment process and what was your major motivation to accept this job offer?

I do remember my experience – I was in California and I wanted the opportunity to put my organisational development experience and skills to work in Australia at a nature positive organisation. My original plan had been to spend time in the USA gaining experience that would benefit the environmental sector in Australia. This seemed to be the perfect opportunity. As I was overseas at the time, the initial engagement and discussion with NGO Recruitment about the job was via phone, followed by video conference interviews with NGO’s consultant Louise Furlong and the Rainforest Rescue board chair and members. NGO Recruitment facilitated all aspects of the process including interviews, reference checking and psychometric testing and salary negotiation, as well as being a sounding board and providing information to assist with the subsequent relocation of my family from California to Australia.

Rainforest Rescue is celebrating a 25th anniversary this year, 6 of which have been under your leadership. Can you tell us how RR has evolved over the years, what challenges the organisation has overcome and plans for the future?

It’s great to be at an organisation with history – and strong conservation outcomes overall. Before I came on board, Rainforest Rescue had 70Ha of rare and threatened Daintree habitat under our protection. In the last 6, we’ve increased that by 50Ha. We used to produce 12,000 trees a year for limited restoration. Now we have the capacity to produce 150,000 trees per year and our intention is to support the nature positive Green Economy, providing restoration services and biodiverse and species-diverse seedlings for the region’s restoration efforts. The board has been renewed during my tenure – with some board members having been on the board for 14 years. We renewed our voting membership. We increased staff from 5 to 16 plus contractors and volunteers. Our revenue has increased 5-fold. We have strong partnerships and are working closely with the local aboriginal corporation and local traditional owners. Our culture has grown with the team and we are proud to be Rainforest Rescue, together.

So – we’ve overcome significant challenges and now have a clear road forward that includes significant intact habitat protection, significant habitat restoration, and significant seedling production. We’re learning our way through and into the carbon and nature positive markets as ways to support the increased scaling of our operations and capacity to continue our growth so that we may make the greatest contributions possible to mitigating the climate and biodiversity crises.

How does Rainforest Rescue engage individuals and businesses in its mission to Protect Rainforests Forever?

We have a growing business partnership program – engaging businesses not only as supporters, but as advocates for our work, their partnership in itself encouraging more and more companies and business leaders to support Rainforest Rescue.

There are so many ways that a business can support us – with ten different Partnership tiers and programs, every business supporting our work – large or small – has a valuable place in the Rainforest Rescue Family.

We have grown this Partnership program significantly over time – with over 185 businesses involved, and several of those are at our highest tiers. Businesses vary in their engagement – some send teams of employees to our annual community tree plantings, some have regular reports to their clients on their contributions to RR and how that is showing their commitment to the environment and to the climate, and then we have businesses who contribute in-kind support. Business supporters are a significant part of what Rainforest Rescue does and is achieving. We would be so far behind where we are now without our business supporters.

They help us move the needle on large-scale change: helping us protect over 2 million square metres of under-protected Daintree lowland rainforest, plant over 370,000 tree to repair damaged Daintree habitat, and establish the region’s largest seed nursery – aiming to grow one MILLION seedlings within the decade, to in turn repair damaged rainforest regionally.

We believe business can be a massive proponent for change – and at Rainforest Rescue – they already are.

Can you share any upcoming projects or initiatives that Rainforest Rescue is particularly excited about?

We are extremely excited to be starting our first Queensland Government Land Restoration Fund Project. This is part of our strategy to grow the restoration economy locally – working with landholders to restore ex-agricultural land in a way that is financially beneficial for them – and good for Nature, people and planet.

What is your recipe for leading a successful not-for-profit organisation?

Openness. Transparency. Accessibility. Compassion. Inclusivity. Decision-making.

How many people work at Rainforest Rescue? What qualities do you appreciate most for in your team members?

We’re up to 16 plus contractors and volunteers. They are all excellent people. I often say we hire unicorns at RR – they are rare and magical . Each of our staff members brings unique qualities that enhance the overall organisation – the whole being greater than the sum. I’m very proud of the team that has come together to make RR more successful than ever.

What recommendations do you have for individuals considering a role within the environmental protection sector?

Go with your heart. Follow your passion. Work with people who will look out for you – and you will in turn look out for them.

The 25th anniversary is an impressive milestone for Rainforest Rescue. What are your celebration plans?

We’re running a series of stories and engagement points to inform and inspire people. You can see them here.

I’m genuinely looking forward to the next 25! There’s so much to do – and no time to waste. Join us!

To support Rainforest Rescue’s mission and contribute to the protection of rainforests, we encourage everyone to visit their website and explore ways to get involved, whether through donations, volunteering, or spreading awareness.

Interview series, part 15: Richard Green on NGO Recruitment’s 20 Years Anniversary

Mon, 08 Jul 2024 07:14:39 GMT

For 20 years, NGO Recruitment has been an executive search and recruitment trailblazer for the Australian and APAC NFP sector. Visionary founder and director of NGO Recruitment, Richard Green reminisces about his early days and reveals his team’s greatest achievements.

What initially inspired you to carve out a long and successful career in the NFP sector?

In my twenties, I spent a year in Europe and remember being horrified by emerging pollution concerns such as acid rain, the depleting ozone layer and climate change. I came back to Sydney with a drive to work for an environmental cause in some way and joined Greenpeace as a fundraiser shortly after. This was an incredible first step into the NFP sector. I didn’t realise it then, but my exposure to best practice fundraising at Greenpeace influenced the rest of my 15-year career with NGOs such as UNICEF and later when recruiting fundraisers for the not-for-profit sector.

How and why did you go on to establish NGO Recruitment?

I was working as a fundraising consultant for the Fred Hollows Foundation, and when it was time to hand over my strategy, Clive Miller, who was the fundraising manager at the time said, ‘Do you know anyone who could implement this? Could you recruit someone for us?’ As it happened, my brother Michael ran a recruitment company, and I thought, why not? So, in partnership with Michael, the Fred Hollows Foundation became my first client. Thank you Clive! And with a lot of hard work and determination, NGO Recruitment grew from there.

How was the market at the time?

In the early days, there were a couple of established NFP sector recruiters in Victoria, given there’s a more significant culture of philanthropy in and around Melbourne. But in Sydney, we had no direct competitors. I knew there was an opportunity to specialise in this sector and to offer real fundraising recruitment and consultancy expertise. Today, the market has matured. NFPs now have access to a wide range of extremely knowledgeable NFP sector recruitment specialists. This new layer of competition and choice is proving to be a positive development for the sector.

Why do you think NGO Recruitment is now such a well-respected sector partner?

People come to us and want our advice, and we discuss what’s best for their organisation. Essentially, our clients treat us like a consultancy, not just a recruitment agency. We now have many longstanding client relationships and sometimes we’re the only constant from a recruitment perspective. After 20 years, we often know more about an organisation’s history than the current leadership. We’ve also recruited broadly across the many NFP sub-sectors, sourced board chairs, CEOs, entire senior leadership teams, and are now renowned for our depth and breadth of sector knowledge. Organisations come to us for senior and hard-to-fill roles, and we always deliver.

What have been some of your greatest achievements in the last 20 years?

Every time we make a placement, it’s a great achievement. Over the years, with each placement, we’ve slowly built a respected brand trusted by a sector which can sometimes be understandably cautious when partnering with external suppliers. Since we opened our doors, we have recruited thousands of diverse people for our clients, from international NGOs campaigning for human rights and Indigenous health bodies to grassroots organisations delivering disability services and more. The trusted relationships we have developed with Indigenous organisations in particular continues to be very rewarding.

We have also achieved excellent results for our climate action and environment clients in the Asia Pacific who are working tirelessly to tackle the enormous global challenge of climate change. The APAC region is an immature candidate market, so we’re often required to recruit from outside the sector. We are extremely strategic in the way we conduct our searches, and our APAC desk is now one of the best in the business. I continue to be very proud of my team and the work we do in Australia and internationally.

So what’s next for NGO Recruitment?

With the current economic climate and ongoing skills shortages it is hard for NFPs to find good candidates on their own, so NGO Recruitment will continue to provide a valuable service. NFP organisations have responded to us so positively over the years, and know there’s a real benefit in working with us to recruit hard-to-find people.

We’ll continue to grow organically as new opportunities present themselves. We’ll also remain focused on maintaining our high service levels and positive consultative approach. We’re looking forward to seeing what the next 20 years bring!

The Fight for Talent in the Climate Change Battle

Mon, 08 Apr 2024 06:32:23 GMT

Since 2010, NGO Recruitment’s international desk has recruited for a wide range of not-for-profit organisations worldwide, sourcing both local and expatriate candidates for roles based in the Asia Pacific region and internationally.

Head of NGO Recruitment’s Asia Pacific and international team, Lois Freeke , now supported by Aya Long , is highly successful at searching for a wide range of positions including country and regional leadership, program management positions, marketing and communications, training, research and analysis, advocacy and campaign strategists, and fundraising and philanthropy roles.

Lois is currently experiencing a high demand for international climate, environment and renewable energy-related professionals and takes time out from her busy schedule to give us a quick update.

You can download this article here.

Thank you for talking with us today, Lois. We understand you’re super busy at the moment. What’s driving demand in your markets?

I’ve been recruiting in this space for five years and while we’ve always been focused on sourcing candidates for a wide variety of international NGOs operating within the Asia Pacific, it’s the climate action sector and environment sector that are currently driving most of our current demand for professionals across the region. Addressing the challenge of climate change has obviously become a huge global concern. NGO Recruitment is witnessing considerable growth in demand for climate advocacy and strategy roles ranging from conservation, renewable energy acceleration, environmental and social governance and sustainable finance.

The challenge for us is that it’s a relatively immature market where candidates with 10 to 15 years of experience are few and far between. We’re often required to bring people in from outside this sector as there just isn’t enough talent available on the ground, or because they need specific networks or sector knowledge. We need to be extremely strategic in the way we conduct our searches.

What skills are most in demand?

We’re seeing a high demand for private sector talent in climate and environment jobs currently, especially those with skills, experience, networks and knowledge of sustainable finance and corporate engagement and influencing in particular. Sustainable finance roles, for example, engage with the finance sector to influence investment and finance out of fossil fuel projects and

Many candidates we’re placing have transferable finance and private sector experience, whether they’ve worked as analysts, bankers, or in private equity, for example. Depending on the market, it’s more common now to find people in the private sector motivated to move into a not-for-profit setting and join the climate movement. However, the challenge we face is that these candidates often don’t have the advocacy, influencing, campaign and campaign strategy skills our climate action clients also require. As an example, finance sector engagement combined with advocacy is an extremely hard to find skillset.

So how do you fill these skills gaps?

We have a range of strategies to find transferrable skills and experience whenever possible. Sometimes we go to other markets and bring candidates back to their home countries from overseas. Sometimes we will negotiate with clients about where they might be able to compromise and what skills can be taught. Most of the time, we do lots of work behind the scenes to prepare our candidates for the interviews and educate them about the sector and the role. We have created a selection of relevant resources and information and share them with our candidates to help them prepare for meetings with our clients when necessary.

We have also written and produced a comprehensive NFP careers resource – The Ultimate Careers Guide to the Australian and Asia Pacific Not-for-Profit Sector – to assist with career transition and development. I also personally volunteer as a career mentor to climate job seekers via Work on Climate and #opendoorclimate and run weekly sessions to help candidates transition into the sector.

There are many different tools at our disposal, but at the end of the day, we always need to conduct extensive research and very, very deep multi-country, multi-level executive searches. And our success in this sector is evident. We’ve built up organisations focused on advocacy within the climate movement as well as research and think tank organisations, and we have successfully recruited for every conceivable role related to climate, showcasing the effectiveness of our recruitment strategies.

Which countries are you most engaged with?

Climate action NGOs focus on countries where there is a massive need for climate work. We specialise in the Asia Pacific region and Japan has been a key market for us recently. The country has traditionally been very conservative in getting investment out of fossil fuels and into clean energy and it is a challenging market to recruit in for many reasons. Other countries where we’re busy include Indonesia, Korea, the Philippines, Singapore, and Thailand, as well as Australia sometimes.

Often our searches are multi-country, and currently we are searching around the Pacific and Oceania, too. When sourcing sustainable finance candidates, we primarily focus on finance hubs with the highest numbers of financial service institutions, such as Hong Kong, Singapore, and sometimes Bangkok. We have searched all over the world and also have placed candidates in the US, the UK, and Europe.

How different is conducting a search campaign in Asia Pacific compared to Australia?

Every country has its challenges and differences, generally we are conducting in-depth multi-country searches and headhunting can be difficult in some markets. For example, in Japan potential candidates don’t respond to job advertisements or messages as readily, or engage with recruitment consultants in the same way as they do in Australia, so there’s a lot of intricate work involved in building relationships. Our international searches tend to be more time-consuming and technical, involving headhunting and research across continents.

We have also been actively recruiting for fellowships that are on a rise in the Asia Pacific region as well as globally. Here, we’re looking for transferable skills and strong mission and vision alignment, and training is then provided on how to operate within a not-for-profit environment and ecosystem.

This can include advocacy, theory of change, campaign skills, strategic thinking, and so on. This is one way that the sector is developing the necessary talent it needs.

We’re also seeing an increase in the number of career platforms offering climate career transition and education support to plug the skills gaps via education and certifications. These include Terra.do , Work on Climate , Voiz Academy and Australian online platform Global Futures for sector education.

A lot of free education is being circulated, and many climate network members are willing to share their time with people interested in moving into this important area. One example is Open Door Climate , a movement started by the chief innovation officer at the Environmental Defense Fund, Daniel Hill. Hundreds of climate professionals worldwide are now available for 10-15-minute career chats about how they got into their jobs and offer advice for people looking to get into the network.

Organisations like Work for Climate and Project Drawdown are also helping people become internal climate champions within their organisations.

There’s lots of hope in this sector and a growing demand for climate education, fellowships, career platforms and coaching. Many people would love to work in climate if they only knew how, and that’s what we’re also supporting where we can, to then be able to provide the very best talent to our client organisations.

high greenhouse gas emitting projects and into renewable energy projects to accelerate clean energy transition across the region. Candidates with corporate sustainability, clean energy policy leadership, and ESG experience are in demand because of their capacity to help drive clean energy transition in the private sector.

What’s your outlook for 2024?

We are continuing to face the challenges of talent short market, but this is where we thrive. I have no doubt the demand for sustainable finance and private sector engagement roles will continue to drive demand for talented private sector professionals across the region who have the motivation, transferable skills and experience to pivot into the climate sector. More regional corporate sector platforms and initiatives are

emerging which are driving renewable energy demand from the buyer side.

At NGO Recruitment, we are seeing increased demand for roles in the decarbonisation of high greenhouse gas emitting fields, including concrete, heavy manufacturing, automotive, transportation, textiles, cities and infrastructure more generally.

Career Audit: Top 5 Questions for Success

Thu, 14 Mar 2024 06:23:30 GMT

A career in the not-for-profit sector is a rewarding pathway for many, and finding the right fit is crucial for your long-term satisfaction and success. In this blog post, we delve into the concept of a career audit, a powerful tool that can help you assess your past experiences, preferences, and aspirations to guide you towards a fulfilling NFP career.

Non-profit organisations place a significant emphasis on cultural alignment when hiring new talent. The nature of the sector involves collaboration and a shared commitment to a common mission. Just like in the corporate sector, organisational cultures within the NFP sector can vary widely. Before making a step forward, reflect on the environments you have thrived in and the types of people you have worked with to identify the organisational cultures that align best with your values and work style.

Unlike private or government organisations, nonprofits often operate with leaner resources. This means that employees might need to be more hands-on, taking on various responsibilities to support the organisation’s mission. Understanding and embracing this aspect of non-profit work is vital for a successful transition. As you explore the sector, keep in mind the potential need for a more dynamic and flexible approach to your role.

Conduct Your Career Audit

With 20 years of NFP recruitment experience, we always recommend our candidates to start by conducting a thorough career audit. Reflect on your past experiences, writing down the positions you previously held and considering the following key aspects:

1. Work Type/Roles You Most Enjoyed

Reflect on the specific tasks and responsibilities that brought you the most satisfaction. Identify patterns in the roles that made you feel fulfilled and engaged. This can guide your search for positions within the NFP sector that align with your skills and passions.

2. Types of People You Most Enjoyed Working With (Colleagues)

Consider the dynamics of your previous teams. What characteristics and qualities did your favourite colleagues possess? Collaboration is integral in the nonprofit sector, so identifying the types of people you work best with will help you find a team that fosters a positive and supportive work environment.

3. Types of People You Most Enjoyed Working For (Leaders)

Reflect on the leadership styles that resonated with you. Consider the qualities of the leaders who inspired and motivated you. Whether it’s a visionary approach, a supportive demeanour, or strong mentorship, understanding your preferences in leadership will guide you towards organisations with leaders who align with your values.

4. Types of Environment You Most Enjoy Working In

Think about the physical and cultural aspects of your past work environments. Did you thrive in a dynamic, fast-paced setting, or did you find satisfaction in a more structured and collaborative atmosphere? Identifying your preferred work environment will help you narrow down organisations that match your preferences.

5. What You Find Most Satisfying About Your Work

Dig deep into your past roles. What aspects of your work brought you a sense of accomplishment and fulfillment? Whether it’s contributing to a meaningful cause, making a tangible impact within the organisation, or fostering positive change, understanding what satisfies you will guide your search for roles that align with your values.

Utilising Your Career Audit Insights

With the insights gained from your career audit, you can now approach your NFP job search with a targeted and informed mindset.

Ask Informed Questions:

During job research and interviews, use your insights to ask thoughtful questions about organisational culture, leadership styles, and the nature of the work. This demonstrates your commitment to finding the right fit.

Align with Your Values:

Seek out organisations that align with your values, work preferences, and career goals. The non-profit sector is diverse, and finding the best match will contribute to a more fulfilling and impactful career.

Embrace Hands-On Opportunities:

Understand and embrace the potential for a more hands-on role in the sector. Demonstrating your adaptability and willingness to contribute in various ways will make you a valuable asset to your employer.

Partner with a Specialist Recruiter:

A specialised recruitment agency serves as a trusted ally on the way towards a purpose-driven career. With a career audit in hand and our consultant’s support, candidates can significantly increase their chances of finding that perfect role.

Developing a career in the NFP sector requires self-reflection and strategic planning. By analysing your past experiences and preferences, you can find an organisation that not only values your skills but also aligns with your values on all levels. At NGO Recruitment, we know that it is not just about finding a job – it’s about finding a community and a cause that resonates with your passion and values. Use your career audit as a compass to steer you towards a rewarding and purpose-driven career in the world of nonprofits.

For more guidance on NFP careers, check out The Ultimate Careers Guide to the Australian and Asia Pacific Not-For-Profit Sector.

Interview series, part 14: Mahir Momand, Chief Executive Officer at Rotary Australia World Community Service

Mon, 04 Mar 2024 06:15:13 GMT

Rotary Australia World Community Service (RAWCS) is a not-for-profit organisation aiding disadvantaged communities globally. Mahir Momand, the new Chief Executive Officer, shared insights into his career, challenges and plans.

When did you join RAWCS and what was your major motive to accept this job offer?

I joined RAWCS recently, taking on the role of CEO to steer the organisation’s strategic and policy direction. My entire career, spanning over 20 years, has been dedicated to the not-for-profit and development sector, with prior experiences at organisations like the United Nations and the World Bank. Prior to joining RAWCS, I spent two years in a commercial banking role, but eventually sought a position where my values resonated more. With the assistance of Lois at NGO Recruitment, I found this role and gladly accepted it.

My motivation to work in the not-for-profit sector stems from childhood experiences living as a refugee 3 times in my life. International NGOs not only provided for our basic needs but also helped with my formal education. Now, at RAWCS, our projects align perfectly with my values, working with communities facing challenges similar to those of my childhood.

What kind of people are you looking for in your team, and what qualities and skill sets are needed in the NFP sector and at RAWCS in particular?

We look for people passionate about their work in the not-for-profit sector, driven by a genuine desire to assist others. However, passion alone is not sufficient; individuals must also possess intelligence and skills relevant to their roles.

In the not-for-profit sector, individuals must be prepared to bring their skills and continually upskill. I’ve found that applying commercial thinking to achieve social outcomes enhances productivity and encourages innovative, out-of-the-box thinking. In essence, bringing passion is essential, but prospective team members should also come prepared with the necessary skills to navigate the challenges and make a meaningful impact.

When you came to Australia, what kind of challenges did you have, and what was helping you along the way?

Approximately 13 years ago, due to persecution for my human rights and development work, I had to flee Afghanistan and eventually seek refuge in Australia. This transition presented considerable challenges, not only because I had to leave my entire life behind but also because I was diagnosed with post-traumatic stress disorder (PTSD) at the time. Adjusting to the different work culture in Australia added another layer of complexity.

The initial three years in Australia were intense, marked by resilience and a deep appreciation for life. Having faced life-threatening situations back in Afghanistan, I developed enormous resilience, which continues to propel me forward every day. Surviving near-death experiences and appreciating the gift of life served as powerful motivators during my early years in Australia, allowing me to overcome challenges and contribute positively to my new environment.

What recommendations do you have for anyone wishing to work at a not-for-profit organisation?

The not-for-profit sector has historically been viewed as a ‘soft’ sector, emphasising good intentions. However, to succeed in NGOs, individuals must bring a high level of professionalism and skills. Anyone interested to join the NFP sector should bring both passion and skills. While goodwill is crucial, success in the sector requires dedication, hard work, and a commitment to ongoing personal development. Preparation and a proactive approach contribute significantly to making a meaningful impact in this dynamic and rewarding field.

What are your professional priorities and plans for 2024?

Upon taking on the role, one of my primary objectives was, in collaboration with the board, to formulate a new strategic plan for RAWCS covering the next three years. This involved a collaborative three-day strategy workshop, and we are set to finalise the plan in April. My aim is to ensure a shared understanding among the Board and the broader team regarding our goals and objectives.

I’m also focused on promoting an agenda to attract younger individuals to become Rotarians, thereby securing the future development of RAWCS and its projects. Collaborating with sister organisations and initiating joint projects is another significant aspect of my plans for 2024. Moreover, I aim to modernise RAWCS by introducing new systems, governance models, and innovative thinking. Despite its successful history since 1966, our new strategic plan focuses, amongst other areas, on modernising RAWCS to align with contemporary standards. In essence, these initiatives will be my focus for the next 12 months.

To support RAWCS and to find out more about their humanitarian projects, please visit their website.

Ikigai – Your First Step Towards Meaningful Job

Mon, 19 Feb 2024 06:09:11 GMT

Numerous NGO Recruitment’s candidates have a fundamental desire to find meaningful work, contribute to a cause that is important to them, or ‘give back’ to society. They feel their life and career lack purpose, or that they have spent the first part of their careers in a job that didn’t ultimately fulfil them. We hear these sentiments daily from NGO Recruitment’s job seekers who often struggle to articulate what meaningful work means to them and are not sure how to find it.

If you need help making your desired transition into a not-for-profit (NFP) sector job, and you would like more clarity about your options, you can start with exploring the Japanese concept of IKIGAI.

Ikigai is a Japanese concept referring to something that gives a person a sense of purpose, a reason for living. The concept has long existed in Japanese culture, but was first popularised by Japanese psychiatrist and academic Mieko Kamiya in her 1966 book “On the Meaning of Life” (生きがいについて, ikigai ni tsuite). [1]

In his 1996 book “What Makes Life Worth Living? How Japanese and Americans Make Sense of Their Worlds”, Gordon Mathews talks about these basic concepts:

What you love
What you are good at
What the world needs
What you can be paid for

This diagram from Mark Winn (2014) illustrates the interrelationship of these concepts. Exploring each of these areas can help clarify what makes work meaningful for you and what some options for your career transition might be.

If you are interested to find out more or to access a self-coaching workbook, you can purchase The Ultimate Careers Guide to the Australian and Asia Pacific Not-for-Profit Sector here.

___________

[1] Kamiya, Mieko (1980). “『生きがいについて』 (“On the Meaning of Life” in Japanese)”. Japan: Misuzu Shobo. ISBN 4622081814.

Your Not-for-Profit Career as a Frontline Worker

Tue, 29 Aug 2023 06:08:31 GMT

Frontline and field workers are the people at the forefront of organisations who often work long hours and accept increased risk, yet still dedicate their time and skills to assisting and supporting people and causes who need it most. Doctors, nurses and paramedics are just some of the very important frontline and field roles that exist in our society today.

Jobs in which employees are in a frontline or field position are active, engaged and dynamic. They usually involve working with clients, patients or service users directly, and this makes them demanding, but highly rewarding. Such positions are recruited for most commonly by NGOs, INGOs and multilaterals (alliances involving multiple countries) at a number of scales, ranging from local community services providers to large regional organisations to global multilaterals such as the UN. The shortage of skilled frontline workers in rural and regional Australia is a common pattern world-over, and there will always be demand for these positions.

Field positions typically refer to on-the-ground postings in low-income countries (including short-term assignments), for example those advertised by the UN or an organisation like Médecins Sans Frontières. Some of these roles involve being on-call 24/7 at times (e.g. as a nurse), while others have more traditional hours. Being a Field Officer can refer to a range of job types and responsibilities: for example, field officer positions advertised by the United Nations Development Programme (UNDP) include Rule of Law and Access to Justice Officer; Environment and Water Management Field Officer; and Health Field Officer. Often these positions last one year, sometimes more or less.

If you are a candidate with transferrable frontline skills looking for a career change, you could be considered an attractive candidate for a frontline or field position. Below are the inherent skills and experience that may be required.

Skills may include:

Specific professional and technical skills relevant to the role
Willingness to work in unstable, under-resourced or ‘difficult’ settings
Good people skills and ability to communicate effectively
Adaptable and able/willing to work in a team (multicultural in a field posting)
Ability to speak a language other than English for some field postings
Community engagement and relationship-building with Stakeholders

Relevant experience may include:

Full qualification and registration in relevant professional area
For roles in INGOs and multilaterals, usually 3+ years of relevant post-qualification professional experience, including clinical experience where appropriate (and sometimes 3 months+ of relevant work, volunteering or travel experience in a low-income country for field roles)
For educator roles, usually a high level of subject-specific knowledge and/or pedagogy or education, as well as experience in educational material development and workshop delivery

If you wish to have a rewarding and impactful career by utilising your frontline skills and experience, then making a career move into the NFP sector may be what you are after. To assist you in making the move, we have collated a list of job types that fit under the remit of frontline and field:

Support Worker, Social Worker, Carer, Caseworker, Counsellor, Psychologist, Mental Health Specialist, Clinical Director, Clinical Team Leader, Clinical Coordinator, Interpreter/Translator, Field Security Manager, Nurse, Doctor, Midwife, Biomedical Scientist, Surgeon, Clinical Officer, Occupational Therapist, Personal Assistant, Community Health Officer, Outreach Officer, Educator, Engineer, Field Officer.

To continue learning how you can translate your skills and to develop your social impact career, you can purchase your copy of our careers guide here.

Stay tuned for our next blog post and keep up to date with NGO Recruitment’s latest NFP sector insights by following our LinkedIn page or by regularly checking our website for more updates.

Featured image – courtesy of UNCHR.

Interview series, part 13: Melinda Ledwith, Donor Relationship Manager at Women’s Legal Service QLD

Thu, 25 May 2023 05:51:40 GMT

Women’s Legal Service Queensland (WLSQ) is Queensland’s only state-wide specialised community legal centre providing free legal and social work help to women and their children impacted by domestic and family violence and sexual assault. Each year WLSQ helps nearly 8,000 women and their Statewide Helpline answers between 60 and 90 calls per day from Queensland women seeking help.

WLSQ’s Donor Relationship Manager Melinda Ledwith was among scholarship recipients at the FIA Conference 2023 sponsored by NGO Recruitment and she kindly agreed to answer our questions about her role at Women’s Legal Service Queensland.

How long have you worked with Women’s Legal Service Qld and what are your major responsibilities?

I started working for Women’s Legal Service Qld (WLSQ) in January 2021 with a small 6-month hiatus mid last year, returning again in November 2022. It’s been such a joy to be back with the WLSQ team and do all that we can to support women impacted by domestic violence.

My role as Donor Relationship Manager involves engaging, nurturing and expanding our wonderful community of supporters to ensure WLSQ can achieve our mission. I am a people-person by heart, so I love building new relationships and managing existing partnerships with like-minded people and organisations who believe in our work. I am also responsible for writing all of our donor communications and donor strategy.

Grants, trusts and foundations management also falls into my portfolio as I love writing a (hopefully!) compelling proposal for funding and establishing connections with these organisations. It’s always great to be able to report back to a funder on how their support has changed the lives of the women and children we support.

Plus, as a small fundraising team of 4 we all just get in and do whatever is needed to make things happen so some days I could be putting up a marquee, selling raffle tickets or trying to figure out how to create Salesforce reports!

What is your professional background and what motivated you to join the NFP sector?

Before joining the NFP sector 8 years ago, I had a long career as a retail buyer mainly in apparel, working firstly for a department store in Houston, Texas and then Australian retailers like David Jones and Rebel Sport.

Then life happens and my son got seriously ill, making me really reassess what I wanted to do with my career once he got better. I was fortunate to see the impact funding makes to research, hospitals and generally the work of NFPs and knew I had to give back some way for saving my son’s life. So I took a bold leap of faith and changed careers!

I will always be so grateful to my first NFP CEO Belinda at Westmead Medical Research Foundation who gave me my first role in the sector, she really believed in me and took the time to mentor me.

You received the NGO Recruitment scholarship to attend the FIA Conference in February 2023. What were some of the highlights of the event for you? What effect did the Conference have on your role and organisation?

Yes, thank you so much to NGO Recruitment and FIA for the fantastic opportunity.

The experience was a valuable opportunity to listen and learn from many knowledgeable speakers, network with industry colleagues and explore new opportunities to expand our fundraising reach at WLSQ.

WLSQ is currently investigating new ways to diversify our fundraising, so the conference was perfectly timed to hear from many varied and experienced fundraisers on what is working, and not working, for their organisations.

I found the Middle, Major and Philanthropy, Individual Giving and Fundraising How To learning pathways particularly relevant to our organisation’s current needs and particularly loved ‘Myth Smashers’ where very brave fundraisers stand on stage sharing interesting points of view.

Both our team and I are benefitting greatly from this opportunity to expand our knowledge, understanding and pursue new ways of connecting with our supporters and generating additional income for our organisation.

What were your major achievement last year? What challenges have you faced?

Last year we won a significant grant to expand our office space at our Annerley office. Our team of solicitors and social workers has grown rapidly as the demand for our free legal and welfare services for women impacted by domestic and family violence has sadly increased across Queensland. This funding has allowed us to build three additional offices to hold private, confidential meetings and phone calls with our clients and re-configure our open plan seating to accommodate more staff. This project was vital for the current and future needs of our organisation and our clients.

Like most NFPs, our challenge is always how do we secure enough funding to help all of the women contacting our service. Our State-wide Helpline answers between 60 and 90 calls per day from Queensland women seeking help, equating to over 13,000 calls answered each year. Sadly, almost 1 in 3 calls currently go unanswered due to increasing demand.

There is so much work to do to achieve our mission of accessible legal and social justice for a safer future for women and children but we are determined to get there.

What are your plans and priorities for the next 12 months?

Specifically for my role in fundraising, we want to grow our donor program. The majority of our fundraising activities and revenue raising have been previously centred around holding amazing events, which we will still continue. However, we are looking to diversify our fundraising activities by expanding into an individual giving program.

The team and I are currently developing the strategy and look forward to rolling it out over the next 3 years. I am currently learning to write and execute appeal campaigns so that’s an exciting (and a little daunting) challenge ahead for me!

Top Transferrable Skills for your Fundraising Career

Wed, 03 May 2023 05:46:06 GMT

Fundraising is an integral part of every not-for-profit organisation’s infrastructure, as there is always an ongoing demand to generate more income for the longevity and impact of an organisation. The definition of fundraising varies depending on the style and size of the tens of thousands of organisations that make up the Australian and Asia Pacific not-for-profit sector. This ongoing demand to raise funds also results in an ongoing demand for career fundraisers.

There are many roles that fit under the remit of fundraising, partnerships, and external relations. While fundraising and relationship-building skills can be learnt and developed on the job to a certain extent – particularly for entry-level roles, there is no replacing years of professional experience managing stakeholders and a fundraising portfolio when it comes to high-level fundraising.

If you are a candidate with transferrable commercial skills looking for a career change, you could be considered an attractive candidate for a fundraising role. Below are the inherent skills required.

Ability to develop relationships with stakeholders and influence/engage with them for productive results.
Demonstrated ability to meet commercial targets and generate revenue.
Excellent communication skills, including the ability to write professional communications copy.
Project/programme/marketing management skills and data visualisation skills.
For digital fundraising roles, appropriate digital, database and social media skills.
Excellent presentation skills and ability to create visually compelling presentations.
An understanding of reporting to key stakeholders on evidence and impact.

If you have a keen interest in contributing to the NFP sector and helping your target organisations accomplish their projects and goals, then making a career move into the fundraising sector may be the fulfilling and rewarding path you’re after. To assist you in making the move, we have collated a list of job types that fit under the remit of fundraising, partnerships and external relations. When searching for fundraising positions, these are the types of roles that you should be looking out for which also reflect the required skillsets, potentially transferable from other sectors.

Keep up to date with NGO Recruitment’s latest NFP sector insights by following our LinkedIn page or by regularly checking our website for more updates. To learn more about the structure of the NFP sector, head to our previous post , to read about climate change movement navigate here.

Your Career in the Climate Change Movement

Thu, 30 Mar 2023 05:31:43 GMT

In our previous blog post we spoke about animal welfare/rights organisations in the not-for-profit sector and provided our readers with a comprehensive list of organisations in Australia and the Asia Pacific region. In this blog we will be shifting our focus to climate change organisations and the important role they play in preventing and reducing environmental damage.

Climate change and environmental organisations make decisions that influence the choices of millions of consumers around the globe and play a pivotal role in raising awareness and addressing the effects of climate change. Climate change organisations have the ability to pressure policymakers and governments to listen to scientific experts and to take the consequences of climate change seriously.

If you’re concerned about the effects of climate change on our world, then making a career move into the sector may be the fulfilling and rewarding path you’re after. Below is a compilation of Australian and Asia Pacific based climate change organisations. Please also do your own research as there are many we haven’t included.

Across the climate change sector there is a broad range of in-demand jobs, from head office roles such as sustainability officers/managers, global & digital campaigning specialists, operations and HR managers, fundraising and executive officers, to more frontline roles such as environmental consultants, scientists and researchers who specialise in climate, energy, oceans, ecosystems, health, science, and more. To gain familiarity within these types of roles or to begin applying for jobs within the climate change sector, head to the job boards or visit the career pages listed below.

When searching for roles within the climate change sector, you may come across phrases or words that you are not yet aware of. To help you gain familiarity, we have collated some popular phrases within the sector and their definitions below:

Climate Justice – As described by Friends of the Earth “Climate justice means finding solutions to the climate crisis that not only reduce emissions or protect the natural world, but that do so in a way which creates a fairer, more just and more equal world in the process. As injustice is a root cause of the climate crisis, so fighting for justice must be at the heart of the solutions”.

Energy Transition – As described by S&P Global “Energy transition refers to the global energy sector’s shift from fossil-based systems of energy production and consumption — including oil, natural gas and coal — to renewable energy sources like wind and solar, as well as lithium-ion batteries”.

Renewable Energy – As described by the United Nations “Renewable energy is energy derived from natural sources that are replenished at a higher rate than they are consumed. Sunlight and wind, for example, are such sources that are constantly being replenished. Renewable energy sources are plentiful and all around us”.

Climate Change Governance – As described by The World Bank “Climate change governance uses institutions to address governance failures, strengthen incentives and build capability for climate action”.

Climate Change Disclosure – As described by the European Commission “They provide guidance for companies on how to report on the impacts of their business on the climate and on the impacts of climate change on their business”.

Stay tuned for our next blog post and keep up to date with NGO Recruitment’s latest NFP sector insights by following our LinkedIn page or by regularly checking our website for more updates.

When your large NFP organisation experience is not an advantage

Wed, 08 Mar 2023 05:25:58 GMT

Lois Freeke, NGO Recruitment’s manager for Asia Pacific & International, recently spoke with Devex, an international media platform with a focus on global community development. The article focuses on the misconception that having a large international company as an employer will allow for an easy job transition process. Unfortunately, this is not always the case.

Jobseekers from international NGOs (INGOs) can sometimes face negative stereotypes. Hiring managers can regard these candidates as being less agile, overpaid, and doing jobs that are not relevant to their needs. For example, UN organisations have positions with titles like technical officers, section heads, or peacekeepers, that are not found in smaller NGOs or other organisations. INGOs are known for their complex business processes, that have an impact on how people work and behave in the workplace.

Lois advises jobseekers coming from large INGOs to market themselves effectively when searching for a new role.

Below are our recommendations on how you can maximise your chance of landing a new role when transitioning from an INGO:

Translate your experience into the language of the organisation you are applying to join – avoid jargon and abbreviations that a hiring manager may not understand.
If you have a very ‘market-unfriendly’ job title that doesn’t exist in your target organisation, use a more widely spread equivalent on your LinkedIn profile and resume.
Pay attention to how you present your cultural fit to the target organisation. If they are seeking traits such as agility and flexibility, address those in your application and profile. Your cover letter and LinkedIn summary section are good places to show your working or leadership style. Practise your career impact stories to demonstrate the results you have created in a larger organisation context, and show how they will benefit your target employer.
Make sure your motivation for your target organisation and its mission is clear – a smaller organisation may assume you are not interested in staying with them long-term.
Get referred in, build your network of allies to help recommend you to the hiring managers and decision makers in your target organisations. Plan ahead, don’t wait until you have been with the same large organisation so long that you might be seen as too senior or too institutionalised and a ‘flight risk’.

If you are transitioning from a large INGO and would like to maximise your chances of landing a new career opportunity, then we encourage you to apply the above steps in your job search process. To learn more about what other career experts have to say, you can read the full Devex article here .

Keep up to date with NGO Recruitment’s latest NFP sector insights by regularly checking our website for updates and following our LinkedIn page.

Voice to Parliament

Fri, 17 Feb 2023 05:23:17 GMT

Later this year the Australian population will be asked to answer a referendum on Indigenous Constitutional recognition through a Voice to Parliament, a body enshrined in the Constitution that would enable Aboriginal and Torres Strait Islander people to provide advice to the parliament on policies and projects that impact their lives. It will also give the Australian government the opportunity to make policies with rather than for Aboriginal and Torres Strait Islander people. If the referendum passes, three clauses which can be viewed here , will be added to the Australian Constitution.

This change is important because for over two centuries, Australia has seen failed policies created by government, with little to no input or engagement from the Aboriginal and Torres Strait Islander people who are directly affected by these failed policies. Having Aboriginal and Torres Strait Islander people in parliament who understand the real challenges within Indigenous communities and know the appropriate action to take in order to deliver meaningful results, is why Voice to Parliament is so important.

The Voice to Parliament campaign officially begins on the 20th of February, which you can support by sharing and posting their tools and resources . To learn and discover more, you can begin a short twenty minute course that takes you through Indigenous Constitutional Recognition through a Voice, and why a Referendum is required to make it happen. Click here to begin your learning journey today and stay up to date with the campaign by following From the Heart on Instagram and Facebook .

By supporting an Indigenous Voice to parliament, together, we can take this opportunity to build a stronger Australia that recognises the past, celebrates diversity and creates a better future for us all.

Animal Welfare NFPs in Australia & the Asia Pacific region

Thu, 09 Feb 2023 05:18:36 GMT

In our previous blog we spoke about the structure of the not-for-profit sector in Australia and the Asia Pacific region. In this blog, we will be focusing on animal welfare and rights as a sub-group of the NGO sector. Animal welfare charities are on the increase with approximately 1,300 charities in total registered with the Australian Charities and Not-for-Profits Commission (ACNC). We’re unaware of a register for the APAC region.

Animal charities form the best, and often only line of defence for animals. They bring awareness and help eliminate the suffering and harm endured at the hands of humans and natural disasters. There are many different types of animal charities dealing with a broad range of welfare issues such as cruelty, wildlife trafficking, farm animal welfare, habitat protection, plant-based lifestyle advocacy, marine mammal advocacy and animal exploitation in entertainment.

If you’re passionate about the safety and health of animals, then making a career move into the sector may be the fulfilling and rewarding path you are after. Below is a compilation of Australian and Asia Pacific based animal welfare charities. Please also do your own research as there are many we haven’t included.

Download Animal Welfare/Rights NFPs Infographic

Across the animal welfare/rights sector there is a broad range of in-demand jobs, from head office roles such as business development, operations, fundraising, human resources, and executive management to more frontline roles such as technicians, veterinarians, investigators, researchers, wildlife rehabilitators and animal shelter operators. To gain familiarity within these types of roles or to begin applying for jobs within the animal welfare/rights sector, you can head to Ethical Jobs.

Stay tuned for next week’s blog where we’ll be talking about climate change focused organisations. Keep up to date with NGO Recruitment’s latest NFP sector insights by following us on our LinkedIn page or by regularly checking our website for more updates.

For more detail on the animal welfare/rights sector visit the Australian Government website.

Structure of the Not-for-profit Sector

Mon, 30 Jan 2023 05:12:03 GMT

Have you ever thought about making a career move into the not-for-profit (NFP) sector or looking to progress your existing NFP career? Then this introduction into the definition and structure of the NFP sector within Australia and the Asia Pacific region may be the answer you need into taking that step.

Unfortunately, there is no definitive and internationally agreed upon answer to the question of what constitutes the NFP sector. This is because different stakeholders have different ways of interpreting the boundaries of the sector, i.e. what is included vs. excluded in its remit. This makes defining the NFP sector difficult. What constitutes a NFP organisation? Do they operate in the public or private sphere? Are there other organisations in the NFP sector beyond those we typically think of?

To an extent, the answers to these questions are relative to different countries and sets of criteria. Broadly speaking, however, the NFP sector can be defined as encompassing organisations whose profit is reinvested into their operations to continuously improve the services they provide for a wider social, environmental, cultural or philanthropic purpose. In its broadest form this definition includes organisations such as non-governmental organisations (NGOs), charities and intergovernmental organisations (IGOs), as well as public sector organisations such as government bodies, community services, arts and cultural associations, hospitals, educational institutions, and faith-based organisations.

The activities and focus areas of organisations in the NFP sector includes but are not limited to, human rights, arts and culture, disaster relief, international development, conservation, the environment and climate, sustainability, education, youth and children, disability, Indigenous rights, community development, animal welfare and aged care.

A range of organisation types make up what we know as the NFP sector and they can operate at a local, national, regional of global scale. Below is a diagram of the different types of NFP organisations but please note not everyone will distinguish and define NFP organisations as we have done here.

Keep up to date with the latest NFP sector insights by following us on our LinkedIn page or by regularly checking our website for more updates.

Interview series, part 12: Jo Kennedy, Fundraising and Event Coordinator at Pegasus

Fri, 13 Jan 2023 05:05:09 GMT

Pegasus, Riding for the Disabled ACT is one of Canberra’s oldest local charities, and it takes great pride in delivering therapeutic horse facilitated programs and activities to people with a disability in Canberra and the local region. In June last year Jo Kennedy applied for a scholarship and attended the FIA Conference 2022 in Sydney. Today we asked her to share her story with us – how she became a fundraiser, what her responsibilities are, what challenges she faces and what plans she has for the future.

How long have you worked with Pegasus, Riding for the Disabled, ACT and what are your major responsibilities?

I’ve worked for Pegasus as the Fundraising and Event Coordinator for just over 15 months (and volunteered with Pegasus in the program delivery side for three years before that). As we are a very small not-for-profit (with the equivalent of 5 FTE , approximately 150 volunteers and 16 wonderful ponies) my role encompasses a lot of variety. I am the only fundraising staff and I work in a part-time capacity. While my overarching major responsibility is ‘Fundraising’ for our organisation, this includes:

working closely with our CEO to engage, foster and support the relationships between Pegasus and our donors, whether they are a major sponsor, donor, or individual buying raffle tickets at an event.
drafting our appeals (Tax and Christmas) and now grant applications.
coordinating our major annual fundraising events (Pegasus Charity Golf Day, Pegasus Charity Race Day, Pegasus Open Day) from seeking sponsorship, finding keynote speakers, sourcing auction/raffle prizes, sending invitations, submitting dietary requirements and guest experience; and
managing and coordinating fundraising volunteers at these and other events through the year.

What is your professional background and what motivated you to become a fundraiser/ transition to the NFP sector?

I’m a very accidental fundraiser. I was previously a public servant working in policy for 16 years and made a lifestyle change to give more support to my youngest son diagnosed with Autism Spectrum Disorder and who was about to navigate school.

While in kindergarten he had a golden opportunity to participate in the program at Pegasus to learn to ride a horse! After visiting Pegasus and watching him ride, I was struck by how absolutely amazing this service is and how confident he was with all the support given (participants may have two side walkers and a leader for their pony plus the coach and sometimes an assistant coach). In 2019 I started volunteering as a side walker (an emotional and physical support for the rider with disability, as required) and loved working with the participants in this role. I volunteered a few days a week and found it so inspiring to see what the kids could achieve working with the horses. As my son was thriving in school, I thought it might an opportunity to look for work. Matt Watson, Pegasus CEO, offered me a couple of hours paid work in ‘fundraising’. I had no idea what that encompassed, but I said a big YES.

When I first started, I found a podcast by the Fundraising Institute of Australia (FIA) and this really gave me an overview of the fundraising landscape. It also gave me a heads up to how many other fundraisers there are working in diverse roles in this industry. This is how I found out about the FIA conference and then NGO’s sponsorship of a conference scholarship for one lucky not for profit in each state/territory.

You won the NGO Recruitment scholarship to attend the FIA Conference in 2022. What were some of the highlights of the event for you? What effect did the Conference have on your role going forward?

For us at Pegasus, Riding for the Disabled ACT, fundraising equals delivering our unique horse facilitated therapy and directly improving the lives of our wonderful participants with disability. We can do great things within a small organisation with the right skill set. Attending the FIA conference can expose attendees to hundreds of new ideas and ways to think about and deliver initiatives, and it expanded my fundraising skill set. Being able to participate in the conference and hear from so many diverse fundraising organisations, has had a long-term positive impact on me and my role here at Pegasus.

Highlights for me were being able to select the type of workshop to attend in each segment, so you could choose small/large organisations or specific fundraising projects etc. I was able to meet and speak with fundraisers in other small not-for-profits, this is an unparalleled opportunity with so many from the fundraising sector attending and willing to share their stories. The conference is a chance to hear about the successes, failures, and learnings of other like organisations so we can utilise and shape that information as it might apply to us. It is less about being in competition for fundraising dollars, more about collaboration so that everyone can benefit. The keynote speakers (in 2022 included Samantha Bloom opening and Stan Grant closing the conference), really gave an emotional reminder of the ‘why’ to working in fundraising.

Another major bonus to come from attending the conference and being a member of FIA is that I applied to work with a mentor, and have been meeting with them (Kate Eddy, CARE Australia) for a couple of months. Their willingness to share over 22 years knowledge in the fundraising sector has had a huge impact on my journey in fundraising already.

What were your major achievement in 2022? What challenges have you faced?

In 2022, we had a wonderful charity golf day, ran a successful radio campaign culminating in a live broadcast and donations, a huge Pegasus Charity Race Day with the most guests we have had to date, and a successful grant application that will see 100+ of our volunteers given formal disability training. We reached our fundraising targets in 2022 and have begun to seek opportunities for in-kind donations that will also support the amazing work that Pegasus can do i.e., a staff team building day from one of our partner organisations will be delivered in January 2023.

What are your plans and priorities for the next 12 months?

In 2023, we are planning to take a more strategic approach to fundraising looking at the costs and efforts involved with our fundraising initiatives and their financial returns. Some fundraising events might be fun to run, but we must focus on what gives us best financial returns to fund our wonderful programs. I will be representing fundraising at our board periodically with a view to our 50th anniversary year.

Thanks again to NGO Recruitment for your support through the FIA conference scholarship in 2022.

Five Mistakes to Avoid in Your Non-Profit Job Application

Wed, 07 Dec 2022 04:54:22 GMT

NGO Recruitment consultants receive hundreds of applications daily and are trained to carefully screen them to identify the candidates who most closely match our client’s brief. If you are not having any luck with your non-profit career applications, make sure you are avoiding these common mistakes to increase your chances of being invited to an interview in an NGO.

Mistake #1 Not following application instructions

Make sure you follow the application advice when you apply, many candidates will omit a well-written cover letter which can make the difference between being invited to an interview – or not.

Check to ensure you are applying for a position that you have valid working rights for. Positions in Australia will usually require you to be a citizen or have residency and working rights, and positions we advertise for Asia/international will usually state if sponsorship is available. If a cover letter is requested, you should include one.

You should address the skills and experience required in your application, both in your resume and cover letter. If you do not meet most of the criteria and you cannot demonstrate any related transferable experience, you might consider if it is a good use of your time to apply and wait for a more suitable opportunity.

You can also send your resume for inclusion on our database and check our postings regularly for updates.

Candidates who apply for every vacancy regardless of their suitability will not be helping build their professional personal brand. It is better to selectively contact our consultants with a quality application. Usually, a Word document is preferred.

Mistake #2 Not tailoring your application

A generic cover letter or resume shows you have not tailored it to the job and will detract from your application, it may mean your application gets less attention, or is not progressed if it appears to be irrelevant.

A cover letter is a chance to brand yourself as a well-qualified candidate, especially if you are missing some of the required experience. You can also explain any special circumstances (such as a planned relocation, an employment gap, or a transition from another sector or job function) and your motivation for the role and the organisation’s cause in your cover letter. This is very important to include on non-profit sector applications.

Make sure your cover letter is well written and addresses the key selection criteria identified in the advertisement you responded to or via the position description we’ve sent you, so the consultant reading it will want to read more in your resume. Do not copy chunks of your resume in your cover letter, it is better to paraphrase in your cover letter for maximum effect rather than repeat the same content. NGO Recruitment often receives applications with resumes not tailored to the job the candidate is applying for, and our consultants then check the cover letter to see if there is any additional information to help them assess it, but often the cover letter is a generic one, or it’s not included at all.

It is true that an experienced recruitment consultant is well trained to first scan your resume to see if you appear to meet the key selection criteria before reading on. If your resume’s heading, summary, and skills section are not communicating your strengths and unique point of value, your application may not be progressed.

Your resume and cover letter:

should have a clear and modern format
should be easy to read and scan
must communicate your fit to the key selection criteria
must demonstrate the previous roles’ responsibilities and achievements
must demonstrate your commitment or connection to the organisation’s mission

You should have a version of your resume tailored to each job function you are applying for, this way you only need to tailor the top section each time you apply, and perhaps make a few small updates to the rest. By addressing the skills and experience requirements in the position description or advertisement, and using the same terms and language, you will be able to show the reader that your experience is a closer fit.

Our consultants also look to see if you have held similar responsibilities to what our clients are looking for, and what the results and impact of your work have been. Ensure your resume is achievement focused, rather than a list of position responsibilities which does not usually differentiate you or communicate your unique value proposition. You should also ensure your achievements are backed with factual evidence and quantifiable by using compelling data and figures, which are more convincing than vague statements.

Mistake #3 Failing to highlight transferable experience

If you are trying to transition into the non-profit sector you will need to show in your resume that you have the motivation and understanding of the role. Include transferable skills and experience, as these will allow you to make a smooth transition and start adding value in the role as quickly as possible.

Our executive search consultants usually need to see evidence of your commitment to the social impact sector, in the form of related work experience, voluntary or community work. If you do not have direct sector experience, ensure your connection to the cause of the organisation is clear, demonstrating your commitment to a career move to the not-for-profit sector. The cover letter is also another chance for you to showcase your transferable experience, motivation, and cultural fit.

Cultural fit should not be overlooked in a non-profit application. Our consultants are carefully trained to ensure the candidates we shortlist are not only skilled but also have the ‘soft skills’ that will help them fit well into our clients’ organisations.

Study the cultural competencies required, pay attention to the language of the position description and advertisement and visit the organisation’s website for more information on the organisational culture. You are more likely to be viewed as a potentially suitable candidate, if you tailor your application with these requirements in mind.

Mistake #4 Having an inconsistent online profile

Recruitment consultants will often check your online presence, especially your LinkedIn profile, if they need more information. A LinkedIn profile that does not align with the resume is a red flag for consultants. Ensuring that dates and job titles are aligned with your resume, will avoid any misunderstanding around your application.

LinkedIn profiles that do not have a photograph can also be overlooked by recruitment consultants so be sure to include an updated and professional photo. Photos are not recommended on your resume.

Mistake #5 Not checking for errors

It is surprising how many applications contain obvious spelling mistakes, too many different font types and sizes, are applying to the wrong role or are addressed to a different organisation or contact person. Make sure you are not screened out at the first stage by making these basic mistakes.

Avoiding these mistakes will greatly increase your chances of success with your job application.

Check our current job listings at our website and follow our LinkedIn page for updates.

NFP Hiring Insights and Salary Snapshot

Mon, 29 Aug 2022 13:55:17 GMT

Our latest salary snapshot is available now.

If you would like to discuss it with us, please contact our team.

The NGO Recruitment Hiring Insights and Salary Snapshot 2022

The Australian NFP sector is heading into the new financial year with renewed energy – and has welcomed the change in federal government, the latest NGO Recruitment Hiring Insights and Salary Snapshot shows. But even though hiring intentions are stronger than this time last year, the majority of those NFPs surveyed are experiencing tough recruitment challenges faced with a highly competitive jobs market.

Download NFP Hiring Insights and Salary Snapshot 2022 here.

In July 2022, at the start of the new financial year, NGO Recruitment surveyed a cross-section of 100 Australian NFPs to gain a snapshot of hiring and remuneration intentions over the next 12 months, current recruitment challenges and the lasting impact of the pandemic on the sector.

Compared to NGO Recruitment’s July 2021 survey*, this year’s findings are more optimistic, with the majority of those surveyed focused on new program delivery and increasing headcount. 65% of those surveyed intend to hire this financial year, compared to only 48% this time last year when strict public health orders were in place across several states.

Workforce demand is now stronger than ever, largely due to the ongoing societal impact of Covid-19 and an increased need for the sector to deliver frontline and mental health services, community housing and quality aged care. The change in federal government is also boosting investment in the community and environment.

However, 77% of those surveyed are currently finding it hard to recruit, and 41% are also finding it tough to retain talent.

“We’re witnessing a huge, unprecedented demand for roles across all disciplines and sub-groups of the Australian NFP sector,” says Richard Green, Director, NGO Recruitment. “This severe talent shortage is being compounded by a record low unemployment rate and the ongoing impact of Australian border closures, which resulted in a net migration loss in 2021 for the first time since 1947.

“The current labour market is therefore highly competitive across the entire economy. NFPs need to develop ever more sophisticated attraction and retention strategies to secure the limited number of candidates available.”

SALARIES

According to the survey, 91% intend to raise salaries this year compared to 71% this time last year. And while 29% of those surveyed always give annual pay rises in line with enterprise agreement changes, 43% stated they are raising salaries this year due to inflationary pressures and the increased cost of living. Interestingly, when asked why people are leaving their organisations, 39% of those surveyed said the number one reason is more competitive remuneration elsewhere.

“After several years of relative stability, rising inflation and subsequent cost of living increases are putting upward pressure on salaries across all industries,” says Richard. “The NFP sector, where remuneration is fairly restrained, is particularly sensitive to these economic conditions, so it’s not unexpected that most NFPs intend to raise salaries this year. What remains uncertain, however, is the impact this pressure will have on current budgets and program delivery.”

IMPACT OF THE PANDEMIC

Not surprisingly, 65% of NFPs surveyed stated the Covid-19 pandemic has had a lasting and significant impact on their organisation. The survey also confirmed the seismic shift towards the normalisation of hybrid and remote working where possible within the sector.

60% of those surveyed stated they are now working in a more hybrid way, and 31% now work predominantly remotely. And although 46% of those surveyed stated productivity stayed the same during the pandemic, a remarkable 33% stated productivity increased as a result.

“The productivity and work-life balance benefits are huge for those employees who can work from home. But not only that, the success of hybrid and remote working during the pandemic has vastly changed the employment environment,” says Richard.

“Workplace flexibility is now non-negotiable for the majority of candidates we work with and employers who aren’t flexible are failing to attract the best talent.”

TOP ROLES IN DEMAND

Of the top roles most in demand in the next three months, almost half (43%) of those NFPs surveyed stated fundraising, marketing, communications and events teams are their top priority (up from only a quarter last year). 36% are recruiting counselling, casework and frontline roles and 33% are focusing primarily on program and project delivery roles. “During the early stages of the pandemic, where events and face-to-face volunteer fundraising became impossible, we witnessed a necessary pivot towards online fundraising strategies and the need for relevant digital skills in this area,” says Richard. “We’re now seeing a renewed energy for and more diverse approach to fundraising, and subsequent high demand for the talent required to generate these essential revenue streams.”

OUTLOOK

After two and half years of resilience and responding effectively in times of crisis, the sector is now focused on driving essential program delivery. Optimism is currently high, with 45% of NFPs surveyed expecting the recent change in federal government to have a positive impact on their organisation.

Although hiring and program delivery intentions for the next 12 months are strong, NFPs will continue to face the challenges of a highly competitive labour market. As a result, talent attraction and retention strategies need to be ever-more sophisticated with a move away from an over-reliance on reputation, towards a specific focus on offering workplace flexibility, competitive remuneration and career progression.

“NFPs need to take a more entrepreneurial approach to finding talent as it’s not just about posting an advertisement online,” says Richard. “In this current climate, recruitment in our sector is like finding a needle in a haystack, and it can take weeks or sometimes months of searching to find the right person. NFPs, therefore, need to have the right workforce planning in place and make sure internal and external hiring processes are as flexible and agile as possible.”

____________________________

*Compared to NGO Recruitment’s Hiring Intentions survey findings FY2021/2022.

ABOUT THE SURVEY

In July 2022, NGO Recruitment surveyed a cross-section of 100 Australian NFPs to gain a snapshot of hiring and remuneration intentions over the next 12 months, current recruitment challenges and the lasting impact of the pandemic on the sector. Comparisons are made with NGO Recruitment’s Hiring Intentions survey findings FY2021/2022.

Download NFP Hiring Insights and Salary Snapshot 2022 here.

What do you want to learn?

Mon, 06 Jun 2022 13:25:42 GMT

Source: Pro Bono News

Do you know what you really want from a job? Be ready to talk about it in an interview, it can help you as much as it helps the employer.

It’s a common interview question, “what do you want to get out of this role?” – and one that you should welcome. It suggests the person interviewing you is interested in you and where you are headed, and not just focused on FTE headcount or quickly filling a position.

And your response to this question can be used advantageously in several ways.

It’s a strong opportunity to show initiative, demonstrate experience and stand out from your competitors in the interview process.

But, as with anything, you need to be prepared.

Lois Freeke of NGO Recruitment says preparation remains number one for any interview.

“You will almost undoubtedly be asked about your short or medium term career goals so make sure they relate to the role you are interviewing for,” she told Pro Bono News.

“And [make sure] that you have prepared an answer that shows how your experience to date has prepared you for this role.”

Prepare some brief-but-eloquent mental notes on skills you gained, or knowledge you’ve gleaned in past roles. Remember, you can build on this too – perhaps in your last position, you learned a certain amount about a particular skill or area of expertise, and now you want to learn more.

The other great thing about this conversation is that it gives your prospective employer specific feedback: if they hire you, and they’re a collegiate and invested organisation with a healthy culture, they’ll identify appropriate and mutually beneficial ways to help you achieve your goals.

A good organisation will know all its staff members’ respective strengths: if they can identify strong skillsets and potential to further develop and activate them across their staff group, they’ll start to team-build around those attributes.

As ever though it’s important to stay realistic: if you’re a great writer and want to learn about SEO – great. But, at the interview stage it’s best to stay in the field; if you’re interviewing for a book-keeping position, maybe keep that burning ambition to be a record producer on the down-low for now. And as ever, stay concise.

“Don’t talk about aspirations which are not related to the job,” Freeke says.

“Make sure you have thought about it carefully and present realistically ambitious aspirations that support, rather than hinder, your job application.”

One great way to identify and then articulate what you want from a position is to dial back to some fundamentals.

Freeke recommends a simple three letter acronym tailored to the purpose.

“Structure your answers using a device like C.A.R – challenge, action, result, and then always add T, to tie it back to the organisation and job. This helps keep your answers on track,” she says.

And as ever, you have to walk the talk.

“Make sure results are data-backed and illustrate your related contributions and further enhance your candidacy,” Freeke says.

Asian fund execs depart industry to make more ‘tangible’ ESG impact

Thu, 07 Apr 2022 12:56:50 GMT

Ignites Asia recently reached out to seek insights from NGO Recruitment about why ESG (environmental, social and governance) fund executives are leaving their financial careers in search of roles in the social impact sector. Lois Freeke, our Manager for Asia Pacific & International Recruitment spoke with Ernest Chan from Ignites Asia. Unfortunately, due to Ignites Asia being a paid subscription service, we can’t reproduce the entire article, so we have summarised key points and added additional insights in this article.

Asian Ignites Asia, a Financial Times service, is an online source of news, business intelligence and analysis for and about the asset management industry in Asia. Ignites Asia is the sister publication to Ignites in the U.S. and Ignites Europe

The role of the asset management industry in advancing environmental, social and governance principles has taken off in recent years, with a growing emphasis on the wider impact of engagement, stewardship and responsible investing on a range of sustainability objectives.

But some fund executives, ranging from former CEOs to heads of ESG, have made the decision to step away from the industry altogether in pursuit of opportunities that they believe can have a more direct impact on sustainability compared with the limitations of working within an asset management company.

Chan interviewed a c-suite funds executive who cited “pushing ESG issues” as the reason for leaving his corporate career, and the potential to drive real and tangible impact gives such executives a strong sense of fulfilment they have not been able to fund in their investment careers.

Chan had noticed a growing number of investment professionals who are looking to move away from asset management sector for jobs in the sustainability sector.

Lois Freeke, Melbourne-based manager for Asia Pacific and international at NGO Recruitment, says there has been a “definite increase” in the number of investment and finance professionals seeking to make a jump into jobs focused on climate change and conservation because they felt their work was not ethical or value-aligned, even among those working in ESG roles.

“We see a large number of mid-career professionals from the finance sectors who want to increase their ability to drive social impact” says Freeke. “They want to ‘give back’ and find something more purposeful and more fulfilling to do with their career now that they’re established.”

Other finance executives interviewed had found that ESG was just a concept in their corporate job and that being involved in a no-profit or social impact organisation meant you can have a direct impact on sustainability issues, which was more “exciting” and “fulfilling”.

NGO Recruitment recruits many roles within the climate change field and accelerating the transition to clean energy is key to many of our clients’ agendas. The opportunity to help drive this transition inspired one former Asia bank executive Chan interviewed to transfer her work in the renewable energy and infrastructure sector in her corporate sector work to actually develop renewable energy projects when she joined a sustainable energy organisation. The severe pollution in Asia is also often a key driver in decision making for many Asia-based finance executives.

Other executives who have left the funds industry did so in order to drive change in asset management companies from the outside. One vice president with a leading conservation INGO felt she had gained a broader view of how different organisations engage in ESG issues and she is now able to provide advice around sustainable investing practices. Working in funds had also given her insights on ESG regulations and standards, as well as data integrity issues.

NGO Recruitment has also worked with funds executives who feel their work is serving their organisation, but not in the most ethical way possible, and their values are not being met. Due to their own desire to help drive more social impact, and create a cleaner world for future generations and their own children, they feel morally compelled to seek opportunities to help accelerate the transition away from fossil fuels.

NGO Recruitment has also found that remote working and more time to contemplate their career and its greater meaning during Covid has resulted in many mid-life career changers wanting to transition out of the corporate sector and join a purpose-led organisation.

Barriers to entry

For funds executives looking to make the switch, having that crossover with existing skills and experience is critical, but there are likely to be other deterrents that make the move less attractive.

In NGO Recruitment’s experience of candidates transitioning from asset management or banking for example to a career with a climate activist organisation, there can be some key selection criteria requirements that are difficult for corporate sector candidates to bridge.

Campaign strategy and diverse stakeholder relationships, such as with other NGOs, research institutes, government, think tanks, and donors, can be two obstacles. NGO Recruitment has experience transitioning candidates who have gained campaign strategy from outside a non-profit, for example in volunteer, board, or political positions.

Understanding barriers and also the drivers of clean energy transition and the strategic thinking abilities to develop a multi-faceted strategy are also often requirements from NGO Recruitment clients whose mission is to accelerate clean energy transition. Having a demonstrated track record influencing change at the policy level is also more difficult, but not impossible, to demonstrate from outside of the social impact sector.

A major barrier for those wanting to go into the not-for-profit sector, in particular, is compensation, where they could be facing a 20% to 30% pay cut, says NGO Recruitment’s Freeke.

“Some candidates face rejection after rejection because they’re not prepared to take the salary cut,” says Freeke.

Other challenges include adapting to work in a leaner organisation than they are used to in the investment sector.

“They want to work with more support, they’re not prepared to be as hands-on, or they might have to take a role that’s not directly comparable and they might see it as a step-down,” Freeke says.

“They might be very interested, but when faced with the realities it doesn’t work out for them and they might give up,” she adds.

In order to transition more effectively, NGO Recruitment advises candidates to spend time understanding the skills and experience they have and determine which organisations would value them. It is often a much smoother and quicker transition if you are leveraging an established skillset into a similar role in a new industry than to completely change both your sector and your role.

Studying the requirements for jobs at target organisations and making a considered decision to re-train, upskill, or acquire the experience through other means will help with the transition to the social impact space, and often taking a ‘bridging’ or ‘stepping stone’ role can be a useful tactic.

A management role in a non-profit might be a more realistic move for a candidate who is already at the executive level, than a finance strategist role, for example. A banking relationship manager, or asset manager, might be able to transition into a fundraising or philanthropy role relatively smoothly and leverage their transferable skills, and this is a transition NGO Recruitment has assisted some of our candidates to make. Some more generic roles, such as marketing, can also be good options for candidates wishing to move from the corporate sector.

It is crucial that an application for a social impact job highlights the immediately transferable experience and also demonstrates the candidate’s alignment to the organisation’s mission. NGO Recruitment receives a lot of applications from candidates with unrelated experience and very generic resumes and cover letters. It would be wise to highlight related transferable experience, and also any proven commitment to the not-for-profit sector, as this will differentiate your application.

For more information on our current non-profit career vacancies, and career development services, coming soon, please follow NGO Recruitment on LinkedIn or at our website https://ngorecruitment.com/

Season’s Greetings and Thank you

Wed, 22 Dec 2021 12:45:38 GMT

A message from Richard Green, Director

On behalf of all of the team at NGO Recruitment, I would like to take this opportunity to thank our clients and candidates for all of your support during 2021.

After the shock of 2020 which saw staff recruitment grind to a halt, a sizable percentage of the NFP, NGO and charity sectors bounced back in 2021. The mainstream and sector specific job boards reported a record number of vacancies as the sector searched for new staff to fill a back-log of roles. This year NGO Recruitment worked with more than 100 Australian and international organisations to recruit hundreds of complex and technical roles with a 100% success rate.

We’re very proud of our recruitment achievements, but some of our proudest work in 2021 includes recruiting for the Blue Knot Foundation and their National Centre of Excellence for Complex Trauma. We recruited a broad range of counsellors and support staff for the National Counselling & Referral Service and the Helpline & Redress Support Service supporting adult survivors of childhood trauma and abuse and their families and supporters.

Other major achievements in 2021 included recruiting crucial roles for Coordinare – the NSW South Coast PHN , The Front Project – the national early childhood education enterprise, Suicide Prevention Australia and the NSW/ACT Aboriginal Legal Service . Not to forget the roles we recruited for Canteen Australia to place the State Director, Queensland Youth Cancer Service, Head of Patient Programs and Head of Service Delivery & Engagement as well as the senior management team for Plan Australia following a major restructure.

Internationally we recruited senior roles in Japan, Vietnam, Singapore, Indonesia, Fiji, Hong Kong and Thailand. A noticeable shift this year towards hiring climate change campaigners for internationally based client organisations such as the European Climate Foundation and The Sunrise Project , all gearing up to take on the fossil fuel industry in Asia.

Not forgetting the many CEO positions we have recruited this year. A shout out to Tracey Dillon (Tasmanian Aboriginal Legal Service) , Sue Webeck (Domestic Violence Crisis Service in Canberra) , Andrew Woodward (Rotary Australia), Kathy Beverley (Coast Country Primary Care) , Ursula Stephens (Australian Catholic Safeguarding) , Adam Phillips (Grand Pacific Health) , Tracey Gaudry (Community Plus) and Helen Small (Maltese Community Council).

Our temporary and contract staff division continues to expand with the service now covering in NSW, ACT, QLD, VIC, TAS and SA. During the year we released our NFP Hiring Insights and Salary Snapshot for 2021, surveying 100 Australian NFP’s on their hiring intentions during the pandemic and presented the results alongside the NGO Recruitment salary guide .

We have recently welcomed two new senior consultants to our team; Gemma Shade in Melbourne and Hayley Martin in Sydney – two highly experienced consultants who have hit the ground running. Welcome!

On behalf of NGO Recruitment I’d like to thank you again and wish you a happy and safe Christmas break and we’ll see you in 2022!

Christmas holiday dates

NGO Recruitment will be closed from Christmas Day and re-open on the 4th January. If you’re looking to recruit a new member of staff please call us – we’re here until Christmas eve or for a new career adventure in 2022 please click here to see our current assignments.

Are you formatting your resume wrong? This might help.

Thu, 18 Nov 2021 12:39:15 GMT

We share some tips on optimising your CV so that it stands out from the crowd.

As technology has advanced, the ability to create a bright, snazzy looking resume has never been easier.

But just because you can put a million different graphics, lines, columns and graphs into the document, should you?

Probably not. You should think twice before adding in all the bells and whistles, according to Lois Freeke from NGO Recruitment.

We sat down with her to get some tips on the best ways to optimise your resume and help it stand out from the crowd, without putting a moving graphic in the background.

We sat down with her to get some tips.

Use key words and phrases to get attention

Recruiters, HR managers and resume tracking systems have to scan through a lot of resumes – so make sure you use the same key phrases and words from the job description to help them take notice of your CV.

“So the average reader statistically looks at the top third of your resume for an average of six seconds and decides whether to read on,” Freeke said.

“Make sure you’re positioning yourself for that job in the most powerful way possible.”

Keep it short and sharp

It can be easy to get carried away when talking about your skills and experience – especially if you really want the job.

But as Freeke explains, keeping your sentences short and sharp will land you in a better place.

“Don’t use dense paragraphs. The human eye likes lots of white space,” she said.

“Also remember that your resume might be read on a device other than a PC, so keep your bullet points to three to five, and keep your paragraphs to three to five lines.”

Simple is best

While making your resume look professional and readable is something you should be paying attention to, when it comes to fancy graphics, you’re better off avoiding them.

“Borders, shading, and whitespace are all important because they often make it easier to read the resume, but keep your font types to a maximum of two, and a maximum of one color,” Freeke said.

“You do not need fancy graphics, you do not need photographs, just keep it really clean and simple and check.”

Are you including your headshot in your CV? Think again

Wed, 27 Oct 2021 12:33:13 GMT

Source: Pro Bono

We share three reasons why including your headshot will actually put you on the back foot in your job search

While a professional looking headshot is important , it’s necessary to think about where you’re using it.

While it was once commonplace to include a photo at the top of your CV, talk to any recruiter these days and chances are they will tell you to get rid of it.

To find out why, we sat down with Lois Freeke from NGO Recruitment.

It wastes valuable space

On average, a recruiter spends about six seconds looking at the top third of your resume. So it’s really important that you fill this valuable space with information on why you’re the best person for the job, rather than what you look like.

“It’s really important that you communicate your value and your relevant skills and competencies that will position you well for the job,” Freeke said.

“A picture will really distract from that.”

Including your picture is old fashioned

An important attribute of the modern job seeker is how up-to-speed you are with current trends in the job market. Including a photo in your CV signals that you are out of touch with digital trends.

Another thing to note is that including a photo in your CV can actually confuse applicant tracking systems. Freeke said there is a chance your CV will be tossed out without ever reaching the hands of a recruiter.

“There’s a lot of applicant tracking systems on the market, but generally speaking, if it picks up a photo it will score your CV a zero which is a waste of your time and energy,” she said.

It leaves you open to discrimination

These days, recruiters receive a lot of training and education around avoiding unconscious bias. This means that if you pop a headshot in your resume, there’s a chance recruiters won’t even want to take a look at it.

“Some recruiters will not want a photograph or they will not be able to look at your application,” Freeke said.

“Diversity and inclusion is becoming a real key hiring issue, so you really shouldn’t set yourself up to any kind of bias which could be age, or your ethnicity.

“You have to remember that recruiters and line managers will find your photo online via your social media if we want to see it, so you really don’t need to put it there in the first place.”

These are the in-demand roles for 2021

Tue, 10 Aug 2021 12:27:35 GMT

Posted on August 10, 2021. News, Recruitment Advice. In 2020, the pandemic wreaked havoc across the job market, with many companies putting hiring freezes in place or letting staff go as revenue streams disappeared.

A year on, and with millions of Australians still in lockdowns across the country and still working from home, it’s obvious that the pandemic is far from over.

To assess how hiring intentions have changed since the outbreak of the pandemic, NGO Recruitment has been busy collecting data from across the NFP sector.

The result of that is a new report, which uncovers the most in-demand roles, which as a jobseeker, is pretty important information.

So you don’t have to read the whole report, we’ve rounded up the most important bits.

Digital fundraising on the rise

With face-to-face fundraising and physical events grinding to a halt in 2020, it’s understandable that these are the roles that organisations are looking away from.

But the director of NGO Recruitment, Richard Green, said that this doesn’t mean things like fundraising and events have stopped altogether.

“Face-to-face fundraising became impossible with the onset of COVID-19, so we saw a necessary shift towards digital and data-driven strategies,” Green said.

“This is now a primary focus for NFPs looking to pandemic-proof essential revenue streams so we’re experiencing extremely high demand for digital fundraisers and database managers.”

Casework, counselling and front line roles increase in demand

For 23 per cent of organisations surveyed, their recruitment focus was on counselling, casework and frontline roles, and for 21 per cent of organisations surveyed, it was on program and project management roles.

These findings match NGO Recruitment’s recent experience of NFP labour demand with frontline workers and project management skills highly sought after.

Because the pandemic has also taken a significant toll on people’s mental health and incomes, demand for counselling support, community housing services, homelessness organisations and other related service providers has soared.

Community legal sector experiencing a shortage

Since the outbreak of the pandemic, there has been an increased demand for legal assistance in areas such as domestic and family violence, social security, employment and tenancy. This has meant that the community legal sector is now faced with a shortage of lawyers and support roles.

Green said that these roles were proving hard to fill, mainly because of the comparatively low salaries on offer in the sector compared to commercial law firms.

“Demand is particularly high in regional Australia but it can take months to fill these roles.”

If you want to see a copy of the full report, head here.

NFP Hiring Insights and Salary Snapshot

Mon, 09 Aug 2021 12:13:31 GMT

Australian Not-For-Profit (NFP) sector rising to the Covid-19 challenge.

Australian NFP hiring intentions remain strong during the ongoing Covid-19 pandemic, the latest NGO Recruitment Hiring Insights and Salary Snapshot shows. With new lockdowns in place across several states, in July 2021, NGO Recruitment surveyed 100 Australian NFPs to assess the impact of the global pandemic on hiring intentions over the last 18 months and into the new financial year FY21/22.

The findings were encouraging, with 44% of those NFPs surveyed stating the COVID-19 pandemic has had no impact on hiring intentions since early 2020, with 17% stating the pandemic has even had a positive impact.

Interestingly, Australia’s current wave of public health order restrictions has minimal impact on hiring intentions, with 78% experiencing no repercussions so far. 57% of those surveyed intend to increase headcount in the next three months with 41% planning to give salary increases during the same period.

“In the last 18 months, Australia’s NFP sector has adjusted to our new way of working. And while there’s still uncertainty in subsectors such as education where recruitment is still dependent on the opening of international borders, the majority of NFPs are experiencing minimal, or in some cases positive, repercussions from the pandemic,” says Richard Green, Managing Director, NGO Recruitment.

“NFP hiring managers are now comfortable recruiting in lockdowns, and employees are used to working productively from home and remaining connected with their colleagues remotely,” he adds.

Top roles in demand

Of the top roles most in demand in the next three months, just over a quarter (26%) of those NFPs surveyed stated fundraising, marketing, communications and events would be their top priority, with 23% recruiting counselling, casework and frontline roles and 21% focused first and foremost on program and project management roles.

These findings match NGO Recruitment’s recent experience of NFP labour demand with fundraising professionals, frontline workers and project management skills highly sought after. The community legal sector is also experiencing a considerable shortage of lawyers and support roles.

“Face-to-face fundraising became impossible with the onset of Covid-19, so we saw a necessary shift towards digital and data-driven strategies. This is now a primary focus for NFPs looking to pandemic-proof essential revenue streams so we’re experiencing extremely high demand for digital fundraisers and database managers . In many cases, NFPs have to look beyond the sector for these highly transferrable skills,” says Richard.

In addition, the pandemic has taken a significant toll on people’s mental health and demand for counselling support, community housing services, homelessness organisations and other related service providers has soared. As a result, many of these NFPs have received extra funding to meet the increased level of demand for these specialist frontline services.

“Sadly, this is not positive growth, and we’re now seeing a huge demand for clinical directors, clinical team leaders, clinical coordinators and support workers. Counsellors are also in high demand from NFPs such as the Blue Knot Foundation.”Demand for assistance with specific legal issues has also increased significantly since the pandemic in areas such as domestic and family violence, social security, employment and tenancy. But the community legal sector is also struggling to find lawyers and support staff.

“It’s proving very hard to recruit lawyers who want to work in the community legal sector largely due to the relatively low salaries on offer compared to commercial law firms. Demand is particularly high in regional Australia but it can take months to fill these roles.”

Salaries

41% of those NFPs surveyed intend to give salary increases within the next three months, however, almost a third (29%) of those surveyed are not planning to give raises at all this financial year. In general salaries in the NFP sector have remained relatively stable over the last 12-24 months reflecting wider national remuneration trends.

“Salaries in the NFP sector are mirroring what’s happening in the broader economy. Although we see spikes in very hard to find roles, particularly at the executive end of the labour market, salaries have remained steady for several years and will continue to remain so.”

Outlook

According to our NFP Hiring Insights and Salary Snapshot, the majority of NFPs surveyed intend to hire in the next three to six months, demonstrating the sector’s resilience and ability to respond effectively in times of crisis. With increases in funding for frontline services, NFPs continue to drive essential program delivery and play a vital role in our communities.

Finding your passion to find your job

Thu, 05 Aug 2021 12:05:29 GMT

Source: Pro Bono News

We talk to the experts on how to match your passion with a job in the NFP sector

For many, the past year has helped put priorities in order – from what you do for work, to how you spend your time.

This means that recruiters are seeing a rise in employees keen to ditch their corporate gig for something with a bit more meaning.

Ask anyone in the social change space and they will tell you that if you’re making the switch to the for-purpose sector it’s important to do something you’re passionate about.

But working out what that passion is, and how you can use your skills to work towards an issue you care about can take some figuring out.

It’s why we reached out to Lois Freeke from NGO Recruitment for some advice.

Set your vision

If you start your job search with a general idea that you just want to help people, you probably won’t have much success.

Instead, Freeke suggests setting a vision by asking yourself questions such as what is a world problem you want to fix, and what kind of impact would you like to have had at the end of your career?

“Think about a problem or an issue that you’d want to see transformed or improved to make the world a better place,” she said.

“If you were looking back on your life perhaps, what would you want to hear about what you’ve accomplished, and how you’ve touched people’s lives?”

Filter it through reality

It’s important to be realistic. In the end, you’re only going to be hired for a job that you have the skills to actually do.

Don’t let this put you off though, it’s just about balancing what your passion is and how you can use your skills to make a change in it.

“You might want to achieve world peace, but at the end of the day, you need to think about how your skills can contribute to that,” Freeke said.

“So you’re going to have to think that through and see what is actually within your control. It may be that you need to upskill or fill a skills gap, but you can do it.”

Go back to basics and trust your gut

Sometimes, simple is best. Freeke says if you’re really struggling to nail down something, think about what you wanted to be when you were a kid, or what you enjoyed doing the most at school.

“What you were best at school or what you wanted to be when you were growing up will often give you a clue to where your passions lie, and combining all these things together will help give you an idea of where your place in social impact is,” she said.

NGO Recruitment’s COVID-19 Update

Wed, 04 Aug 2021 12:00:55 GMT

We hope that you are keeping safe and well. As always NGO Recruitment is committed to the health and wellbeing of our team, clients and candidates.

During this time, we’d like to update you on what we’re doing to minimise the impact of this current outbreak on our business operations whilst supporting our clients and candidates.

Our commitment and service to you will remain uninterrupted and our team remain accessible and ready to assist you.

How we are working:

Remote working: Our whole team is currently working remotely, and our Covid Management Plan is in place to ensure that our service to our clients and candidates remain fully operational.
Office closures: Our physical offices in Sydney and Melbourne will remain closed until the current restrictions change.
Meetings: All meetings and interviews conducted by NGO Recruitment will remain virtual.
Interviews: We are working closely with all clients to ensure that interviews are conducted in a Covid safe way and comply with the current government restrictions in each state.
Temporary contracts: Our candidates are able to work remotely and many have their own IT and home office set ups. Alternatively our clients are couriering laptops or essential equipment to the candidates home and we can assist with any onboarding advice.

If you have any questions or wish to discuss your recruitment needs, please do not hesitate to contact me.

Kind regards,

Richard Green

Director, NGO Recruitment

Why showing off your impact will nab you a great hire

Fri, 02 Jul 2021 11:56:18 GMT

Source: Pro Bono

News Got purpose? Here’s why you should make it shine to recruit a top notch employee

The latest research shows candidates are more loyal to a purpose-driven organisation.

Employees at purpose-driven organisations are also more likely to have higher rates of productivity, and even stay longer at the organisation.

With all this in mind, make sure when you are hiring for your organisation or if you are a recruiter working with a charity or a social enterprise, that you highlight the mission and values. It can prove really important in attracting the right kind of people for the job.

To get some tips on the issue, we spoke to Lois Freeke from NGO Recruitment.

Hey Lois! So what’s the first step an organisation can take to use their impact as a recruitment tool?

It’s really important for organisations to use impact statements in their job advertisements to make sure that they get candidates that have the same alignment in values and purpose.

If you use an impact statement and make clear the mission and vision of the organisation in the middle of the recruitment process, you’ll be able to communicate the purpose of the role, what success looks like in the role, and also behaviours that define success.

Why is it important for an organisation to do this?

If an organisation is really clear on its values, and you use that throughout your recruitment process – from applications to references checks – you’re more likely to get candidates who are the right cultural fit, which is incredibly important in a purpose-led organisation.

Another thing to mention is that if you’re using an impact statement that defines what success looks like, candidates will be able to come to the interview with really good and relevant success stories which is a really important part of the interview process.

Any other tips?

Basically, it’s a win-win for all concerned. You’re more likely to get somebody that’s really aligned to the organisation, and the organisation will save money and time and get great outcomes because they have been able to hire an excellent candidate on the first try.

Here’s how you can nail a call-back interview

Tue, 13 Apr 2021 11:48:48 GMT

Source: Pro Bono News

Have you secured a second interview? Here’s what you need to know

These days, it’s likely you’ll come up against several hurdles before actually landing a job.

Prepping for a first job interview is essential, but just because your application has been progressed doesn’t mean you should relax

The second interview is actually a great opportunity to show off how well you’d fit into the organisation, as well as ask some of the more in depth questions that you didn’t get a chance to ask at the first interview.

There are a number of things you can do to prepare for the interview, and some things to keep in mind. We ask Lois Freeke, from NGO Recruitment, for some tips.

Do your research

Doing a bit of digging on the organisation (more so than you’ve already done), and researching the people on your interview panel will help you feel much more comfortable and confident walking into the interview.

“The shortlist for the second round is really to find out if you’re going to be the right fit for the position and also the company culture,” Freeke said.

“So research the company again, check the news articles, look at different sources, look at their social media platforms to make sure that you’ve done your homework and your research and your preparation.”

Source some feedback

If you’re working with a recruiter or an HR manager, Freeke says you should ask them for feedback from the first interview so you know where to focus for the second round of interviews.

“It’s important to find out what was positive, where the perceived gaps in experience were, or any weaknesses,” she said.

“Understand this and then put a strategy in place to deal with them in the second interview.

Prepare to be asked (and ask) different questions

The questions you’ll be asked in the second interview will be much more targeted and specific, focusing on your soft skills, your management style, or how you work with others. Freeke said it’s important to come up with an interview story to address these types of questions.

Having your own questions is also important, as this will give you a final chance to figure out if the organisation is a good fit for you, and demonstrate your enthusiasm for the role.

“Depending on what your values are, you’ll want to ask questions that will tell you about the culture of the organisation,” Freeke said.

“These can include what does good performance mean, or what traits do successful people at the organisation commonly exhibit.”

NGO Recruitment’s Fundraising Salary Snapshot 2021

Mon, 08 Feb 2021 11:38:00 GMT

Analysis

Fundraising in Australia was initially rocked by the Covid-19 pandemic. Lockdowns and social distancing had a huge impact on face-to-face, volunteer and events-based fundraising in particular. Thankfully, demand for fundraising professionals finally returned and increased across the sector towards the end of 2020, as NFPs adapted to the new Covid-19 normal. This demand is set to continue across Australia into 2021.

Salaries

According to NGO Recruitment’s latest Fundraising Salary Snapshot 2021, fundraising salaries have remained relatively stable over the last 12-24 months which is reflective of wider national remuneration trends. Increases are apparent however at the executive level. Fundraising Directors are in high demand and NFPs are having to adjust salary expectations for these business-critical roles.

“In the last few years, CEOs and boards of directors have experienced the financial benefits for their organisations of investing in highly qualified senior fundraising professionals. This shift in mindset means salaries have increased at this level but the fundraising outcomes are worth the extra investment,” says Richard Green, Director, NGO Recruitment.

Top roles in demand

Fundraising directors
Major donor fundraisers
Digital marketing fundraisers
Database managers

Major donor fundraisers also continue to be in high demand and therefore extremely hard to source as NFPs become more sophisticated in their approaches to fundraising and philanthropy and understand the high-returns from long term investment. Candidate shortages are exacerbated by the current curbs on international migration and a lack of qualified candidates from outside the NFP sector for this very specific skillset.

With the Covid-19-driven pivot to virtual events and online direct marketing, digital marketing fundraisers who can maximise digital income streams are also in high demand. This trend is also driving the requirement for expert database managers.

The impact of 2020

Before Covid-19, Australia’s tertiary sector was one the most significant employer of fundraising professionals in the country. However, the pandemic has had a huge negative impact on this sector due largely to the uncertainty of government support and a sharp drop in the number of international students. Therefore, the size of tertiary fundraising teams has contracted considerably. Due to this contraction NGO Recruitment has seen a freeing up of talent available for roles across a broader range of charities and NFP’s. Today, demand for fundraisers is steady across all of the sub-groups of the NFP sector, as it was pre-covid.

Outlook 2021

During 2020 NFPs became more aware of adapting their fundraising strategies, to a new level sophistication, an unexpected outcome of Covid-19. This will only increase across the sector into 2021. CEOs and boards are now taking fundraising more seriously and understand they also need to be personally involved in the fundraising process to maximise revenues. This in turn improves retention as fundraisers at this level are empowered to be even more successful in their roles.

The transition away from event-based and face-to-face fundraising will continue as traditional models are replaced by digital marketing. Digital marketing skills will continue to be highly sought after as NFPs look beyond the sector for these highly-transferrable skills.

Finally, the extraordinary success of fundraisers working remotely because of Covid-19 has fundamentally changed our expectations around workplace flexibility. To retain top fundraising talent, NFPs will have to navigate this new way of working to make sure flexible working remains accessible to those who request it. It also means NFPs have a wider pool of talent to consider, across multiple capital cities, given the ability of good fundraisers to now work effectively remotely.

Interview series, part 11: Damian Stock, CEO, Inner Melbourne Community Legal

Fri, 05 Feb 2021 11:29:53 GMT

Inner Melbourne Community Legal (IMCL) is widely recognised as being one of Victoria’s leading community legal centres. For over 40 years their dedicated team have been providing free legal assistance to the most vulnerable and disadvantaged members of the community.

IMCL are also a strong voice in the community legal sector, advocating for a fairer legal system. They work on behalf of individual clients, challenging unfair laws and educating the community about the law.

Damian Stock joined IMCL as Chief Executive Officer twelve months ago, we talk to Damian about the challenges faced during Covid-19, his transition from the private sector to the not-for-profit sector and the key elements needed to run a successful not-for-profit.

1. What attracted you to the role with Inner Melbourne Community Legal?

I’ve long admired Inner Melbourne Community’s Legal’s mission to enhance community wellbeing through law, and its history of integrated practice – working with partner agencies like hospitals, homelessness services and flexible learning schools – to reach disadvantaged clients who would otherwise not see a lawyer. It’s well known that many people fail to recognise their problem has a legal solution, and fewer still seek legal assistance. IMCL innovates to reach these clients, and designs services based on solid evaluation and evidence.

I was also well aware of the reputation IMCL has for a supportive democratic culture with long term team members – a team that I wanted to join and support.

2. You began your new role in February last year, what initial challenges have you faced and how has Covid-19 and the Melbourne lockdown affected the programs planned?

Thanks to being a paperless office we were able to quickly move home when needed, however I was pleasantly surprised to see that were considered integral to our partners who included us in planning their ongoing service delivery.

Our greatest concern was to ensure clients could continue to reach us. We were aware of rising instances of family violence, emerging areas such as COVID fines, and of course concerned that the experience of lockdowns was vastly different depending on a person’s socioeconomic status.

As a new CEO with only four weeks in the office before remote working, a considerable challenge I had was not having enough time to get to know the team, to build relationships and to know how to support them as best I can. Looking back of course I’m grateful that I had those four weeks!

3. You worked as a lawyer in the private sector before transitioning to the not-for-profit sector over ten years ago to specialise in community legal, how did you find this move and how has it lead to where you are today?

I never intended to build a career in private practice, but I was aware of the investment and resources that large corporate firms put into developing new lawyers, and the experience was invaluable. I always wanted to work toward social change in some way, and I became enraptured with the power of law to assist people once I commenced volunteering then working in community legal centres. The resources in the not-for-profit legal sector are woefully inadequate to meet the need, leading me to focus on systemic change as much as possible in the organisations I’ve worked in.

4. What are the strategic priorities for Inner Melbourne Community Legal?

We focus on fairer outcomes for those who need us most, fairer laws for Victorians and improved wellbeing in our local communities. Our priority is to help our community be heard, always exploring new ways to connect and leading with client voice. Our aim is to break down the barrier between legal and other problems, facilitating partner organisations and our communities to understand and take control of the law.

5. What’s your secret for success at this top level?

I don’t know that it’s a secret! Often we are promoted due to being experts at solving technical problems. However when leading an organisation it’s all about enabling others, with the privilege of having a wide view and the space to strategise and connect.

6. What elements do you think you need to have in place to run a successful not-for-profit?

It starts with supporting staff who are committed and passionate to achieving the purpose of the organisation. Most people in not-for-profits could make more money in the for-profit sector, so you need to support their drive, assist their development and enable their impact.

A committed and values-led Board that is diverse in skills and experience is also key. They develop and monitor the clear strategy for the organisation and set the culture from the top.

7. How did you first come across NGO Recruitment and how would you describe your experience?

My first experience was a phone call to Emma Naglieri to find out more about the role / attempt to impress from the start! I found Emma to be rigorous yet clear and supportive during the process.

Season’s Greetings! A message from Richard Green, Director

Tue, 08 Dec 2020 11:27:27 GMT

The NGO Recruitment team would like to take this opportunity to thank our clients and candidates for your support during the pressure cooker year 2020. After the initial shock wave in March and April with a seemingly blanket hiring freeze, the Australian NFP sector had to rapidly respond to an escalating demand for their services. Resulting in the deployment of existing and new staff to work with the clients most affected by the health and economic fall-out of C19.

Fortunately, and as in every crisis, the Australian public from all walks of life, rose to the occasion and gave generously to their chosen causes, with many appeals exceeding targets. Of course the NFP’s that were reliant upon volunteer and event-based fundraising have had a very hard year due to lockdown restrictions. But there are also many inspiring stories where those charities quickly transitioned their fundraising base to online digital versions of events and special days, finding new audiences and increased income. Congratulations to the cohort of tech savvy and relationship fundraisers who really proved themselves this year.

The demand from those in need as a result of C19 is unfortunately expected to grow into 2021. Whatever next year brings NGO Recruitment values our relationship with the sector, and the trust you put in us to recruit the in-demand, highly skilled and hard to find staff required across the whole sector. We look forward to working with you in 2021.

NGO Recruitment will be closed from Christmas Day and re-open on the 4th January. If you’re looking to recruit a new member of staff please call us – we’re here until Christmas Eve. Happy Holidays!

Are you oversharing in your job interviews? Here’s how to tone it down so you can land your dream job

Thu, 03 Dec 2020 11:26:22 GMT

Article via Pro Bono news.

Being yourself and adding some personal flair during a job interview is important – it’s how you can stand out from the rest of the people applying for the same job.

But, there’s a limit. Going overboard with details on personal matters, and spending half the interview bad-mouthing your former manager isn’t a great look, and might harm your chances of getting past the interview stage (even if you are the perfect person for the job).

So how can you strike a balance between being open and friendly, while still remaining professional?

We sat down with Lois Freeke from NGO Recruitment to find out.

Stay away from taboo topics

Your first job interview shouldn’t be used as an opportunity to share all your opinions about divisive and personal issues such as religion, politics, or bad-mouthing your old boss. If possible, these topics should be avoided completely.

“Bringing up things like religion, gossip, politics, or oversharing about aspects of your personal life is not very wise,” Freeke says.

“Opening up about family details, such as having kids so you have to leave early, might open you up to discrimination, so there’s no point in an interview situation putting yourself at any disadvantage.”

Be strategic but authentic

Because you don’t want to come across as a candidate-robot, think about how you want to sell yourself for the particular opportunity at hand, showing off your best professional and personal traits without going into a whole lot of personal detail.

“The interviewer is there to gauge your cultural fit because we want to understand your purpose, your motivation for the organisation and the job,” she says.

“You should show self awareness, you should be genuine, and you should also be able to show that you’ve learned from past mistakes.”

Rehearse, but don’t overdo it

Making a list of topics you want to cover or memorising areas of discussion verbatim is a good way to look prepared but not robotic. Sticking to a plan will also help you avoid some of those touchier subjects.

“You need to prepare a few things but be able to shoot from the hip in a natural way so that you don’t seem too robotic,” she says.

Interview series, part 10: Miriam Valero, Philanthropy & Partnerships Manager, Public Education Foundation

Tue, 24 Nov 2020 11:15:12 GMT

The Public Education Foundation is a not-for-profit organisation dedicated to providing life changing scholarships to young people in public education, as well as their teachers and principals. They support students with particular educational needs or talents reach their full potential and improve overall educational outcomes.

We talk to Miriam Valero, Philanthropy and Partnerships Manager who started in February this year, about her major responsibilities, the programs she plans to run, and how COVID-19 has affected fundraising campaigns.

1. What attracted you to the role at The Public Education Foundation?

I’ve always believed in the power of education as a means to a better future. Prior to moving to Australia, I was working as an Advancement consultant for various schools & universities in the Philippines. So working for PEF seemed like a perfect fit for me. PEF’s advocacy of supporting students facing financial hardships and helping students overcome barriers created by social and economic disadvantage resonated well with me. I find greater meaning in my work knowing fully well that I’m helping change lives. It’s a good reason to get out of bed!

2. What are your major responsibilities and what type of programs do you plan to implement?

I’m in charge of fundraising and just recently, I’m also handling marketing communications. There’s a lot of story-telling in my job. We release a monthly e-newsletter to update our donors and community which consists mostly of educators including school support staff. I manage our social media as well. We also have Christmas and Tax Appeals.

At the moment, I have two major goals aside from the obvious which is to raise funds, we are promoting our workplace giving program and looking for companies who may want to partner with us. Workplace giving makes it more convenient for people to donate and easier for them to manage those donations come tax time.

3. How has Covid-19 impacted the fundraising campaigns and events for The Public Education Foundation?

Sadly, we had to cancel our annual Proudly Public Award ceremonies and a few other events planned for our donors. It significantly decreased our opportunities to raise more funds for scholarships. But the need for scholarships is much greater these days because of the adverse impacts on Covid-19 on our economy. There are more families facing financial hardships. It is a very challenging time for fundraisers everywhere! We need to be more creative and more strategic in our approach.

4. What top three qualities do you need to have as a successful Philanthropy and Partnerships Manager?

I think it’s fairly easy to succeed in fundraising. A person needs:

Strong passion and conviction for the cause
Strategic mindset
People skills

5. How did your career progress towards where it is today? Have you always worked in the NFP sector?

My first job was an account executive in an advertising agency. After 3 years, I shifted to client side and was in brand & corporate communications for about 20 years. The stress level was becoming unbearable. After some soul searching and asking myself, “What will people say during their eulogy for me?”. I accidentally found myself in fundraising. I certainly couldn’t bear the thought that my life would be summed up as having made TV commercials and print ads selling bank products & consumer loans. As part of my soul searching process, I asked a mentor if she can help me find work that has some social significance and that I can somehow contribute to making someone’s life a little bit better. She led me to this fundraising path and have been here for nearly 9 years now. It turns out that having my 20 years’ experience in marketing communications is a huge advantage.

6. How would you describe your experience with NGO Recruitment?

Easy and simple! Lisa Morell took care of me very well and gave me updates on the status of the application. She explained the process clearly. I’m glad she found me on LinkedIn!

Thanks so much for your time Miriam! If you would like to find out more about the Public Education Foundation and donate to this cause, click here.

Neuroscience Guide & Wellbeing @ Work Survey Results 2020

Thu, 12 Nov 2020 11:12:36 GMT

Are you or your team heading back into the office? We have created a guide on leading your team through COVID-19 and beyond which includes the results of our Wellbeing @ Work Survey 2020 .

We surveyed 250 employees within the NFP sector about working from home and returning to the office. Our guide takes these results and applies the research of Dr David Rock, director of the Neuroleadership Institute to provide invaluable analysis and a checklist help you manage a smooth transition back to the workplace.

To download our Neuroscience guide, click here.

How to nail a job interview when you’re out of practice

Fri, 06 Nov 2020 10:37:40 GMT

Job interviews are nearly always daunting, but if it’s been years (maybe even decades) between interviews, the thought of facing up to a potential employer might be overwhelming.

Luckily, there’s plenty you can do to take the pressure off. Lois Freeke talks to Pro Bono Australia and gives her top five tips on how to prepare for, and nail your interview.

Clean up your LinkedIn

Before you even get to the interview, it’s critical that you clean up and update your LinkedIn profile. This way you can make sure that when your potential employer inevitably checks LinkedIn pre-interview they get the most up-to-date version of your professional history, and it also gives you a chance to refresh and reflect on key skills and achievements.

“The job seeker has to bring themselves up to date and be very familiar and confident when speaking about what they’ve actually delivered,” Freeke says.

“It’s not just the scope of that job, but their accomplishments in their roles and making sure that that’s in the public domain.”

Prepare your interview story

You can’t prepare for everything that will happen in the interview, but reading through the position description carefully will help you anticipate what the main questions are going to be.

Freeke suggests constructing an interview story around these questions in a simple format such as explaining the challenge, how you handled it, and what the result of that was.

“It’s important to prepare these stories because the jobseeker might not be so familiar with what they’ve accomplished and what they’ve delivered if they haven’t spoken recently about their experience in an interview format,” she says.

Listen closely

While you do want to come prepared, it’s also important to keep your ears open during the interview and make sure you’re not reading off a script. This will help you feel a little more comfortable and help build rapport with the interviewer.

“Candidates will do so much preparation because they are so nervous and they want to bolster their confidence, but that means they don’t listen deeply,” Freeke says.

“But it’s so important you really listen to what the interviewer is saying and try to build a rapport with them through any research that you’ve done on them.”

Lights, camera, action!

If you’re interviewing for a job in 2020, it’s probably going to take place over webcam. To make sure that you’re ready for this, practice by recording yourself and watching back, or even organise a Zoom session with a friend to get the feel for it.

Ask for feedback

Jumping back into the job market after an extended period of time in 2020 is no easy feat, so there is a chance you won’t land a job after your very first interview.

Asking for constructive feedback to hone your interview skills is a great way to remain positive even if you don’t get the role.

“If you get rejected, I think you should follow up and ask if they would provide some feedback to help you with future opportunities,” Freeke says.

“Getting some feedback will help you improve and reframe the situation as an opportunity to improve yourself and give you something constructive to work with.”

Interview series, part 9: Susan Duffy, Corporate Relationships Manager, Bobby Goldsmith Foundation

Fri, 21 Aug 2020 10:27:47 GMT

The Bobby Goldsmith Foundation (BGF) is Australia’s longest running HIV charity, it works to change social attitudes around HIV, to reduce fear, discrimination and stigma and promote acceptance and understanding, working also at a systemic level to influence policy and service development.

Susan Duffy joined the team as Corporate Relationships Manager in April this year, we talk to Susan about her transition from corporate fashion to the not-for-profit sector and the priorities for BGF.

1. What attracted you to the role at Bobby Goldsmith Foundation and what are your major responsibilities?

I was initially attracted to the role at BGF because it’s a small grassroots organisation. I love working for smaller companies because its where I find you can have the biggest voice and most impactful change. I was also looking to do more with my career than just earn a salary – I wanted to earn it while investing back into the community.

I’m the very first Corporate Relationships Manager at BGF. I’m responsible for securing new relationships and managing existing partnerships with corporate sponsors. BGF is only partially government funded, so the rest of our income for programs and community support is found through grants and sponsorships. The more money I can secure, the more people we can help!

2. You begin your new role in April, mid Covid-19, what initial challenges have you faced?

Certainly onboarding via zoom and solely working from home for the first 3 months of a new job was a new challenge! Not getting to know people on a more personal level like you would in an office environment was tough. Part of that initial settling in period is all about building those relationships and now that I’m in the office part time, I’m happy to report that those relationships are starting to develop and I’m feeling more part of the BGF family.

COVID-19 has greatly affected the industry where I came from and thus, affected all my hot leads. I had to look at what industries are flourishing right now and really think outside the box about companies we would normally approach for sponsorship. The silver lining is that its meant I can keep my hot leads for a rainy day.

3. What are the strategic priorities for the Bobby Goldsmith Foundation?

BGF provides practical and emotional support to People Living with HIV (PLHIV) who come from all walks of life. The majority of our clients are living on or below the poverty line and are long term unemployed. We provide some extra help to those who don’t have the support of an income or a network of family and friends to rely on.

In addition to providing hands-on support, we also undertake a range of programs that address issues of long-term social isolation and stigma, which affects many of our clients.

We focus on being agile and adapting to the changing needs of the people we support so that our services remain relevant and accessible to everyone, regardless of their sexual orientation, gender identity or cultural and linguistic background.

4. How did your career progress towards where it is today? Have you always worked in the NFP sector?

This is my first foray into the world of non-profit organisations. Previously I’d worked in corporate fashion for the past 20 years and was looking to do something more meaningful and leave a better footprint for the community and for my daughter. I saw that even though I’d never worked in this field, I had a number of transferable skills, so now instead of selling clothes, I sell community support programs for the HIV positive community.

5. What top three qualities do you need to have as a successful Corporate Relationships Manager?

Perseverance – Just because it’s a no now, doesn’t mean it’s a no forever

Drive – I’m the only person in my position at the organisation. If I’m not out there trying to secure funding, then who is?

Creativity – 80% of my leads in the pipeline are cold. I’m not going to publish any of my secrets here, but I’ve had to come up with some pretty creative ways to get in contact with companies that are pretty tight lipped about who the gatekeeper to sponsorship is.

6. How would you describe your experience with NGO Recruitment?

Fantastic. Richard, Alice and the NGO recruitment team have all been so supportive in my career change and the whole process with BGF from end to end. I wouldn’t hesitate to reach out to them for advice in my current role, or advice for my next career move.

Are you looking for a new role in the NFP sector? Here are our top job hunting tips.

Wed, 12 Aug 2020 10:17:52 GMT

This year continues to be a challenge in so many ways, and for those of you in isolation, we hope you’re keeping safe and well. If you’re reflecting on your current role and thinking about whether it’s time to look for a new job, the good news is the NFP sector is still hiring. Here at NGO Recruitment, we have many interesting permanent and temporary roles currently available across a variety of different seniorities and subsectors.

So how do you make sure you’re on the right track when looking for a new role within the NFP sector? Here are our top five tips.

Keep your eye on a variety of job boards, not just Seek

Although Seek is often our go-to job board, there are many others specialising in the not-for-profit sector. The largest ones are Ethical Jobs and Pro Bono Australia but there are a few subsector job boards too. Do your research, subscribe to job alerts and keep your eye on recruitment company websites offering NFP roles.

Start to follow the organisations you’re interested in on social media as they will often post job opportunities on their pages. LinkedIn also has job listings which can provide a valuable source of job leads and recommendations.

Be proactive

In addition to being reactive and responding to job ads, your job search needs to be as proactive and persistent as possible. Identify not-for-profits representing issues close to your heart and email your resume to decision makers within these organisations. LinkedIn is a great place to start. Explain why you’re contacting them and ask to be considered if a role comes up. Follow up with a phone call if you can. And keep doing this until someone responds, saying great, let’s discuss further.

Get involved in fundraising campaigns or volunteer to get yourself out there. Depending on your experience and level, joining boards can be a great way to develop your leadership skills and can add a considerable amount of prestige to your resume.

Make LinkedIn your new best friend

Today, many recruiters and senior decision makers will also take a look at your LinkedIn profile, so make sure this is comprehensive and current – and your skills and experience match your resume. Upload a professional-looking photograph, outline your motivations for joining the sector and list as much volunteer experience as you can.

LinkedIn Premium is also an excellent tool for expanding your LinkedIn network as you can InMail decision makers, access premium search filters and view expanded profiles. You can sign up for a free monthly trial if you want to give it a go.

One good tip to save you having to buy InMail credits and extra searches with a LinkedIn Premium account is to join specific not-for-profit sector groups. Once you’re a member, you can search limitless times within the group and send messages to members.

Personalise your applications

Cover letters are still a powerful tool and should be tailored for every application. Fine tune your messages for each organisation, explain why you want to work there and why you would be a good fit.

When applying for a role through a job board, it’s also a good idea to send personal notes to the relevant HR manager and recruitment consultant alerting them to your application. This tactic helps you stand out and demonstrates your keen interest in the role. Never be afraid to connect with HR managers and recruitment consultants on LinkedIn.

Don’t give up!

Lastly, don’t take rejection personally. Most organisations keep resumes on file and will come back to you if a new position becomes available.

If you’re looking for a new role within the Australian NFP sector, please keep an eye on on our job board and register with us on our ‘ submit your resume ‘ page.

Pandemic road trip: Victoria Monahan’s five-day drive to start her new job

Fri, 10 Jul 2020 09:55:57 GMT

When Victoria Monahan recently accepted the Jimaylya Topsy Harry Centre Service Manager position, she was ready for a challenge. Jimaylya Topsy Harry Centre is a unique service, located in Mt Isa, which provides transitional accommodation for adults, both Aboriginal and Torres Strait Islander people and non-Aboriginal and Torres Strait Islanders, who are homeless or in a crisis situation.

Victoria accepted this role mid-May after a national executive search by Louise Furlong, Executive Consultant & General Manager Queensland, NGO Recruitment. Amidst the Coronavirus pandemic, Victoria agreed to start her new role and relocate to Mt Isa from South Australia within a few weeks. Now a month into her position, we talk to Victoria about her experience so far.

1. What attracted you to this unique role located in Mt Isa?

I have always loved the combination of travelling and working which provides the opportunity to not only see parts of Australia that I might not have explored, but to also explore a greater scope of interesting personal and professional challenges. The conversation I had with Louise Furlong from NGO Recruitment around this role really sold me.

2. You relocated from SA to Mt Isa, driving for five days through some of Australia’s most remote areas, how was this experience and travelling through various state borders as an essential worker during the pandemic?

My five days on the road were amazing. I am a letter writer, so I wrote a daily journal and took a lot of photos to capture some of my experiences. The changing landscape kept me constantly in awe of the beauty of outback Australia. The clouds changes shapes, size and colours many times throughout the day and I was taken back to my childhood days of laying in the grass and cloud watching. My beautiful feline friend Mishi kept me company in the car, though at one stage she put her paws on the electric window control and I had terrible visions of her flying out the window at 100 kms an hour. She totally entertained the officers at the Border Control Point while they processed my documents.

Mishi is pictured watching the world go by on the five-day road trip to Mt Isa

3. What are the main challenges ahead in your new role and what type of programs do you plan to implement?

The programming design is not for me alone. In community, the best results are attained by fairly lengthy consultation that must be person centred and wholistic. It can take some time to fully explore the needs of all the people who are affected by introducing new initiatives. This can be a challenge for me, as I can often have ideas that I want to implement, however, experience has shown me that the greatest idea will fail if I don’t take others with me on the journey.

4. How, so far, has your background and previous work with remote communities/similar client cohorts been of value to you in the new role?

I think the most important lesson I have learned from my previous work, is that my previous work doesn’t count. Working in communities means creating a clean slate for each project, being willing to “not know” and being curious about people and relationships.

5. What initial challenges have you faced?

I think one of the challenges was underestimating the physical, emotional, and mental effort required to make the move. In retrospect I would have taken a week off before starting work (instead of starting two days after arriving). The other challenge is the lack of social contact because of the Covid restrictions. Most of the usual groups and activities are in recess. I also miss the face to face contact with family and my fellow life travellers.

6.What is your secret for success at executive level?

Work and work. Especially lots of personal and spiritual development so that I connect with others. Continuous skills development, I am a person who loves to learn and be challenged mentally and emotionally. I have a sixth sense about people and situations that is really helpful, and I can hold a vision and perceive a map to actualise it.

How would you describe your experience with NGO Recruitment?

Astoundingly helpful. I felt really spoiled with support and information from Louise Furlong, she acted as the conductor of this recruitment process, providing a perfect symphony of information partnering, planning and doing. This left me free to do what I needed, so as to make the move as effortless as possible.

Victoria’s journey breakdown:

Day 1 Adelaide SA to Broken Hill NSW 516 kms
Day 2 Broken Hill to Bourke NSW 618 kms
Day 3 Bourke to Charleville QLD 453 kms
Day 4 Charleville to Longreach QLD 516 kms
Day 5 Longreach to Mount Isa QLD 647 kms

Near Bourke

Sunset at Charleville

Near Cloncurry

Lake near Mt Isa

Mt Isa

Onboarding in the E-World

Thu, 26 Mar 2020 09:45:30 GMT

With most of us working from home NGO Recruitment has created a best practice guide for how to successfully on board your new hires. We give our tips for how to get well prepared before the start date and how to build a strong relationship with your new recruit.

Get well prepared before the start date

Get offer letters and contracts out quickly as well as emailing the necessary forms for tax, super and payroll.
Provide a working from home checklist and ask that your team member completes it and returns it ahead of time so that you can organise additional equipment if necessary.
Provide a remote working guide.
Get all IT hardware, software and access sorted.
Post a welcome pack which includes stationary, brochures and other marketing collateral, organisational merchandise (if you have it – it’s a great way to help drive that sense of belonging), hand sanitiser (show you care), a small first aid kit and some goodies such as chocolates, tea and coffee.
Prepare an onboarding plan for the first three months.
Select and brief an onboarding buddy.
Make phone contact before the start date to check in and confirm arrangements for Day 1.

Week 1 – Day 1 – The most important day

Onboarding is as much about investing in the relationship with your new recruit as it is about training them how to do the job. Don’t skimp on this bit and dedicate several hours.
Go through your normal onboarding routine around checking contracts, payroll paperwork, reporting for work, work hours and so on.
Do a thorough IT orientation – explain the software / apps you use for communication and meetings and check that your employee knows how to use them.
Clearly explain how to ‘arrive’ at work, how to indicate when they are on a break, and how to sign off at the end of the day.
Clearly explain your COVID-19 plan especially as regards employee disclosure of illness, external meetings and domestic travel for work.
Check home office set up to ensure workplace health and safety matters are sorted.
Go through the onboarding plan.
Introduce the immediate team.
Introduce their onboarding buddy.

Week 1 – Days 2 to 5

Check in at least 3 times a day.
Be available to answer questions and be clear about your availability.
Step your new team member through the online learning materials.
Introduce your team member to other teams progressively.
Have a structured team ‘e-coffee’ meeting at the end of the week to socialise – no shop talk!

After week 1 and for the next 11 weeks

Check in twice daily – start and end of day, as a minimum.
Provide access to online onboarding materials, policies, procedures, webinars or videos.
Make sure e-meetings with relevant staff are happening – working at home can be lonely so these are even more important at the moment.
Be diligent about team meetings as these opportunities to create team bonds are essential.
Allocate small projects so that the team member can feel a sense of achievement quickly.
Each week, check progress against the onboarding plan.
Conduct one formal probationary conversation to recap on the first 3 months, provide feedback and support.

NGO Recruitment is here to support you with your onboarding, human resource issues as well as providing all of your recruitment needs including temporary and contract staff for these changing times. Please contact us via the Sydney head office number: +61 (0) 2 8243 0570.

Author: Carol Lewis, Associate of NGO Recruitment

Carol Lewis, our dedicated HR consultant, is a senior human resources practitioner with over 15 years of consulting and organisational development experience. Her qualifications include a Masters in Business (Employment Relations) from the University of Technology in Sydney. She also holds a Cert IV in Workplace Training & Assessment, is an accredited user of the Californian Psychological Index (CPI), the Myers Briggs Type Indicator (MBTI). Carol is also a member of the Australian Human Resources Institute, the Career Development Association of Australia and The Australian Workplace Practitioners Network.

NGO Recruitment – Market Update

Tue, 24 Mar 2020 09:39:29 GMT

The good news is our sector is demonstrating signs of great resilience during this time of great uncertainty. NGO Recruitment is experiencing a strong ongoing demand for permanent, contract and temporary staff, as well as a solid supply of candidates at all levels.

The willingness to continue to hire a broad range of staff is a very strong indicator that there is also, amongst the social disruption, an attitude of business as usual in relation to program delivery amongst much of the sector. A similar experience to when NGO Recruitment recruited through the global financial crisis over ten years ago. In times of upheaval our sector gears up, demonstrates great fortitude and is naturally preparing to be a significant player in the recovery of society.

Partly in response to the crisis, NGO Recruitment has extended its offering to include strategic HR management and outplacement services including both face-to-face and remote assistance.

During this time we will continue to provide services from our Sydney, Melbourne, Brisbane, Asia and UK bases. The NGO Recruitment team is now working from home supported by state of the art technology for video interviewing benefiting our clients and candidates to minimise person-to-person contact.

Our services include;

The provision of temporary and contract staff – available to start immediately. Many have their own devices and are available to work remotely.
The recruitment of all permanent functions at all levels including highly specialised roles, administration, database and customer service, payroll, HR, fundraising, communication, marketing, advocacy, volunteer management and senior executive.
Board recruitment to replace board members resigning from boards to deal with the crisis in their own work and personal life.
HR management and outplacement services which includes both face-to-face and remote.
Providing consultation and materials on remote working and work from home policy and procedures.

Please contact Richard Green (VIC): 0417 283 324, Deborah Ross (NSW): 0411 878 732, Louise Furlong (QLD): 0412 473 257, Lois Freeke (Asia Pacific): +61 (0) 408 629 107 or Emma Adams (UK & Europe): +4473 0579 1502. We are here to support you during this time to ensure you have the right staffing and support for your teams. For more information visit our website or call one of our consultants above.

NGO Recruitment will continue to prioritise the safety and well-being of our staff, our clients, and our candidates in equal measure.

Stay healthy and safe,

Richard Green,

Director, NGO Recruitment

New fundraising talent pipeline for the international education advancement sector

Wed, 11 Mar 2020 09:38:42 GMT

We are excited to announce the launch of our new fundraising talent pipeline for the international education advancement sector. Flexible, cost-effective and designed to complement existing internal recruitment processes, the new fundraising talent pipeline has been developed in response to an overwhelming demand from Australian and New Zealand universities in particular, for talented fundraising professionals.

Widely considered to be one of Australia’s leading fundraising recruitment specialists, former head of NGO Recruitment Victoria, Emma Adams, is currently based in the UK to expand NGO Recruitment’s specialist international search and to launch its new talent pipeline model.

According to Adams, several major Australian and New Zealand universities across the region are hoping to double fundraising headcount within the next 6-12 months due to a number of new and ever more sophisticated fundraising campaigns. The competition for fundraising talent will therefore be huge.

“This is a new and unique offering for university recruitment teams who are focused on expanding their fundraising campaigns into 2020. Our new talent pipeline involves extensively and proactively mapping the international advancement and not-for-profit sectors to identify highly qualified candidates interested in opportunities both in Australia and New Zealand,” says Adams.

“By building talent pools in the UK, Europe, Canada and Asia Pacific, Australian and New Zealand universities can now access information about available candidates via our talent pipeline subscription or tap into our pipeline during our exclusive advertised search process.”

Adams is currently mapping all positions that sit within development and advancement – from executives, development and advancement heads to faculty based development managers and alumni officers – and is also able to tap into NGO Recruitment’s extensive database of international fundraisers who work outside of the advancement sector.

“It’s a really exciting time to be an advancement fundraiser given our universities are currently at the forefront of tackling critical global challenges such as climate change and global health. Part of the work we’re doing is to also attract fundraisers and other talented individuals from a wide range of backgrounds,” explains Adams.

Adams is also now partnering closely with Lois Freeke, NGO Recruitment’s Manager Asia Pacific, to offer a truly international candidate sourcing service. The talent pipeline will also be open to international NGOs and wider not-for-profit sector organisations looking to tap into new and emerging talent pools.

If you would like to find out how Emma Adams can assist you with your international fundraising recruitment requirements, please contact her via email emma.adams@ngorecruitment.com or call +44 7305 791502 if you are in the UK or Europe. Alternatively, you can contact Richard Green in Sydney on +61 2 8243 0570 or email richard.green@ngorecruitment.com if you are in Australia or New Zealand.

Fundraiser of the Year Meredith Dwyer appointed chair of the FIA Board of Directors

Wed, 18 Dec 2019 09:30:55 GMT

Source: www.fia.org.au

Sydney, 16 December – Fundraising Institute Australia (FIA), the peak body for professional fundraisers, is pleased to announce the appointment of a new chair to its board of directors.

The new chair is Meredith Dwyer, a digital fundraising expert who is the director for Brisbane-based consulting firm, HomeMade Digital Australia. She joined the FIA Board of Directors in 2018 and is the current Arthur Venn Fundraiser of the Year.

She will take over the reins of the voluntary role from the current chair James Garland on 27 February 2020, after the organisation’s annual general meeting.

Mr Garland, who is stepping down after his maximum two-year term as chair, has served for four years on the board and plans to remain as a director to support Ms Dwyer and the work of FIA.

Mr Garland said the board was pleased to appoint a new chair of Ms Dwyer’s calibre.

“Meredith is highly regarded in the local and overseas fundraising community. She brings a wealth of experience to the board, which will be incredibly valuable for the sector. She has a passion for ethical best practice and driving innovation and sustainability in fundraising.”

Delighted and honoured by the appointment, Ms Dwyer said: “It’s an honour to chair the board of Australia’s pre-eminent body representing professional fundraising. I’m particularly looking forward to working with my colleagues on the board to further our work in enhancing the professionalisation of the sector, to demonstrate that fundraisers make a vital impact on their organisations and the communities they serve.”

She also praised the work of her predecessor.

“I would like to thank our outgoing chair James Garland for his considerable contribution and tireless work over the past two years, especially around the FIA Code and fundraising best practice. Having served alongside him for the past year, I have seen first-hand his commitment to FIA, the membership, the board and the wider fundraising community,” she said.

Katherine Raskob, FIA’s chief executive, said: “Meredith brings unique skills and incredible experience from over 30 years working in the sector. I’m looking forward to working closely with her as we continue our work to move fundraising forward in Australia. I also want to thank our outgoing chair, James Garland, for his valuable contributions in helping build the sustainability of the fundraising sector over the past two years as chair of FIA.”

Ms Dwyer has an impressive track record, having raised $130 million for a variety of causes in the last eight years alone. She has established non-profit organisations in Australia, the US and the UK, and has extensive experience in fundraising governance. Past employers include Kids Help Line Australia, BoysTown, Cancer Council Queensland, Cystic Fibrosis Queensland, Royal Society for the Blind, the Royal Children’s Hospital Foundation and CauseForce.

At HomeMade Digital Australia, Ms Dwyer works with non-profit organisations globally, helping charities to create engaging integrated supporter experiences to raise more money and reach more people through digital marketing, outstanding creative and storytelling.

Last February, Ms Dwyer won the 2019 Arthur Venn Fundraiser of the Year award at the FIA National Awards for Excellence in Fundraising in Melbourne. The award is given to an outstanding fundraiser who has demonstrated consistent excellence and ethical best practice through their actions and leadership.

Ms Dwyer has served on the FIA Queensland Committee since 2010, and in 2011, she qualified as a Certified Fund Raising Executive (CFRE). She was elected a Fellow of Fundraising Institute Australia in 2017.

Ms Dwyer is also a breast cancer survivor and volunteer who co-founded Amazon Heart, a global peer support program for breast cancer survivors.

About Fundraising Institute Australia (FIA)

FIA is the largest representative body for the $9.9 billion fundraising sector. FIA members include charities and other fundraising not-for-profits operating domestically and internationally as well as the organisations and professionals that provide services to them. FIA advocates for the interests of the sector, administers a self-regulatory Code, educates fundraising practitioners, promotes research, and creates forums for the exchange of knowledge and ideas.

Positive Life names their new Chief Executive Officer

Thu, 10 Oct 2019 09:25:16 GMT

Source: http://positivelife.org.au

11 October 2019 Positive Life NSW is delighted to announce the appointment of Jane Costello as CEO, effective from Monday 11 November 2019.

Positive Life President, Mr Robert Agati said Ms Costello was selected after a thorough and competitive Board selection process to lead the state-wide agency after Craig Cooper stepped down from the role in June 2019, which he served with commitment and dedication.

“Jane is an outstanding choice, bringing a wealth of experience over twenty years’ in executive corporate roles, a strong track record of ten years in the HIV community sector, as well as her personal experience and sensitivity to contemporary issues faced by people living with HIV,” said Mr Agati.

“The Directors join with me in congratulating Jane on her appointment as the first woman living with HIV to hold the Positive Life NSW CEO role,” said Stephen Lunny, Positive Life Vice-President. “We are fortunate to benefit from her demonstrated ability to gain consensus, provide strategic leadership, along with her formidable engagement to benefit PLHIV in NSW.”

“I am incredibly excited and honoured to accept this role at Positive Life,” said Ms Costello, “particularly for the opportunity to represent and advocate on behalf of and in the best interests of all people living with HIV across NSW.”

“I am passionate to advance the interests of people living with HIV and advocate for change in public health and social policy, to meet the emerging needs and uphold the human rights and dignity of all people living with and affected by HIV in NSW,” she said.

Mr Nicolas Parkhill, ACON CEO added, “ACON welcomes the news of Jane as incoming CEO of Positive Life. Jane has long-standing and constructive ties with our community, and we’re looking forward to continuing the collegiate and productive working relationship between our two agencies with her at the helm.”

Mr Aaron Cogle, Executive Director of the National Association for People living with HIV Australia (NAPWHA) welcomed the announcement: “Jane’s strong strategic track record in the HIV sector over the years gives all of us in the sector, as well as people living with HIV, security in the knowledge that the agency will effectively respond to any upcoming evolutions of the NSW HIV strategies. NAPWHA is excited to see the continuing representation of people living with HIV at the forefront of NSW’s only peer-based HIV agency.”

Ms Costello takes over the role from Mr Craig Cooper, who led Positive Life from 2014 to 2019.

NSW Nature Conservation Council appoints Chris Gambian CEO

Mon, 05 Aug 2019 09:21:28 GMT

Source: https://www.nature.org.au

The board of the NSW Nature Conservation Council has appointed Chris Gambian as CEO, replacing Kate Smolski who is leaving after five years leading the organisation.

Mr Gambian has a strong background as a public interest campaigner and as a senior leader in trade unions and other grassroots advocacy organisations.

“I grew up in the suburbs around the Georges River and I have seen first-hand the toll that development and pollution can have on nature,” he said .

“We have to do more to ensure we pass on a safe climate and thriving natural world to our children and future generations.

“I have spent my whole working life trying to create a world that is just and sustainable. I’m incredibly honoured to be trusted with the challenge of leading NCC at this important time in our history.”

Mr Gambian said nature in NSW was under siege from pressures ranging from climate change and mass deforestation to unsustainable water use and plastic pollution.

“Over the past three years, the number of critically endangered species in NSW has jumped 30%, deforestation almost doubled, and the number of native species threatened with extinction grew to 1,025,” he said.

“As a community we have to make a decision about the legacy we want to leave: will we destroy everything around us to squeeze out another dollar for the bottom line in the short term, or do we value our role as custodians of the land, air and water and their importance to our long term interests?

“Nature needs a strong advocate now more than ever and I believe the Nature Conservation Council – with more than 150 member groups and thousands of supporters – is well placed to continue its track record of leadership.”

Nature Conservation Council Chairperson Professor Donald White thanked outgoing CEO Kate Smolski for her strong leadership and commitment to the organisation over the past five years.

“During her term as CEO, Kate has strengthened our organisation on many fronts, making us a more effective advocate for the environment in NSW,” Prof White said.

“The organisation is on a strong financial footing thanks to a significant expansion of our fundraising efforts and power, focused campaigns to tackle climate change and deforestation.”

Campaigner Lucy Manne to join 350.org Australia team as new CEO

Tue, 28 May 2019 09:17:35 GMT

PRESS RELEASE

The board of 350.org Australia today announced the selection of the organisation’s new CEO, Lucy Manne, who will begin in the new role in July this year.

Board member and outgoing CEO of 10 years Blair Palese said Lucy’s appointment will help 350 in Australia continue to deliver effective campaigns that can make a difference to reducing emissions and supporting climate solutions post the recent federal election.

Lucy Manne has been a part of the climate justice movement for 10 years. She is the former National Co-Director of the Australian Youth Climate Coalition (AYCC) where she was named Prime Minister’s Young Environmentalist of the Year in 2013, and has campaigned with the Wilderness Society and Climate Action Network Australia.

Most recently Lucy was the Head of Policy and Campaigns at women’s rights organisation ActionAid Australia, campaigning in solidarity with women around the world on the frontline of Australia’s fossil fuel industry.

Lucy will join 350.org Australia’s team led by current acting-CEO and ongoing Deputy CEO and Campaigns Strategist Glen Klatovsky, adding to the depth of experience in the organisation.

Her focus will be to ensure a sustainable financial future for the organisation by establishing a strong and expanded fundraising program linked with the organisation’s campaigns and growing national network of community activists.

Founded in 2009 in Australia, 350.org has focused on building a strong voice for climate change action, campaigning for fossil fuel divestment, ending new large-scale coal and gas projects and supporting Pacific Islanders to protect their homelands from the impacts of climate change.

Lucy’s experience with both climate change and global justice organisations will add to 350’s skills depth and help the organisation connect to global 350’s work going forward.

“As a long-term admirer of the 350 movement in Australia and across the world, it’s a huge honour to be joining the team,” Manne said. “We are at a critical juncture in the fight for climate justice, and it’s more important than ever to be building grassroots campaigns in solidarity with those most affected by the climate crisis.

“350.org is thrilled to bring someone of Lucy’s calibre and experience to the team and drive the next phase of the organisation’s work in Australia,” said 350.org board Chair Richard Green.

“There is an urgent need for effective climate change campaigning and the organisation will move forward with Lucy, Glen and a strong campaign team to take on the challenge in Australia.”

New NGO Recruitment Asia Pacific manager

Wed, 15 May 2019 09:11:22 GMT

International recruitment expert Lois Freeke joins the team

Please join us in welcoming Lois Freeke to the NGO Recruitment team as our new Asia Pacific manager. Lois has lived and recruited in China and the wider Asia Pacific region for over two decades and we’re delighted to have her on board.

Originally from the UK, Lois first moved to Hong Kong in the early 90s and has since gained a unique depth of Asia Pacific recruitment experience. She held senior recruitment management roles for over 15 years including country manager China at REED, director at Kelly Services and managing consultant at Hudson, all based in Shanghai.

According to Richard Green, Director, NGO Recruitment, it’s rare to find a senior recruitment professional who understands the cultural nuances of the Asia Pacific market. “Lois is extremely talented at what she does and has a valuable ability to expertly navigate the vast and complex tapestry of the Asia Pacific not-for-profit sector,” he says.

“She’s already hit the ground running and is currently recruiting a regional director role for World Wide Fund for Nature (WWF) based in Fiji. I have no doubt her skills will be of immense benefit to our clients and we’re delighted to have her on board.”

A conversational Mandarin Chinese speaker, Lois has recruited executive and operational roles for organisations across the Asia Pacific region with a particular focus on executive search in China, Hong Kong, Singapore, Australia and New Zealand. She was also the first licensed personal branding strategist in China offering specialist recruitment, outplacement and career transition support for foreign executives based in the region.

“NGO Recruitment’s knowledge, depth of experience and longevity within the not-for-profit sector in Asia Pacific is very unique and I’m proud to join such a purpose driven niche recruitment specialist. I’m looking forward to working closely with our existing NGO partners and also expanding our valuable services across the region,” she says.

During her Asian-based career, Lois was a regular speaker and commentator on HR topics for international forums such as Channel News Asia TV, The Economist, American Chamber of Commerce and at HULT University. She is also International Coach Federation (ICF) accredited in professional coaching and personal branding.

If you would like to find out how Lois can assist you with your recruitment requirements in the Asia Pacific region, please contact Lois via the Sydney office: +61 (0) 2 8243 0570 or mobile: +61 408 629107.

Queensland Positive People appoints new CEO

Wed, 15 May 2019 09:05:40 GMT

MEDIA RELEASE FROM QPP

13 May 2019

Queensland Positive People (QPP) is delighted to announce the appointment of public health HIV expert Melissa Warner as our new Chief Executive Officer. Ms Warner has over 20 years’ HIV clinical and program delivery experience gained from diverse roles within NGOs, government organisations and clinical settings in Australia, UK and Asia.

With the assistance of NGO Recruitment, the QPP Board conducted a nationwide search and recruitment process, which included multiple rounds of interviews and consultation with stakeholder partners and community leaders across the country.

Board President Matt Hall says QPP is thrilled to have appointed Ms Warner who brings a unique perspective from her HIV community, clinical and government experience. She also has the expert skills to support the board with her in depth understanding of complex government funding processes and negotiations.

“Melissa was selected from an impressive shortlist of talented candidates with high credentials and was the standout in terms of her abilities to lead QPP strategically through a time of change. She also has a profound connection to our community and a strong network of stakeholders,” says Mr Hall.

“As CEO of QPP Melissa will be working closely with the Board to ensure our ongoing sustainability and ability to provide further valuable services for people living with HIV within the Queensland community,” he says.

For the last 10 years, Ms Warner has been at the forefront of HIV and sexual health programs, policy, services and research here in Queensland. She was Principal Public Health Officer at the HIV Foundation Queensland (HIVFQ) for over four years, working closely with both state and national bodies as well as clinicians and researchers across Queensland, and most recently was responsible for planning and evaluating sexually transmissible infections and blood borne virus preventative health interventions at the Queensland Department of Health.

Since 2013, Ms Warner has worked closely with the QPP management team, supporting them to diversify services and funding. This has included advocating for the implementation and expansion of the RAPID HIV/STI testing program, the HIV Emergency Treatment Fund and the Peer Navigation program for Medicare ineligible people.

With her longstanding relationships within the Queensland HIV community, Ms Warner is uniquely placed to the support the strengthening of QPP’s partnership approach with government, NGOs, clinicians and researchers.

“Over the last 14 years, Simon O’Connor has achieved so much to improve the lives of HIV positive people in Queensland and I am humbled to now follow in his footsteps. I have shared so many personal and professional journeys with people living with HIV from all around the world and I am therefore excited and incredibly honoured to play an integral role in QPP’s next chapter of growth and diversification,” says Ms Warner.

Ms Warner will be transitioning into her new role in June 2019.

Celebrating 15 years in business

Fri, 26 Apr 2019 08:54:43 GMT

As we proudly celebrate our 15-year anniversary, NGO Recruitment founder Richard Green reminisces on the early days and reveals how he built a respected brand within the not-for-profit sector.

What originally inspired you to carve out a career in the not-for-profit sector?

When I was in my twenties, I spent a year in Europe and remember being horrified about emerging pollution concerns such as acid rain. The prospect of this happening here in Australia was really alarming. I came back to Sydney with a drive to work for an environmental cause in some way. And when I moved just around the corner from Greenpeace I took it as a sign to find out more.

In retrospect, my subsequent fundraising role for Greenpeace was an incredible first step into the not-for-profit sector. I honestly couldn’t have had a better experience. As well as being progressive environmentally, Greenpeace is also very progressive when it comes to raising money given it relies 100% on fundraising revenue. I didn’t realise it at the time, but my exposure to best practice fundraising at Greenpeace influenced the rest of my 15-year career with NGOs such as UNICEF and later when recruiting fundraisers for the not-for-profit sector.

How and why did you go on to establish NGO Recruitment?

I was working as a fundraising consultant for the Fred Hollows Foundation and when it was time to handover my strategy they asked, ‘Do you know anyone who could actually implement this? Could you recruit someone for us?’ And as it happened, my brother Michael ran a recruitment company and I thought why not? So, in partnership with Michael, the Fred Hollows Foundation became my first client. And things just snowballed from there.

How was the market at the time? Were there lots of opportunities?

In the early days, there were a couple of established not-for-profit recruiters in Victoria given there’s a bigger culture of philanthropy in and around Melbourne. But in Sydney, we had no direct competitors. I knew there was an opportunity to specialise in this sector and to offer real fundraising recruitment and consultancy expertise.

There was a lot of business development and the biggest challenge was convincing not-for-profits that it was actually worth investing in quality recruitment. But as the sector matured and it became harder to find the right people with the right skills, it soon became clear NGO Recruitment could deliver. It took a bit of convincing and yes, there was a commercial fee, but our candidates were worth the expense. Once we got into a bit of a rhythm, one success fed into the next.

Why do you think NGO Recruitment is now such a well-respected sector partner?

People come to us and want our advice, and we have upfront discussions about what’s best for their organisation. Essentially, we’re treated by our clients like a consultancy, not just a recruitment agency.

We also have a deep understanding of the organisational culture of our clients. This means we can accurately assess cultural fit as well as technical skills which makes a big difference to the success of a hire. We now have so many longstanding client relationships that sometimes we’re the only constant from a recruitment perspective within a client organisation. After 15 years, we often know more about the history of a CEO than the current board.

We’ve also recruited broadly across the many not-for-profit subsectors and are now renowned for our depth and breadth of sector knowledge. Our specialist fundraising recruitment expertise, not only in Sydney but also now in Melbourne and Brisbane, also means we’re able to identify the types of fundraising skills many organisations require to be financially stable. We also do this at a wider recruitment level too across all skillsets but I think this is how my early career really influenced the success of NGO Recruitment. It’s been a big part of the last 15 years.

What have been some of your greatest achievements?

Every time we make a placement, I honestly feel like it’s a great achievement. Over the years and with each placement, we’ve slowly built a respected brand trusted by a sector which can, at times, be understandably cautious when partnering with external suppliers. For me, that’s my greatest achievement. Since 2004, we’ve placed over 3,000 high quality people who are working tirelessly to improve our society, the vast majority of which were unlikely to have been found by our clients via their own recruitment efforts. I’m also really proud of currently employing 15 extremely talented and dedicated people who are all working towards the same shared goals.

So, what’s next for NGO Recruitment?

The ongoing skills shortage makes it very hard for not-for-profits to find good people by themselves. In a challenging talent short market, I’ve no doubt NGO Recruitment will continue to provide a valuable service. Not-for-profit organisations have responded to us so positively over the years and know there’s a real benefit in working with us to find hard to find people.

We’ll therefore continue to grow organically as new opportunities present themselves. And remain focused on maintaining our high service levels and positive consultative approach. We’re looking forward to seeing what the next 15 years brings.

Interview series, part 8: Karen Gair, Managing Director, The San Foundation

Thu, 14 Feb 2019 07:59:34 GMT

The San Foundation is committed to supporting the Sydney Adventist Hospital in the provision of world class medical care to its patients.

Karen Gair has been the Managing Director of the San Foundation for over a year. Karen tells us about the challenges and priorities of the San Foundation, the difficulties faced in fundraising and what you need to run a successful not-for-profit.

You joined the San Foundation as Managing Director at the start of 2018. What’s the purpose of the San Foundation and what are your responsibilities?

We are here to support the Sydney Adventist Hospital, affectionately known as The San. Our donors help to fund state-of-the-art equipment, treatment and research. My role is to lead, educate and encourage our team and the hospital staff to identify giving opportunities and grateful patients. I hope I make every donor feel appreciated and that they understand the positive impact their giving has. Along with the board of directors, I am responsible for the governance, strategy, operations and overall performance of the San Foundation.

What are the strategic priorities for the San Foundation*?

In the past five years, our donor numbers have halved. In 2006, our donor retention rate stood at over 70% and today it’s 21%. I’m appalled by those figures. We need to do a better job at proving to donors we are worthy of their hard earned money. To me that’s a communication issue. The hospital clinicians are some of the world’s best, and the San, deservedly, is renowned for its wonderful beside care. Donors augment that mix by helping to fund the latest equipment, treatment and research to deliver the optimal patient experience. We just have to do a better job at letting donors know the difference they make and not taking them for granted. Along with improving donor retention, I’ll be focused on implementing a grateful patient program and a major giving program.

How did your career progress towards where it is today? Have you always worked in the NFP sector?

I started my career as a journalist and I’ll be forever grateful for the grounding that gave me as a fundraiser. Sensing and teasing out a good story and developing someone’s trust quickly are skills I use every day. My curiosity to learn and know more about people and my innate social justice bent made the transition from journalism to philanthropy quite easy. For the past 17 years, I have worked in the NFP sector, primarily in development for schools and universities after I was hired as a development officer for a secondary school with no experience. Fortunately, fundraising was my calling, and with the guidance of some wonderful mentors along the way, I can’t think of anything else I would prefer to be doing.

What’s your secret for success at executive director level?

People tell me that my honesty and authenticity is refreshing. I like to ensure I am consistent with what I say and what I believe. Fortunately, I’m passionate about what I do and I think that genuineness has served me well. I want staff to enjoy coming to work and knowing they are contributing to something worthy. I think the more my career has progressed, the easier it has become to have a challenging conversation or own a tough decision because I haven’t avoided them along the way. I think good leaders just own the good and the bad and aren’t fearful of that. There’s no shame in being human and getting it wrong, as long as you learn from it and take responsibility.

What challenges have you faced?

I work in a hospital environment surrounded by patients and families sometimes facing enormous health challenges, so I think my challenges pale into insignificance in that context. Major gift fundraising and leadership, in general, can sometimes be viewed as a man’s domain and I’m sure I’ve encountered the same frustrations and misjudgment as others during my career. But it’s not something I dwell on. Any challenge I’ve ever had has taught me something and I hope I’ve learnt and grown from those challenges.

What elements do you think you need to have in place to run a successful not-for-profit?

The only real assets you have in this business are your staff and your database, so I work hard at ensuring the development and integrity of both. A knowledgeable and supportive board is also essential, and again I’m grateful to have that at the San Foundation. I think the other crucial element to have in place is a strong sense and attitude about the importance of donor centricity. A lot of people pay lip service to putting the donor first. I think without the ability to empathize with what a donor is needing and without good structures, policies and procedures that support a donor centric culture, you won’t be successful.

How would you describe your experience with NGO Recruitment?

Richard Green from NGO Recruitment has been a companion on much of my career journey and I have always appreciated his knowledge and expertise about fundraising. In my experience, many recruitment professionals in this sector don’t know what it takes and means to be a good fundraiser and I’m glad that Richard and many staff at NGO are the exception.

Thank you for your time Karen. If you would like to support the San Foundation click here.

NGO Recruitment Fundraising Salary Snapshot 2018/2019

Tue, 11 Dec 2018 07:57:53 GMT

Demand for fundraising skills soars

Over the last 12-24 months, the demand for fundraising skills within Australia’s not-for-profit (NFP) sector has soared leading to a current shortage of talented fundraising professionals across all fundraising specialties.

Largely driven by NFPs experiencing uncertainty around government funding, demand is also being driven by NFPs looking to diversify revenue streams and grow organically. International aid organisations with an Australian presence are also ramping up fundraising activities in readiness for future climate change and refugee response programs.

“We are continuing to experience shortages of fundraisers across the board, from fundraising assistants and major donor fundraisers to bequest executives,” says Richard Green, Director, NGO Recruitment.

“Demand for young graduates with five-plus years’ experience in the $70-$90,000 salary bracket is particularly strong as they’re highly educated, articulate, hardworking and inspired to make a real impact on society.”

With permanent senior fundraising roles often taking up to four months to fill, demand for temporary and contract fundraisers to fill the gap is also strong. Spikes in demand for temporary or contract fundraisers are also being driven by short term high-intensity fundraising campaigns.

Salaries

Throughout the sector, NFPs are responding to the ongoing candidate short market by attracting and recruiting high-calibre fundraisers wherever they can. And although salaries have remained relatively stable in the last 12 months, the basic rules of supply and demand are evident, with NFPs now having to adjust salary expectations.

“NFPs need to accept that anyone who can raise money is in huge demand. Salaries for niche in-demand roles such as major donor fundraisers have jumped and often these people are being paid more than equivalent grades in other organisational areas such as corporate services,” says Richard.

“A shift in recruitment mindset is therefore required. You may only want to pay a certain amount, but if that’s not buying you the skills you need, you have to pay what the market is demanding,” he adds.

Top three fundraising roles in demand

Major donor fundraisers
Digital marketing fundraisers
Individual giving managers

The Australian tertiary sector is currently the largest employer of major donor fundraisers with both Melbourne University’s Believe and Sydney University’s Inspired philanthropic campaigns offering rewarding fundraising career opportunities.

With the increasing sophistication of the online world, and the way in which people engage with organisations shifting due to the prevalence of social media, digital marketing fundraisers are also highly sought after.

And individual giving managers continue to be in high demand due to their broad skillsets and ability to engage with existing donors to maximise regular giving and to drive annual appeals.

Outlook 2019

A shortage of fundraisers across the board will persist into 2019 with salaries in difficult to source niche areas continuing to spike. As the NFP sector in Australia continues to mature, we also expect to see a groundswell of smaller organisations looking to fundraise in the major donor area which will create added pressure and demand for these specialist fundraising professionals.

Chief Executive Officer appointed to lead the Queensland AIDS Council

Fri, 07 Dec 2018 07:43:57 GMT

The Queensland AIDS Council is delighted to announce the appointment of Rebecca Reynolds as the Chief Executive Officer of QuAC.

The board, with the assistance of NGO Recruitment, conducted an exhaustive nationwide search to find the best possible person for this position. This process included three rounds of interviews and consultation with community leaders across the State.

The President of QuAC, Peter Black, said the board was excited Ms Reynolds was staying with QuAC for the next three years.

“Rebecca has been our interim Executive Director since August this year, and the board has been very impressed by the work she has already done within the organisation and our State’s diverse lesbian, gay, bisexual, trans, intersex, sistergirl and brotherboy communities, and we look forward to working with her in the coming years,” Mr Black said.

Ms Reynolds joined QuAC from the National LGBTI Health Alliance, the peak body in Australia for organisations and individuals working to improve health outcomes for LGBTI people and their communities. Working across the full lifespan, Rebecca’s career in the community health sector includes international work on HIV and maternal health, extensive experience in youth and disability services, mental health, suicide prevention and ageing and aged care.

“Rebecca’s diverse experience means she is uniquely placed to work with QuAC’s board, staff, volunteers and communities to reshape and reimagine the organisation so that it can fulfil its responsibilities to all of our communities and to work to address the issues that still exist that act as barriers for equality,” Mr Black said.

Commenting on her appointment, Ms Reynolds said “I warmly welcome the chance to work alongside our Queensland lesbian, gay, bisexual, trans, intersex, sistergirl and brotherboy communities and to using our collective strength to tackle the diverse set of challenges that we face in our daily lives”.

Source: https://quac.org.au/our-new-ceo-appointed/

The Association of Children’s Welfare Agencies (ACWA) announces New CEO

Fri, 07 Dec 2018 07:39:37 GMT

The Association of Children’s Welfare Agencies (ACWA) is pleased to announce the appointment of Steve Kinmond as its new CEO, effective from February 18 next year. NGO Recruitment were delighted to work with the board of ACWA on this assignment and we have no doubt that Steve will be an outstanding leader for the sector.

ACWA Chair Bob Mulcahy said Mr Kinmond, who is currently NSW Deputy Ombudsman and Community and Disability Services Commissioner, is an outstanding choice to lead the peak body into a new era of advocacy work for children and families in NSW.

“Steve has an impressive track record of advocating for vulnerable children and families, and his appointment marks the beginning of an exciting new chapter for ACWA,” Mr Mulcahy said.

“He brings with him extensive experience in the community services sector and holds an excellent reputation not only across ACWA’s membership base, but with state and federal politicians, government departments, regulators and accreditors, and peak organisations around Australia.

“We look forward to Steve continuing to build on the outstanding work ACWA has undertaken over the past 12 years under the exceptional leadership of Andrew McCallum.”

The Association of Children’s Welfare Agencies is the NSW peak body representing non-government organisations that provide services to vulnerable children, young people and their families.

Source: http://www.acwa.asn.au/acwa-announces-new-ceo/

Australian Institute of Architects starts search for new CEO

Tue, 23 Oct 2018 07:34:45 GMT

The Australian Institute of Architects is a long-established and well-respected peak professional body. With a mission to improve the built environment by promoting high-quality, responsible and sustainable design, the Institute represents over 11,000 diverse national and international members from students of architecture and small practices, to large corporates and architects working in the public service.

Since 1930, the Institute has been at the forefront of architectural advocacy and education, delivering a range of policy initiatives, education programs, awards and events. And in 2018, the national peak body is looking to appoint a new CEO to spearhead a new era of transformation. Not-for-profit search specialist NGO Recruitment has been appointed to lead the search campaign.

According to the Institute’s National President Clare Cousins, this is a rare opportunity for someone looking to make their mark within a vibrant national membership body.

“This is a dynamic time for the Institute as we focus on sustainable growth and continued service to our members, now and into the future,” explains Cousins.

“We’ve seen real change in recent times regarding diversity within the organisation. In addition to our established practices, we’re seeing an increase in representation of smaller practitioners in leadership roles. We’re also now focused on encouraging younger members and architects in regional areas to join our community.

“Our ideal candidate for the new CEO role would be someone who can facilitate this growth with a combination of exceptional leadership skills and commercial acumen. Someone who’s a strong and strategic business leader, who’s also passionate about the built environment and is able to advocate at all levels,” she says.

Working closely with the Board, the new leader’s first priority will be to deliver the key initiatives outlined in the Institute’s current strategic plan. These initiatives include a major digital transformation project to enhance communication with members and the broader community, and provide access to leading business tools for members at all stages of their career.

“A new Institute website with various complementary digital platforms will transform the way we operate as a national organisation, grow our membership base and improve access to our valued services,” Cousins says.

Based in Melbourne at the Institute’s head office and responsible for 70 employees across national and state-based chapters, the new CEO will also work to further develop a positive and empowering national workplace culture.

“It’s really important for us to be a highly collaborative organisation and we’ve taken steps to improve this even further, most recently with the creation of a people and culture manager role,” explains Cousins.

“This collaborative approach extends to our external stakeholders. Not only will the new CEO need to work with our team to strengthen our members’ capacity to deliver services, but also collaborate and build influence with government, partners and other related industry associations.

“Ultimately, our goal as an organisation is to make the world a better place through architecture. It’s about looking forward and guiding government and policy makers to ensure our cities and communities are liveable places now and well into the future,” she says.

“The right candidate will enjoy a far-reaching, dynamic role with lots of variety and opportunity to drive positive change and professional growth within the sector,” she adds.

To find out more about the role and how to apply, please click here or contact Anna Skeels or Richard Green, NGO Recruitment on (03) 8319 4070

Interview series, part 7: Ben Pearson, Senior Campaign Manager, World Animal Protection

Tue, 02 Oct 2018 07:13:11 GMT

Ben Pearson joined World Animal Protection Australia only two years ago and he hasn’t looked back. World Animal Protection (formerly The World Society for the Protection of Animals) is a truly global organisation, working in more than 50 countries across the world to achieve its vision of a world where animal welfare matters and animal cruelty has ended.

Ben Pearson has been a lifetime campaigner for sustainable living. Ben describes his passion for animals and conservation, his priorities and the challenges animal welfare organisations are currently facing.

Have you always been passionate about animal welfare?

I have always been passionate about social change and advocating for progressive causes, and that includes animal welfare. The way in which we exploit the natural environment and animals is unethical and unsustainable, and I’ve spent most of my life campaigning for a more just and sustainable approach.

What attracted you to the role at World Animal Protection and what are your major responsibilities?

I liked that World Animal Protection is a rigorously evidence-based organisation with a strong solutions focus. For example, we don’t just say that elephant riding is bad, we demonstrate exactly how it affects the animals and impacts on their welfare. That makes our message more compelling and credible. Similarly, we don’t just oppose low-welfare elephant venues; we work with venues to try and transition them to higher welfare standards.

My major responsibilities are to oversee the development and delivery of campaigns in Australia and New Zealand, and to contribute to the international campaign development process. I am also one of the main public spokespeople for World Animal Protection in Australia and New Zealand.

Emily Mudoga holds a puppy waiting for its vaccination in Makueni County, Kenya. World Animal Protection visited the region in April 2016 to oversee a small rabies vaccination drive carried out by the local government vets. Photograph: Georgina Goodwin

What are your priorities for World Animal Protection over the next 12 months?

Building on the success of our report into cruel Balinese wildlife entertainment venues which led to major corporations like Qantas and Flight Centre removing elephant riding promotions from their webpages is definitely one. We want all Australian travel companies and airlines to go further and actively help educate the Australian public about the need to avoid cruel wildlife entertainment venues.

Another priority is our farming campaign, which seeks to raise standards for animals on Australian farms – particularly chickens – and also ensure that the relatively high welfare standards that Australian pork producers employ are not undercut by lower welfare imports. We also looking forward to launching our campaign to help address the scourge of marine debris, which is a major threat to Australian sea animals.

What would you say have been your biggest achievements in the role to date?

The major achievement has been localizing the international Wildlife. Not Entertainers campaign so that we are contributing to the international strategy through campaigns that are locally relevant. In particular this has been achieved through delivering the report into cruel Balinese wildlife venues and financing a feasibility study into the establishment of a sea sanctuary for the dolphins at Dolphin Marine Magic in Coffs Harbour.

Christina Dixon observes the collected debris from the sea change campaign, the focus was finding ghost gear (discarded fishing nets) that are abandoned and can entangle animals. Photograph: Greg Martin

What are you finding to be the biggest challenges?

The almost complete absence of national leadership on animal welfare is a huge problem. The greatest animal welfare issue in Australian in terms of numbers is farm animals, yet in 2013 the federal government defunded the national strategy on farm animal welfare and disbanded the Australian animal welfare advisory committee. As a result, we have a patchwork of state laws and regulation. Even the productivity commission last year recommended that there be a national body to oversee animal welfare, which would be a win for farmers, consumers and animals.

What top three qualities do you need to have as a successful campaign manager?

Strategic and political sense
The ability to problem solve
A sense of humour

How did you first come across NGO Recruitment and how would you describe your experience?

I had the enormous good fortune to work with Richard Green at Greenpeace many years ago and knew that he had set up NGO Recruitment. I had always heard good things about it and when I was looking for a new job I checked out their website. My experience has been very positive; they were professional and organised and I landed a job I really love.

Thank you for your time Ben.

To support the invaluable work of World Animal Protection, please click here.

Interview Series, part 6: Tony Warner, CEO, The Humour Foundation

Mon, 10 Sep 2018 07:05:16 GMT

The Humour Foundation is a charity dedicated to promoting and delivering the health benefits of humour. It incorporates clown doctors, elder clowns, laughter boss and laughter works and it spreads fun and laughter to people in need across Australia, improving the quality of life for people in hospitals, health and aged care facilities.

Tony Warner joined the Humour Foundation as the new Chief Executive Officer at the beginning of 2018. In this short time, he has built plans for the future direction for the organisation, established new professional relationships with Australian and international partners and witnessed the stimulating and magical impact that the clown doctors bring to sick people and their families.

We talk to Tony about where the concept of the clown doctors and elder clowns originated, what it takes to become a clown doctor and the priorities for The Humour Foundation over next 12 months.

What attracted you to the CEO role at The Humour Foundation?

The mission and the programs. Clown doctors: There are countless good causes that exist but bringing laughter to children and their parents in hospitals across Australia is one of the most direct and meaningful things I can think of. I feel privileged to be a part of it.

In our elder clown program (working with people with dementia), we use a range of tools and techniques to empower some of the most disempowered people in society. How lucky am I that I get to play a part in an organisation with a mission like that!

What are your major responsibilities?

My major responsibilities are to keep everyone focused on the vision of the organisation while managing the risks. It is my job to ensure that we are vigilant regarding our fundraising activities, we use funds appropriately, delivering what we have committed to and ensuing that we comply with legislation. I engage with many of our supporters and I have the very best job, which is hosting stakeholders when they observe the clown doctors in the hospitals.

Where did the concept of Clown Doctors and Elder Clowns originate?

Patch Adams is the most famous clown doctor which was based on a true story and played by the remarkable Robin Williams, but clown doctors and elder clowns exist in many countries and we are part of a unique network. The bottom line is that if there must be treatment and illness then there should also be the bubbles, ukuleles and the red noses of the clown doctors.

What training is involved to become a Clown Doctor or Elder Clown?

You don’t choose the clown life, the clown life chooses you! It is a very rigorous process because the quality standard is high but being able to play a ukulele is a good start. Seriously though, there are auditions and an internship process, or as we call it, a clownternship process and then, only then, you might make the cut.

What have been your biggest achievements in the role to date?

Working with the board and staff to bed down the future direction for the organisation
Exploring new opportunities and establishing new professional relationships with Australian and international partners
Getting to see the clown doctors and elder clowns in action across Australia

What are you finding to be the biggest challenges?

Working for a smaller organisation that remains focused on investing heavily in programs is fantastic but we can’t forget the systems and hardware that we rely on to deliver our services are important too. Developing an asset replacement register has been helpful to plan more effectively.

What are your priorities for the next 12 months?

It is going to be an exciting 12 months for The Humour Foundation with some great new staff in place and some big events planned so we can roll out even more laughs to where they are needed most. We have our conference in September when we will launch some new initiatives, then really start to explore the potential of the clown doctors programs.

How did you first come across NGO Recruitment?

I applied for a job advertised through NGO recruitment earlier in my career and I remember how supportive they were then, they were just as supportive when I applied for this CEO role. Now, as the customer engaging NGO Recruitment I find them to be sincere, committed and honest in their approach resulting in not just great candidates but great candidates with the right motivation for the roles that we are recruiting.

Thank you so much Tony.

If you would like to help support the Humour Foundation and improve the quality of life for people in hospitals, health and aged care facilities, click here.

Boorndawan Willam Aboriginal Healing Service (BWAHS) searches for new executive manager

Wed, 22 Aug 2018 07:00:13 GMT

For almost 13 years, Boorndawan Willam Aboriginal Healing Service (BWAHS) in Melbourne’s Eastern Metropolitan Region has been providing invaluable support services to Aboriginal and Torres Strait Islander individuals and families impacted by traumatic family violence.

The specialist organisation offers a range of dedicated services from early intervention programs and intensive case management to integrated family services and crisis assistance and is proud of its holistic Aboriginal cultural and spiritual approach.

2019 is set to be a milestone year for BWAHS as it completes its long-awaited transition from an auspice arrangement to an independent Aboriginal community controlled organisation. The board is now searching for a new executive manager to help take this vital next step and strengthen BWAHS for future growth.

Not-for-profit sector search specialist NGO Recruitment in Melbourne has been appointed to lead the executive recruitment campaign.

BWAHS board member Trevor Pearce, who’ll be working closely with the new executive manager, says the board is looking for a true leader with an exceptional understanding of the impact of family violence on communities.

“We’re looking for someone who has a wealth of experience working with Aboriginal and Torres Strait Islander children, young people and families and delivering services to vulnerable community members. Having first-hand experience of family violence, or at least a strong and articulate position at this level, is also crucial,” Pearce explains.

“We’re also looking for someone who understands the philosophies and practice of Aboriginal self-determination and community control. Someone who understands that the solutions to our problems lie within our communities,” he says.

“In short, we’re looking for a true leader who not just blazes a trail, but takes people on the journey with them.”

Pearce says the successful candidate will also need to understand the importance of taking a strength-based approach when addressing the complex issue of multifaceted family violence.

“The new leader will need to work with us to develop a stronger early interventionist model while at the same time dealing with people in crisis. We need to look at how we strengthen families. How do we stop people from hurting? How do we build relationships and change lives rather than just responding to family violence? What’s the root cause of the situation?” he says.

“The work we do is all about taking a strength-based approach within the appropriate Aboriginal cultural framework. This is what our long-term vision is all about. We’re responding to crisis, but we’re strengthening families too,” he adds.

In addition to having exceptional leadership qualities and relevant senior management experience, the successful candidate will also need to be adept at leading an organisation through change.

“This is a rare and rewarding opportunity to transition an Aboriginal organisation out of an existing auspice arrangement and into an independent, community-controlled entity. Our new executive manager will soon have responsibility for every aspect of BWAHS, from clinical governance to payroll and HR, and will need to be comfortable in a senior change management role,” Pearce says.

“Ultimately, this is an important time for BWAHS and the right person will be motivated and empowered to shape where we want to be in five to ten years’ time. They will also gain immense personal satisfaction from helping to heal and strengthen our valuable communities.”

To find out more about the role and how to apply, please contact Emma Adams or Emma Naglieri at NGO Recruitment on (03) 8319 4090 or click here to read the job ad and apply online.

Twilight Aged Care starts search for new CEO

Fri, 15 Jun 2018 06:56:06 GMT

Twilight Aged Care is one of Sydney’s longest-standing boutique aged care providers. Established in 1915 by a group of influential women, the home initially provided accommodation for educated, professional women who needed quality care in their twilight years.

Over a century later, Twilight Aged Care continues to be highly respected for its high quality residential aged care services, providing accommodation for 160 men and women in various homes in the north Sydney area. And this year, the not-for-profit aged care provider is looking to appoint a new CEO to take the organisation through to the next phase of growth. Not-for-profit sector recruitment specialist NGO Recruitment has been appointed to lead the search campaign.

According to Twilight Aged Care Chair Lorraine Lovitt, there has never been a more interesting or rewarding time to join the organisation and become a valued leader in the dynamic aged care space.

“This is a unique opportunity to join an established, boutique aged care provider with a long history of providing exceptional aged care services to our valued residents,” Lovitt says.“We are looking for someone who can demonstrate high levels of leadership and drive the development of our services and capital works programs. And we also need someone who’s a visionary in terms of looking for opportunities for growth as we enter a period of change.”

With an ever-evolving, progressive aged care environment in Australia, and as older people remain in their homes for longer, Lovitt is looking for someone highly experienced at developing aged care services, especially around palliative and respite care, and diversifying income opportunities.

“We need to be agile and responsive to the needs of our residents and flexible when it comes to the changing aged care service delivery agenda into the future. Our new CEO needs to work with the board to determine how we respond and grow in this environment so we remain strong and viable in the communities we serve,” she says.“The ideal candidate will also have advanced advocacy, marketing and networking skills to be able to build upon our external relationships, promote our services and look for opportunities to engage with the broader sector.”

The new CEO will oversee a dedicated team of 160 employees across four homes in the northern suburbs of Sydney. The redevelopment of a fifth home in Beecroft is currently under consideration.

With an inspirational patron, a talented board, a cohesive corporate executive team and a loyal group of case service, facility and business support managers, Twilight Aged Care has an exceptionally strong workplace culture.

“The first priority for any new CEO would be to meet all of our staff, to work closely with them to gain a true understanding of their value and skills within the organisation. This is critical to gaining trust, and being able to delegate effectively will ultimately lead to success in the role. Working together will enable us to develop our strategic plan for the future.”

To find out more about the role and how to apply, please contact Richard Green, Director, NGO Recruitment on (02) 8243 0570

National LGBTI Health Alliance starts search for new Executive Director

Fri, 08 Jun 2018 06:49:04 GMT

From humble beginnings as a collection of community-based organisations with an HIV/AIDS focus, the National LGBTI Health Alliance has grown to become one of the first of its kind around the world. With over 170 members nationwide, the national peak body is focused on improving the health outcomes of LGBTI people and populations right across Australia.

This year marks its tenth anniversary, and with long term Executive Director (ED) Rebecca Reynolds moving on, the Alliance is searching for a new inspirational leader with strategic leadership and government relations experience to take the organisation to the next level. Not-for-profit sector search specialist NGO Recruitment has been appointed to lead the recruitment campaign.

According to Philippa Moss, ED, AIDS Action Council of the ACT and Chair of the Alliance, there has never been a more dynamic time to join the organisation and become a leader in the LGBTI space.

“The Alliance would not be where it is today without the hard work and dedication of outgoing ED Rebecca Reynolds. Thanks to her immense efforts, we’re now on a really solid footing and there are so many possibilities for a new leader to set our future direction. The growth of the sector is on a really exciting trajectory,” Moss says.

“Not only that, but there are so few spaces at a national level where LGBTI health and wellbeing advocates are invited to the table and are truly able to influence the national agenda. This really is a unique and extremely rewarding opportunity for the right person.”

With a well-functioning operating environment, the Alliance is now looking for an outward facing, strategic relationship manager with a long-term vision. In addition to having relevant LGBTI and community sector experience, the new ED will also have a sound understanding of policy, advocacy and good governance.

“The ideal candidate would be someone who knows the LGBTI people and populations, someone who understands the political landscape at a federal level, and someone who can work collaboratively with key stakeholders to effect real change,” Moss says.

“We also need someone who understands the value of building a really solid evidence base, both qualitative and quantitative, so we can demonstrate our communities’ needs and develop solid policy positions to guide and lead the sector.”

Based in Sydney, the new ED’s first priorities will be to work with the board to finalise a strategic communications plan including clear deliverables around the future voice, branding and positioning of the Alliance.

“We’re committed to taking the organisation from strength to strength with a focus not only on policy and advocacy and the traditional role of a peak body, but also on strategic partnerships to deliver high quality and essential services. We’re looking for opportunities to expand in this area and need someone to help us provide the rigor around this in terms of governance,” Moss explains.

The Alliance is also looking for someone to continue Reynolds’ inspiring work building trusted relationships within Aboriginal and Torres Strait communities across Australia.

“This really is an opportunity to make a real difference nationally for LGBTI communities. And to lead and drive a team of really dedicated, fantastic people who are at the forefront of this innovative and inspirational work. There’s so much to learn and to keep on learning, and being part of this next phase of the Alliance will be extremely exciting,” she says.

To find out more about the role and how to apply, please contact Richard Green, Director, NGO Recruitment on (02) 8243 0570

Connecting Home starts search for new CEO

Wed, 30 May 2018 06:41:50 GMT

New leader to address the future needs of the Stolen Generations and their families

As the Victorian agency representing the interests of the Stolen Generations and their families, Connecting Home has a proud 20-year history of supporting survivors and coordinating services to address their unique needs.

And this year, Connecting Home is looking to appoint an experienced and dedicated CEO to focus on the broadening intergenerational needs of the Stolen Generations and ultimately take the agency to the next strategic level. Connecting Home has appointed not-for-profit sector search specialist NGO Recruitment to lead the recruitment campaign.

Connecting Home founder and chairperson Ian Hamm, who will be working closely with the new CEO, says there has never been a more important or rewarding time to join the organisation.“Responding to the Stolen Generations is relatively new in Australia and this is an exceptional opportunity to work with a special group within the Aboriginal community. Our work isn’t just with the stolen children themselves. It’s also with the succeeding generations and the impact this has on the Aboriginal community as a whole,” Hamm explains.

“We now need to develop strategies to assist second and third generation stolen people as well as their ageing parents or grandparents. We also have people who qualify for the NDIS, so we’re expanding our scope of services and developing a more longstanding, coordinated approach.”

With a well-functioning operating environment, Connecting Home is now looking for an outward facing, strategic relationship manager with a long-term vision.

“We’re looking for someone who can bring a greater focus to our external alliances, particularly around managing strategic relationships, connecting with the broader Aboriginal service community and service sector in general, and managing our relationship with the Victorian government,” Hamm says.

“We really need someone with vision, someone who’s able to think about the future of Connecting Home, who can ask themselves what will this environment look like in five to ten years’ time? And then look at what we need to do to support this.” In addition to having relevant not-for-profit and Aboriginal affairs experience, the new CEO will also have a sound understanding of good governance and exceptional people skills.

“The new CEO needs to understand corporate governance and foster a healthy working relationship with the board. They will also need to have excellent people skills to be able to relate to people who’ve been through traumatic experiences,” Hamm says. “But critically, we’re looking for someone who’s already taken an organisation to the next level. We need someone who’s evolved and reshaped an organisation to be able to deliver over a five to ten- year plan. These are the key strengths we’re looking for.” Based in Melbourne, the new leader’s first priorities will be to develop the agency’s next strategic plan and to negotiate its long-term funding arrangement with the Victorian government.

“Ultimately our vision is to provide the services needed by the Stolen Generations, and their children, and their children’s children, over the foreseeable future. And to make sure awareness and education of the Stolen Generations remains on the public agenda not only because it’s a part of the Australian narrative, but also to make sure it doesn’t happen again,” Hamm says.

“We also need to continue our unique research and data collection to really understand from an evidentiary point of view how best to plan the services we offer.

“Connecting Home is a very special organisation offering a very unique service and while it can be hard at times, it’s also enormously rewarding. The complexity of the role will offer a huge learning experience for the right person.”

To find out more about the role and how to apply, please contact Emma Adams or Richard Green at NGO Recruitment on (03) 8319 4090 or click here to read the job ad and apply online.

Interview Series, part 4: Jeroen van Kernebeek, Country Director, FOUR PAWS Australia

Mon, 21 May 2018 06:21:24 GMT

Jeroen van Kernebeek has worked tirelessly in the last three years to establish the Australian office of high-profile global animal protection charity, FOUR PAWS. We talk to him about his lifelong passion for helping animals, his challenges setting up a new local operation and the key elements he believes any not-for-profit needs to get right. He also shares his vision for a society where animals are treated with the respect they deserve.

Have you always been passionate about animal welfare?

Yes, as far back as I can remember. My parents were members of a couple of animal welfare charities in the Netherlands where I grew up. I started reading their magazines and quickly felt a really strong desire to do something about ending unnecessary animal cruelty. Fairness is a very important value for me and causing harm to animals, mostly driven by economic gain, is a completely unfair concept to me. It really does permeate so many different aspects of modern human life. I started very simply by writing letters, becoming a member of animal welfare organisations, volunteering when I could while I was studying. Really my career developed more by chance than by design.

What was your career turning point? Is it true you’re known as the Circus Man back in the Netherlands?

Yes, this is true. One day the circus came to my local town showcasing numerous wild animals, including elephants and lions, so I decided to go and have a look. I had my first small digital camera with me and took some pictures and short video clips which showed the suffering of wild animals in circuses – in their tiny cages, demonstrating abnormal behaviour from boredom and stress. So I decided to send out a press release and share my footage with the local media. I then ended up on my local TV and radio stations.

From that moment on, I focused on this niche issue. No one else in the Netherlands was really drawing attention to the welfare of animals in circuses so I soon became known as the Circus Man. Long story short, I set up a national campaign to ban wild animals in circuses, bringing together a coalition of 11 different national and international animal protection charities. The campaign ran for about 10 years and the ban finally came into effect in 2015 which was a great outcome.

How did you become involved with FOUR PAWS?

FOUR PAWS was originally established in Austria 30 years ago so we’re celebrating this important milestone this year. From Austria, the original team expanded into other European countries, then into South Africa with our big cat sanctuary, and then the US. I was asked to help set up an Australian office almost three years ago now. I did some initial market research and managed the whole set-up process.

FOUR PAWS opened its LIONSROCK Big Cat Sanctuary in South Africa in 2007

What are your major responsibilities here in Australia?

We only officially started the operation in 2016 so there’s been a lot involved establishing a new entity. It’s a heavily regulated sector in Australia so there’s been a lot of compliance and due diligence work. Building the organisation and ensuring its stability have been my primary goals, not only to make sure we’re delivering the best outcomes for animals in need, but also to give our supporters the best value for their financial support. I’m also responsible for developing our mission and vision at a local level and promoting the global animal protection work we do at FOUR PAWS.

Establishing FOUR PAWS here in Australia has obviously involved a lot of work in the last couple of years. Are there any other achievements you’re particularly proud of so far?

Apart from supporting FOUR PAWS internationally, we’re working on a number of firsts here in Australia. We’re now the Australian representative of the Fur Free Retailers program, the largest internationally recognised alliance of animal welfare organisations fighting against cruelty for fur production in the fashion industry. We’ve also started working with an Australian organisation running important projects in remote indigenous communities to assist with improving dog welfare. And we’ve done some work in disaster preparedness by providing technical equipment to a wildlife bushfire relief group in WA.

But apart from those first steps into helping animals in Australia, my main achievement has been to assemble a very dedicated and experienced team of seven employees. And I can very honestly say that I could not have achieved this without the support of NGO Recruitment.

What challenges have you faced in setting up FOUR PAWS in Australia?

It hasn’t been easy, of course. Startups come with a lot of ups and downs. You really have to stick at it and not give up. My current role is very different to anything I’ve done previously as I’ve always been a campaigner. It’s a lot more operational and governance related so I’ve had to navigate different aspects of managing a business and leading a team. Entering Australia as a new charity is always going to be a challenge. There are more well-known and established organisations in this market, so finding your feet and your place is something that takes a bit of time. But I think we’re well on our way to achieving this.

FOUR PAWS is committed to ending bear cruelty and has established sanctuaries around the world

What’s your secret for success at this top level? What approach is working well for you?

For me, the key is determination, focus and execution of a solid plan. And making sure you have the right people around you to implement that plan. That for me, I think, is the secret to success.

From a management perspective, what elements do you think you have to have in place to run a not-for-profit successfully?

Having a good strategy, a strong business plan, the right team and the right partners are essential. And having all your governance in place and with really tight policies and procedures is very important. And of course, to deliver your mission, you should never lose sight of your vision. Only then can you deliver the best possible outcomes for stakeholders – in our case, the animals we’re trying to help and our supporters who make it all possible.

What’s your ultimate vision for FOUR PAWS?

In the next three to four years, I’m focused on growing community support for FOUR PAWS in Australia and to get our message out there. We need to really motivate people to start to think differently about how we use and treat animals in our society. But my ultimate vision for FOUR PAWS would be to become redundant as an organisation. That’s the biggest objective, I think, for any not-for-profit because that’s when you’ve achieved your vision and accomplished some great work.

Thanks so much for your time Jeroen and we look forward to continuing our work with you here in Australia.

If you would like to find out more about FOUR PAWS or to make a donation, please head to the FOUR PAWS website: https://www.four-paws.org.au

Interview Series, part 3: Jane Crowe, Executive Director, Community Options Australia

Tue, 10 Apr 2018 06:09:44 GMT

When healthcare executive Jane Crowe joined Community Options Australia in 2016 as its new Executive Director, she was ready for a new and rewarding challenge. Two years on, Crowe has rebuilt the not-for-profit’s quality framework, achieved financial sustainability and introduced a new business model, ready for future growth.

We talk to her about her career transition into the NFP sector, the initial challenges she’s faced, and uncover her secret for leadership success.

You’ve been executive director at Community Options Australia for a little over two years now. What’s the purpose of Community Options Australia and what are your responsibilities?

Community Options Australia is an innovative not-for-profit organisation with the purpose of enabling people to access community care choices to remain independent in their own homes. Our unique hub and spoke model brings together a range of community care organisations, to work to deliver best practice, generate economies of scale and offer flexible delivery of services to meet fluctuations in demand. The model is built on technology and collaboration.

My role is to lead the organisation and demonstrate our vision for innovation, agility and continuous quality improvement. Primarily, this is ensuring Community Options Australia is focused on its strategic imperatives and that we have the right team in place to deliver. Ultimately, it’s all about relationships and people.

What attracted you to the role and what initial challenges have you faced?

Initially I was attracted to the role as I felt personally aligned with the goals of the organisation. And once I met the Chair and other members of the board, there was an instant connection and understanding.

We share the same open communication style and a no-nonsense approach to getting things done. I immediately knew that there was a cultural fit and that I would have autonomy and scope to transition the organisation.

In terms of challenges, I arrived at a time where the strategic direction was still being formed and the organisation was facing an uncertain financial future. There was some historic thinking that needed to be addressed. In saying that, it was really an ideal start as there was an opportunity to be part of the scoping and crafting of the strategy, and unpack the financials to really understand the levers available. Once this was done, the challenge shifted to moving the organisation to where it needed to be.

You came from the private sector with experience in a variety of senior management roles. How have you found the transition into the not-for-profit sector?

This may be surprising, but the not-for-profit sector is really not that different. If you’re equipped with the right tools and experience, strategy is strategy. Relationships and communication skills transcend sectors. And a sound financial knowledge, including the ability to read and interpret a P&L, will take you far in any role.

The people I’ve met have also been very warm and open to outside thinking, to growth and change. I arrived in the community care sector at a really interesting and challenging time, and I’ve met some truly inspirational people who have been very generous with their wisdom and support.

What elements do you think you need to have in place to run a successful not-for-profit?

Don’t even consider this if you don’t want to roll up your sleeves and get stuck in. You have to be flexible, and let go of traditional roles and hierarchies. Strong communication skills are essential. You must have the strength to focus on the vital elements, and not get distracted. And last but not least, you must have strong ethics and wear your values on the outside.

What’s your secret for success at executive director level?

Be authentic. Don’t pretend to be someone else. Your key stakeholders will see through this in seconds. They are human too. Be humble. Treat everyone with the respect and dignity they deserve. I am instantly wary of someone who values titles, or speaks down to the receptionist. Be real. I am very driven to achieve and extremely competitive, but I don’t take life (or myself) too seriously!

What are the strategic priorities for Community Options Australia into 2018?

This is a really interesting time for us. The last two years have been about rebuilding the quality framework and creating financial sustainability for our foundational programs and so now our focus has shifted to growth.

We are constantly refining our hub and spoke model and can see many opportunities for us to replicate this more broadly. The data and platforms we have spent so long building and perfecting are now in a position to offer insights and value to improve the delivery of services. Our new contract with the Department of Health is for the national delivery of a unique new program and the technology and learnings gained from working with individual client budgets positions us well for future sector changes. We have the right team of people who are aligned with our purpose and driven to succeed.

And lastly, we have built outstanding relationships with new technology partners and I’m excited at the prospect of how this will enable older Australians to remain in their own homes for longer.

How did you first come across NGO Recruitment?

I first met Richard Green at NGO Recruitment when I was initially considering a move into the not-for-profit sector. He provided me with some great advice and insights. A few days later he phoned me with this role … and here we all are!

How would you describe your experience with NGO Recruitment?

Honest, open and transparent, so there were no surprises. I genuinely felt like NGO Recruitment took the time to understand what I brought to the table, and was focused on ensuring the right fit both for Community Options Australia and myself.

Thank you for your time Jane.

Community Options Australia is focused on providing innovative solutions to connect and enable people to access community care choices to remain independent in their own homes.

To find out how Community Options Australia brings together organisations across the diversity of the community care sector, please visit https://www.communityoptions.net.au

SNAICC starts search for new Indigenous CEO

Thu, 01 Mar 2018 05:27:26 GMT

As the national peak body representing the interests of Aboriginal and Torres Strait Islander children, SNAICC National Voice for Our Children has a proud 40-year track record working with Indigenous communities, NGOs, government agencies and service providers to improve the safety, development and wellbeing of our children.

In 2018, SNAICC is hoping to build on these achievements by appointing a new, experienced and dedicated Aboriginal or Torres Strait Islander CEO committed to driving the organisation forward and planning for the future. The peak body is working with not-for-profit sector search specialist NGO Recruitment to lead the recruitment campaign.

SNAICC Chairperson Sharron Williams, who will be working closely with the new CEO, says there has never been a more rewarding or interesting time to join the organisation.

“Our vision is a society where the rights of Aboriginal and Torres Strait Islander children, young people and families are protected, our communities are empowered and our cultural identity is valued,” Williams explains.

“This is an incredible role for someone who shares this vision, working with incredible Aboriginal and Torres Strait Islander NGOs across the country. We work to keep the voices of our Aboriginal and Torres Strait Islander children and families strong, we speak up on behalf of our member services on the ground and ensure those voices are heard. This is both important and rewarding.”

Based in Melbourne, the new leader will also spend time in Canberra influencing national early years, child and family welfare policy direction. And as the opportunities for SNAICC’s analysis, research, advocacy, training and resources services continue to grow, so will the need to secure additional funding.

“Key priorities in this role will be ensuring stability within the SNAICC secretariat in Melbourne, realigning our strategic direction and engaging with our external stakeholders. We will then be in a strong position to grow our funding base and raise our profile further within the wider sector,” she says.

“Ultimately SNAICC needs a CEO who’s able to drive financial sustainability and cement our position as the national go-to organisation for Aboriginal and Torres Strait Islander child welfare.”

In addition to being a well-respected leader within Aboriginal and Torres Strait Islander communities with standout negotiation and advocacy skills, the successful candidate will also be comfortable working closely with the SNAICC board to achieve the outcomes laid out in the peak body’s strategic plan.

“This is a rare opportunity to work with an extremely talented group of people within the SNAICC secretariat who are multi-skilled, dynamic, innovative and passionate about what they do. Being able to support and scope career pathways for these people will be very rewarding,” Williams says.

“In summary, this is undoubtedly a huge job, but there will be far more rewards than challenges. The team at SNAICC is ready to support the successful candidate every step of the way.”

To find out more about the role and how to apply, please contact Emma Adams or Richard Green at NGO Recruitment on (03) 8319 4090 or click here to read the job ad and apply online.

NGO Recruitment opens Asia Pacific office

Wed, 28 Feb 2018 05:23:19 GMT

NGO Recruitment has opened an Asia Pacific office based in Tokyo, Japan, with senior NGO Recruitment consultant Damian Penston relocating from Sydney to head up the new office.

Damian will spend time visiting and working with clients across the region.

“As a major recruitment partner for the NGO sector in Asia Pacific, we’re already highly regarded in this market. Having Damian based on the ground in Tokyo will now further strengthen our service offering sourcing talented NFP professionals for a range of job roles and further build trust with both our local and international clients,” says Richard Green, Director, NGO Recruitment.

Our expansion in the region coincides with international NGOs shifting their focus from implementation to partnership models and looking at ways to tap into the ever-expanding local donor base. In addition to executives and operational professionals, we will also be focused on meeting the increasing need for both local and international fundraising professionals.

“All the indicators point towards a long-term demand for fundraising professionals in the Asia Pacific market and we are ready to help meet this demand,” says Damian.

“Being on the ground, visiting clients and really understanding their work culture means we’re better positioned to represent them with our candidates,” he says.

Having lived and worked in Japan and Australia, Damian has over ten years’ experience recruiting for international NGOs in Asia Pacific. Recent high-profile placements include the head of conservation and the global palm oil lead for the World Wildlife Fund (WWF) in Singapore.

“When evaluating candidates, having an understanding of the various nuances of culture throughout the region makes a very important difference. I’m looking forward to working more closely with our existing NGO partners and also expanding our services across Asia Pacific,” he says.

If you would like to find out how we can assist you with your recruitment needs into the Asia Pacific region, please contact Damian directly on +81 50 5806 0880 or email damian.penston@ngorecruitment.com

Interview Series, part 2: We talk fundraising with Claudia Steiner, Little Wings

Wed, 28 Feb 2018 05:12:34 GMT

Little Wings is a small not-for-profit with a huge heart. Based in Bankstown Airport in Sydney, the charity provides flights and transport services to regional children needing medical treatment across the Sydney and Newcastle hospital networks.

Business development professional, Claudia Steiner, joined Little Wings in September last year from the corporate sector. And she hasn’t looked back. We talk to her about her first six months transitioning into the role, the fundraising challenges she’s faced and the priorities for Little Wings into 2018.

You’ve been business development manager for Little Wings since September last year. What attracted you to the role and how have you found your first six months?

From a very young age, I’d always wanted to work in the not-for-profit sector but for one reason or another went on to build a successful career in the private sector. Another dream of mine as a child was to become a pilot and I love flying. So when I saw this opportunity come up I knew I had to apply. Not only that, but I’ve also had personal experiences of travelling with a child in our family long distances for medical treatment.

Six months in and the role does not disappoint. My experiences so far have been fantastic. Everyone I work with is dedicated to making a difference to the lives of children in need, one family at a time.

What’s the vision for Little Wings?

We currently operate out of Bankstown Airport with just one plane and a great team of volunteers. Long term we’re hoping to expand our services to include a base in Newcastle, where we currently work closely with John Hunter Hospital and whose needs are steadily increasing for our service. Ideally, we really need more planes in order to meet the demand. Our ultimate aim for Little Wings is to grow our services nationally as our business model lends itself to this requirement.

What are your responsibilities as business development manager?

To bring in the money! I’m responsible for identifying and securing new business development opportunities such as liaising with our corporate donors, securing new corporate sponsorships and continuing to grow this revenue base. I’m heavily involved with our community engagement projects and assist with the application process. Little Wings is lucky to have a fantastic board and we all work closely together to shape our fundraising strategies.

What challenges are you facing?

Our biggest challenge is Little Wings’ brand awareness, as we’re still a relatively young charity. Not being a well-known charity can make it harder for us to get our foot in the door with large corporates who sometimes prefer to be associated with national well known not-for-profits.

Having said that, we have a great support from our foundation partner Clubs NSW, and Hyundai who supplies us with our ground transport vehicles. This makes a huge difference to our families.

From a career point of view, how have you found the transition into the NFP sector coming from various corporate sales roles?

It’s been very grounding and very satisfying. We’re only a small team with a very small office in the back of our airplane hangar in Bankstown Airport. So when you get to meet the parents and their children, we really get to appreciate how valuable our services are, it’s an amazing motivator to fundraise that little bit harder. It’s very rewarding to know that the $20,000 we might raise one week is financing another fifteen flights the next.

What top three qualities do you need to have as a successful fundraiser?

Persistence, resilience and great research skills. With my corporate sponsorship work, I always do my research and always aim for the top. And I don’t email, I pick up the phone. Being well-prepared and confident often delivers results.

What are the priorities for Little Wings in 2018?

We’ve been extremely fortunate to receive a significant donation from the Commonwealth Bank of Australia Staff Community Fund to help us upgrade our current plane. So this is a major priority for us this year. We are also focused on growing our corporate sponsors, formalising our events calendar and developing more resources to support these areas.

How did you first come across NGO Recruitment and how would you describe your experience?

I saw the job advertised on Ethical Jobs, applied and then had an amazing call with NGO Recruitment senior consultant Debbie Jardine. Debbie is a standout recruiter – and I’ve dealt with many in my time. Her advice and follow-up was incredible.

Thank you for your time Claudia.

To find out more about Little Wings and the way you can help, or to make a donation, please head to www.littlewings.org.au

Fundraising Institute Australia starts search for new CEO

Tue, 20 Feb 2018 05:04:38 GMT

When Rob Edwards took the helm of Fundraising Institute Australia (FIA) back in 2011, he knew he had to face the challenge many industry associations are experiencing globally – being able to remain relevant to their marketplace and members.

Six and a half years later, Edwards has been the catalyst for change needed to turn Australia’s peak fundraising industry body around, not only financially, but also strategically, by delivering a wide range of new sustainable services.

With Edwards now moving on, FIA is starting its search for a new CEO to take the organisation to the next level and effect further change within the sector.

“This is a really exciting and transformational time for FIA as the organisation enters a new phase of growth and opportunity. Our professional development courses are world-class, our new Code has been well received, and our relationships with government, regulators, the ACNC and with other sector organisations are well established,” says Edwards.

“In short, the foundations are all now in place for a talented leader to take over the reins and make a real difference.”

Working closely with the Board, the new CEO will be tasked with implementing FIA’s latest strategic plan. And top of the to-do list is repositioning the organisation, not only to represent fundraising professionals, but also the charities themselves as a reputable self-regulatory body.

“The new CEO will be the main driver of this initiative and will need to make sure that this shift towards self-regulation is accepted by the sector,” says Edwards.

“It’s rare to find an opportunity to truly shape and cement such an important profession.”

James Garland, Chair-elect, FIA

FIA Chair-elect, James Garland, who will be working closely with the new CEO, agrees with Edwards when he says there’s never been a more exciting time to join FIA.

“We’re in such a great place thanks to the terrific work done by Rob Edwards and the team. Now we’re looking for someone with the right skills and determination to help us achieve a number of bold goals over the next few years. We’re looking for someone to help raise the profile of the fundraising profession and the associated professional identity of fundraising.

“And we’re looking for someone who can lead from the front, who can deliver this message publicly, who can bring people along for the ride and who can inspire engagement with practitioners and a whole range of stakeholders,” he says.

“It’s rare to find an opportunity to truly shape and cement such an important profession. This won’t be a maintenance job. This is a role of architecture, building and promotion in an industry worth some $12 billion of revenue here in Australia.”

The search is on

With not-for-profit sector recruitment specialist NGO Recruitment now on board to lead the search for Edward’s replacement, Garland is encouraging applications from across industry sectors.

“The successful candidate can come from any industry association, fundraising body or member-driven business. We’re really interested in their ability to lead not just the team, but also to champion the profession and the practitioners within it,” Garland explains.

“So whether you’ve been involved in fundraising and philanthropy before or not is irrelevant. We really want the right person for their skills, drive and to take the organisation to the next level.”

To find out more about the role please contact Richard Green, Director, NGO Recruitment on (02) 8243 0570 or you can apply here.

How to turn referencing checking into a valuable management tool

Wed, 24 Jan 2018 04:55:31 GMT

Thorough referencing checking at the end of a long recruitment process may seem like more hassle than it’s worth, but ignore this crucial step at your peril, says Richard Green, director, NGO Recruitment.

“Organisations can save themselves a lot of anguish by conducting thorough reference checks before offering someone a job. Only in this way can you reduce the risk of that person not working out once they’re on board,” says Richard.

“Poor reference checking is also a missed opportunity for many organisations. It’s not just about making sure a person is who they say they are, but it’s also about really delving into their past experience and assessing how they might perform in a new role.”

The following seven steps will give you a valuable guide to the right way to reference check when recruiting for your organisation or when working with external recruitment agencies.

Step one: Always ask for a minimum of three referees

At interview stage, ask a candidate for three referees – and always previous managers. You should then cross reference these referees with the candidate’s resume to make sure the referees match previous roles and if referees from some jobs have been excluded. If there are exclusions, be proactive and ask for one or two different referees.

Asking for referees not only allows you to find out if the candidate is being upfront, but if they’re hesitant to provide you with the relevant details, it’s in your best interest to find out why. The candidate may have experienced a negative workplace situation such as bullying, and if so, you need to put them at ease. Unfortunately, this is commonplace and an expert reference checker will be able to put this into context with other references.

Step two: Conduct quick online checks

With the explosion of online content, most of us now have a digital footprint of varying sizes. A quick Google search using a broad range of search words can prove insightful and is easily done. Also cross reference the candidate’s resume with their LinkedIn profile where you can.

Step three: Contact referees at work (on a landline)

When asking for referee contact details, never accept just a mobile number. Always make sure the candidate also provides you with a landline number for the referee’s place of work. And if it looks like a direct line, call the reception number instead and ask to be put through. Even if they’re not at their desk, at least you know they work there.

Also, do your own research on the referee provided. A quick LinkedIn search should be sufficient.

Step four: Interview the referee

Once satisfied the referee is who they say they are, it’s time to delve into their opinion of the candidate’s ability to do the job. You need to interview the referee about past behaviours to see how these might inform future behaviours. Ask how well the candidate did something in a previous role that’s relevant to the new role. This will give you a good indication of how they are going to do this for your organisation.

Also take the opportunity to confirm the details provided on the candidate’s resume. Check dates, responsibilities and achievements. Also check punctuality, attendance and if there were any disciplinary issues. Confirm why the candidate left the organisation and ask would the referee hire them again?

Step five: Verify visa status and qualifications

Each candidate coming into an interview should also provide the standard 100-point identification including passport. If in doubt about a candidate’s right to work in Australia, ask for proof of citizenship or relevant visa documentation. Also ask for education transcripts where relevant. Take photocopies of all documentation provided.

Step six: Conduct relevant police and working with children checks

If your organisation works with children, people with disabilities or operates in the aged care sector, you need to conduct working with children checks for some employees. Some additional roles may also require police checks. If you’re recruiting an accounting role and the candidate claims to be CPA qualified, a quick call to CPA Australia to check membership status where relevant is also advisable.

Step seven: Encourage the potential manager to also contact referees

Finally, always write up the reference provided by the referee over the phone to then be shared with the candidate’s potential new manager. At NGO Recruitment, we always encourage our clients to also talk to referees for themselves, especially with senior appointments, to dig a bit deeper into the reference provided and ask for clarification around certain insights.

This last step in the reference checking process is a great management tool and a valuable way for managers to find out how to get the best out of a potential new employee.

If you need help recruiting for your next NFP role, please contact one of our consultants today and we would be happy to assist.

Sydney 02 8243 0570

Melbourne 03 8319 4090

Brisbane 07 5530 8066

Why there’s never been a better time to be a fundraiser

Tue, 23 Jan 2018 13:36:12 GMT

Over the last five years, the demand for fundraising skills has soared in Australia with the not-for-profit (NFP) sector now facing a shortage of good fundraisers across all fundraising specialties. And this shortage is set to continue into 2018 and beyond.

Although largely driven by NFPs experiencing varying cuts in government funding, demand for fundraisers is also due to ever-more nervous NFPs looking to diversify revenue streams.

“In this climate, we’re also seeing more importance placed on fundraising skills at senior management levels,” says Emma Adams, NGO Recruitment’s Melbourne manager and one of Australia’s top fundraising recruiters.

“And as a result, an increasing number of CEOs within the sector now come from a fundraising and marketing background.”

Despite the huge variety of transaction and relationship-based fundraising roles, from fundraising assistants and major donor fundraisers to bequest executives, Emma has some great general advice for how to boost your NFP fundraising career.

Be aligned to your cause

Firstly, the very best fundraisers have a very strong connection to their cause so choose your NFP wisely. Being aligned to the purpose of the organisation you’re working for means you will be highly motivated and driven to succeed. This also means you will be genuine, empathetic and able to communicate effectively with potential donors.

“The more genuine you are in your fundraising role, the better you’ll do,” says Emma. “The best fundraisers are authentic, demonstrate high levels of integrity and are also great story tellers.”

Focus on your career goal

How successful you are in your fundraising career also depends on your ultimate career goal. If you would like to progress into senior management, it’s best to diversify your portfolio of fundraising skills over the years. Large NGOs such as Oxfam or World Vision may provide you the opportunity to move around into different areas of fundraising. If you’re working in a small not-for-profit, the chances are you’ll already be gaining experience across the board.

Take any opportunity you can to broaden your skills. You will then be able to use this invaluable depth of experience at a senior level to your strategic advantage.

If, however, you’re determined to become a great major donor fundraiser, then the key is to remain consistent, develop a long track record in this niche area, and be focused on building longterm relationships with leading philanthropists and other committed donors.

Be resilient and determined

Be committed to an organisation long enough to deliver on outcomes and to be able to demonstrate your ability to raise revenues. Staying in a role for at least three years proves you’re resilient and determined. And also gives you enough time for your hard work to pay off.

“Most major donor fundraisers in particular only start to nurture relationships during their first year and may not get a donor outcome until at least two or three years into the role. Quality fundraisers have a proven track record over at least three financial years, have stayed with an organisation long enough to go through the bad times and have stuck at it,” says Emma.

Get connected

Although many of us are reluctant to network, making connections within the sector is crucial when it comes to keeping on top of fundraising trends and boosting your career in preparation for your next promotion or move. Raising your profile not only lifts the profile of the organisation you’re working for, but also improves your success as a fundraiser. Your personal brand is important because everyone you interact with is a potential donor or knows someone that could be.

At a minimum, becoming a member of the Australian Fundraising Institute (AFI) and attend the annual AFI conference to gain exposure to other fundraisers within the sector. The conference also offers an invaluable learning experience and unrivalled sector insights from some of the best national and international fundraising leaders.

Find a good mentor

The AFI also offers some excellent courses such as the comprehensive Certificate in Fundraising and other relevant skills-specific and executive education courses. Queensland University of Technology and now Melbourne University also offer postgraduate courses in fundraising and philanthropy.

But in terms of developing your skills and boosting your career in the short term, you need to find a good mentor. Most ambitious fundraisers have at least one or two mentoring relationships in place who often specialise in different areas of fundraising. If you’re unsure of who to approach within your networks, the AFI also runs a successful mentor program.

To find out how NGO Recruitment can help you progress your fundraising career, please contact us today for a confidential chat.

Sydney 02 8243 0570

Melbourne 03 8319 4090

Brisbane 07 5530 8066

Top recruitment tips for 2018

Tue, 23 Jan 2018 13:25:02 GMT

Welcome to 2018 and a very Happy New Year to all of our valuable clients and candidates. 2017 was a busy year for NGO Recruitment, and the sector in general, and we’re looking forward to another rollercoaster year ahead.

In the world of not-for-profit (NFP) recruitment, 2018 will not be without its challenges, as the skills shortage across most job roles and skillsets continues to bite. Throughout the sector, senior level fundraisers will remain scarce and the demand, especially for highly experienced technical fundraisers, will remain extremely high. And with the increasing sophistication of the online world, digital marketing skills will also be highly sought after.

The disability sector is also facing enormous challenges this year with the continuing rollout of the National Disability Insurance Scheme. With the Productivity Commission predicting one in five new jobs will come from this groundbreaking policy by 2019 , we all definitely have our work cut out to find the best people to make the scheme a momentous success.

Despite all this, there will no doubt be some amazing NFP organisations achieving the most incredible things, often against all the odds, into 2018. We’re proud to be supporting the sector with the recruitment services we offer and are committed to finding the very best people for our clients every step of the way.

So, here’s to 2018 and, for what they’re worth, my top three recruitment tips for the year ahead.

Top three recruitment tips for 2018

1. Prepare for an even tighter candidate-short market

With good candidates in even shorter supply, NFPs need to focus on improving employee retention and attraction strategies, now more than ever. Employee engagement and creating a positive workplace culture should be a top priority, not only to help you retain your existing team, but also to attract the best candidates during the recruitment process.

In addition, the increasing power of social media, and the rising popularity of sites such as Glassdoor , a website where employees and former employees can anonymously review their employers, also means your workplace culture is more transparent than ever before. Job seekers are now able to gain a much clearer idea of what it’s like to work somewhere before they even apply for a role.

Recognise the importance of good leadership, invest in training and personal development for your team and if possible, make sure you have good promotion and succession planning in place, not only to motivate your current employees, but to make sure you’re prepared for when someone leaves.

2. Embrace social recruitment

If you’ve only just dipped your toe into the social media waters, it’s time to embrace social recruitment and invest in your social media and online recruitment marketing strategies.

Driven by the increasing number of 18-35 year olds, or Millennials, now active in the workforce, we’re seeing candidate expectations and the way in which people engage with organisations shifting due to the prevalence of social media and adoption of new communications and interview technologies.

According to Glassdoor, almost 80% of current job seekers are now using social media in their job search activities. So, you need an engaging, authentic and responsive online presence and be prepared to interact with potential employees in this way.

In the NFP sector specifically, social tools and sites such as Facebook, LinkedIn and Glassdoor are being used by prospective employees to filter and shortlist organisations that are clearly able to articulate their strong purpose and vision for the future.

3. Prioritise soft skills assessment over psychometric testing

Although there will always be a place for psychometric testing, thorough soft skills assessment has never been more important. That’s because for a successful hire, you need talented people with the right cultural fit possessing highly developed soft skills such as leadership, relationship building, communications, adaptability, strategic thinking, learning and interpersonal skills.

At NGO Recruitment, we’ve always taken a values-based approach to our recruitment process and we continue to do so with great success. But now we’re prioritising the results of psychometric testing less and less, and instead are more interested in how well a candidate will use their soft skills to adapt to a new workplace culture and become an integral, and more importantly, longterm team player.

Although soft skills are arguably the most difficult to assess, there are now a few online skills testing options that are useful. But the best way to find the right fit is to make sure you’re clear about the most important soft skills for the role even before you start the recruitment process.

Make sure you include essential soft skills in job advertisements and include specific questions during the interview stages. It’s also a good idea to ask the potential candidate’s referees about their strengths and weaknesses in this area.

If you would like to discuss your recruitment strategy and requirements for 2018, please contact us today and we’d be happy to assist.

Sydney 02 8243 0570

Melbourne 03 8319 4090

Brisbane 07 5530 8066

5 tips for young people considering a career in the NFP sector

Fri, 10 Nov 2017 13:12:54 GMT

With not-for-profits currently employing over one million Australians, and the National Disability Insurance Scheme (NDIS) alone set to create over 70,000 new jobs by 2019, there’s never been a more inspiring time to choose a career in the not-for-profit sector.

And yet the rewards and benefits of a NFP career are not well understood, especially amongst young people considering their options. And even if they are, not many school leavers or recent graduates know where to start.

“The NFP sector offers huge career opportunities for a broad range of young people, not just with the advent of the NDIS, but also within the many other diverse subsectors,” says Richard Green, director, NGO Recruitment.

“What many people don’t realise is a career in the NFP sector presents a unique chance to combine technical skills with social passions in areas as diverse as human rights, conservation, disability or the arts. For example, if you’re a recent accounting graduate with a love of music, there’s a range of NFP performing arts organisations who ultimately all need accountants,” he says.

“In our experience, if you successfully marry these skills and motivations from the outset, then you’re on the path towards a long and ultimately rewarding career.”

Career pathways: qualifications

If you’re a young person looking to enter the sector without a degree , the best option is to consider frontline job opportunities such as case management, counseling or care work. These roles offer a huge opportunity for a broader career within the sector.

There are numerous TAFE courses available focusing on community services, aged care, disabilities, allied health, mental health and youth work. A minimum requirement is often a certificate III or IV and then there’s the option to progress to diploma level.

Once you’ve built this valuable foundation within the sector, you’re then in a position to be able to continue your studies to degree level, and into more senior management roles, if that’s the path you want to take.

And if you’re a young person looking to fast track into a management role within the sector , then a degree is important. And combining this level of tertiary education with an internship and some relevant volunteer experience is essential.

Top 5 tips to kick start your NFP career

Volunteer, volunteer, volunteer

If your passion is conservation, then you’re more likely to be taken seriously by a potential conservation employer such as WWF, Taronga Zoo or Bush Heritage Australia if you can demonstrate an active involvement in this area. This is because many people working within the NFP sector are committed volunteers in their spare time. If you’re considering a career in the NFP sector, then the chances are you are too.

Relevant work experience and internships are also a great way to gain experience and also look impressive on your resume. But one word of caution: do not let these placements continue for more than a couple of months. Even though you’re laying the foundations for your career, you deserve to be remunerated for your efforts.

Preparation and promotion is key

You need a professional resume that’s well designed and up to date. If you don’t know where to start, there are numerous helpful guides to resume writing available online. Once it’s ready to go, ask a family member, friend or mentor to provide feedback and check for inconsistencies and typos.

But your resume is just the first step. Today, many recruiters and senior decision makers will also take a look at your LinkedIn profile, so make sure this is comprehensive and current – and your skills and experience match your resume. Upload a professional-looking photograph, outline your motivations for joining the sector and list as much volunteer experience as you can.

Being active on wider social media also enables you to demonstrate your enthusiasm and commitment to the sector. Promote your volunteer work, not only via LinkedIn, but also Facebook, Instagram and even Twitter.

Keep an eye on a variety of job boards, not just Seek

Although Seek is often the go-to job board, there are many others specialising in the NFP sector. The largest ones are Ethical Jobs and Pro Bono Australia but there’s a wealth of subsector job boards too. Do your research, subscribe to job alerts and also keep your eye on the websites of recruitment companies offering NFP roles.

Also, start to follow the organisations you’re interested in on social media as they will often post job opportunities on their pages. LinkedIn also has its own job listings which can provide a valuable source of job leads and recommendations.

Be proactive and persistent

In addition to being reactive and responding to job ads, be as proactive and as persistent as possible. This is especially the case for recent graduates with general degrees such as business management, communications, marketing, law, psychology or accounting, where there’s huge competition for graduate roles.

Firstly, pinpoint your motivations for joining the sector. Does your passion lie in human rights, refugees or disability? Or a combination of all three? From here, identify and research the organisations that represent these motivations. Once you’ve done this, you should have around 50 or so NFPs on your shortlist.

You then need to email your resume to as many decision makers within these organisations as you can. Explain why you’re contacting them and ask to be considered if a junior role comes up. Follow up with a phone call. And keep doing this until someone responds, saying great, please come in.

Get your foot in the door

Finally, while you’re proactively job hunting, consider temping within the NFP sector to at least get your foot in the door. Recruitment companies such as NGO Recruitment offer a wide range of temporary opportunities lasting from as little as one or two days to longer contracts lasting several months.

These may not ultimately be your perfect roles, but you’ll be gaining invaluable experience, and contacts, while being paid. And if you show initiative and are good at what you do, temp roles can often lead to other opportunities within an organisation.

Interview Series, part 1: Mark Brooke, CEO, HeartKids

Fri, 10 Nov 2017 13:06:35 GMT

When Mark Brooke accepted the new national CEO role of HeartKids , an inspiring not-for-profit solely dedicated to improving the lives of children with congenital heart disease, he was ready for a challenge. After 35 years of federation, six state-based organisations were merging into one, with a complete restructure and new leadership team, to help grow and expand HeartKids’ valuable services to families across Australia.

Twelve-months on, we talk to Mark about the challenges he’s faced leading the organisation post-merger, delve into his secrets for leadership success and uncover his vision for one of the nation’s favourite NFPs.

What attracted you to the new CEO role at HeartKids, and why?

The role at HeartKids presented several personal and professional challenges. I wanted to return to an area of personal interest in supporting children and families who were vulnerable, whilst maintaining a focus on advocacy and translational research.

HeartKids’ unification following 35-plus years of federated structure was both appealing and incredibly exciting, providing a professional challenge to develop a new vision and purpose that cherished the past, but was also expansive and focused on greater impact.

You’ve been at HeartKids now for just over a year, so how have your first 12 months been?

A year later and it all seems a blur. The new independent chairperson and board have carefully crafted an exciting new agenda , ensuring greater visibility over the organisation outcomes and how these relate to our supporters and donors.

What challenges have you faced?

Cultural change is never easy on people. Managing expectations post-merger has been the greatest challenge, particularly as some were promised nothing would change. Despite commonality of vision and alleged commonality of purpose under the former federated structure, each state body had a very different way of approaching the same service or task, be it family support or payroll processing.

Harmonising our processes has taken time and there have been numerous frustrations as we seek to align literally thousands of activities under common frameworks, policies and systems. Red tape reduction for the charitable sector clearly is a lofty ambition not yet realised!

What’s your secret for success at CEO level?

Negotiating and embedding a collective vision and purpose is what I enjoy most. Having to stand my ground and be uncompromising when it comes to delivering cultural change does take courage and thick skin. For example, we made a number of long-standing finance positions redundant as a result of unification, from eight to two full time positions.

These staff were great people, many of whom started out as parents and volunteers, but I can’t look a donor in the eye and hand on heart say we’re using your gift to best affect if we have duplication and waste that can be so easily addressed.

What elements do you think you need to have in place to run a successful not-for-profit?

Continuously assessing and measuring organisational impact, even when it’s not what people want to hear, is the key. This, combined with attracting new investment from a diversity of sources, leads to greater success. Outcomes translate to key messaging and brand, which in turn drive our giving programs.

The greater the investment, the more our core business flourishes, and the more we can invest in innovation, our people and services.

What’s your vision for HeartKids?

HeartKids has been defined by the iconic image of the infant or baby with the large vertical scar on their chest, however there are now 36,000 young people and young adults living with childhood heart disease. Whilst we will always deliver support and care for families in hospital, we are expanding our services to be inclusive of all people impacted by childhood heart disease.

Last month we held our inaugural National Childhood Heart Disease Roundtable at Parliament House in Canberra and after several stalled years, HeartKids has secured a commitment and funding for Australia’s first National Childhood Heart Disease Action Plan. This is a game changer for HeartKids and demonstrates the strength of our community when they unite behind a common advocacy platform.

How did you first come across NGO Recruitment?

NGO Recruitment approached me for the HeartKids role, knowing I was instrumental in leading the unification of the Asthma Foundations in my previous role as the Asthma Australia CEO.

Has outsourcing your recruitment processes been a benefit to HeartKids, and why?

As a small organisation, HeartKids doesn’t have dedicated HR resources and so working with NGO Recruitment for our executive appointments has been a wise decision. Richard and the team understand the cultural nuances I’m seeking for the organisation and are across our strategic drivers.

Working with NGO Recruitment has given us a broader and more focused candidate pool but has also saved myself considerable time.

To find out more about HeartKids and how you can get involved with this inspiring NFP, please head to www.heartkids.org.au

And if you were born with a congenital heart condition or care for someone who was born with one, HeartKids would like to encourage you to participate in the current National Congenital Heart Disease Survey: https://www.chaanz.org.au/news/national-chd-survey This invaluable survey is designed to help better understand the experiences and needs of people with this growing medical condition.

How to find the right mix of skills at board level to drive success

Fri, 10 Nov 2017 12:49:35 GMT

What it means to be well-run is the focus of a not-for-profit (NFP) research report published recently by consultancy Good Foundations in partnership with professional services firm PwC.

The report, The foundations of a well-run not-for-profit: why internal investment is critical , surveyed almost 400 senior managers within the NFP sector, and offers some valuable insights into what makes a NFP effective and well-run.

The overall conclusion of the research is that to be effective, NFPs need to invest more in internal capacity building, with only 14% of those surveyed believing this type of investment is currently adequate.

And according to those surveyed, strong leadership and good governance are the most important organisational elements to get right.

“Although leadership skills within the sector have improved considerably in recent years, especially within larger NFPs, smaller organisations are still struggling to find the right mix of business and organisational investment skills at CEO and board level,” says Richard Green, director, NGO Recruitment.

“Applying sound commercial and governance principals from the top down enables NFPs to improve revenue generation and this ultimately leads to better program delivery.”

Concerns about a lack of good governance are widespread, with the Good Foundations research also finding that over half of those surveyed would make improvements at board level over and above any other improvement. This includes the need for boards to be more balanced, more involved, more effective, better skilled and to have clearer roles and responsibilities.

5 steps to recruiting the right board

So, in practical terms, how do you make sure your board is strong enough to take your NFP forward? Based on almost 15 years of placing both volunteer and remunerated board members into NFP organisations, we’ve put together the following five steps.

Identify key skills requirements

Firstly, identify the exact skills you require at board level. These skills should be easy to narrow down if you just take a step back and reflect on your overall purpose and vision. In general, NFP boards need a mix of talented fundraisers, treasurers, IT specialists, entrepreneurs and experts in your specific niche such as disability, housing, medical research or human rights.

“I’m constantly surprised in particular by the general lack of fundraisers on NFP boards,” says Richard. “These skills are a must-have and should be a top priority for any board.”

You then need to assess your organisation’s performance in these key areas and identify which skills are missing. According to the Good Foundations research, the most sought-after skills at board level are revenue generation, technology and marketing, so you may need to work harder to find board members with these areas of expertise.

And also keep in mind that your ideal candidate may not already have board experience, so be open to offering governance training to complete the skillsets required.

Adhere to thorough recruitment processes

Recruiting a board member requires the same preparation and rigorous approach as any other candidate search within your organisation. Be clear about the strategic purpose of the role, the exact skills required and the responsibilities. This information then needs to be clearly outlined in a detailed brief and a compelling job description.

Make sure you’re also clear on the commitment required, such as six board meetings a year, six committee meetings a year and fortnightly contact with the chair and CEO. The clearer you are on your requirements, the easier it is to find the right person.

Widen your search beyond existing networks

Resist the temptation to approach friends or people within your existing networks in the first instance. Having exactly the right skills at board level is crucial, so you need to look broadly across your state or territory to identify the people you know would add maximum value to your organisation.

It’s also worth identifying people who already have private sector board appointments. This is because professional board members with three or four remunerated appointments are often interested in taking on a volunteer board position as part of their portfolio.

Consider remuneration

Although the common practice is to rely on volunteer board members, there’s a growing trend of remuneration within larger national and multinational NFP organisations. In a complex funding and regulatory environment, some NFPs are simply too big to rely on volunteers to govern an organisation with the level of responsibility and time commitment required.

If you’re struggling to find the right person, offering a remunerated position might be the way to secure the skillsets you need. But bear in mind that constitutional changes are required to be able to do so. Ultimately, you will find the right volunteer, but you will be searching in a smaller pool of candidates.

Deciding to pay board members can often be contentious and the ACNC offers some helpful guidelines: Remunerating charity board members

Appoint an advocate

Finally, you need to appoint an advocate for the search. Someone needs to have the time to own the recruitment process through the search, interview and reference checking stages – whether it’s a CEO, board director, HR consultant or external agency. And advertising your position is not enough by itself. Research the market and draw up a shortlist of potential members to proactively target.

This advocate also needs to have an in depth understanding of your organisation’s culture and values. Taking a values-based approach to the selection and interviewing process is essential to ensure you find someone with the right cultural fit.

And make sure you identify motivations correctly – many people are keen to join the boards of NFPs as a training ground for a professional board director career. But you need someone who’s committed to your organisation and who will add value for all the right reasons.

NGO Recruitment prepare for the 100k Oxfam Trailwalker challenge!

Fri, 11 Aug 2017 12:34:42 GMT

Help support the NGO Recruitment team as they prepare for the Oxfam Trailwalker challenge in Sydney!

Kathy, Clare, Danielle and Melissa are training during the day and night to prepare for this Oxfam event where over 700 teams will trek through 100km of bush trail from the Hawkesbury river to the harbour, aiming to raise a combined total of $8 million for global poverty.

If you would like to support Oxfam, please click here.

Five important things to know about recruiting fundraisers for your NFP

Wed, 22 Mar 2017 12:27:42 GMT

Fundraising is critical to the survival of almost all not-for-profit organisations. And with more than 50,000 NFPs registered in Australia, the demand for fundraisers far outweighs the supply.

But because almost every organisation is looking for them, recruiting fundraising staff is notoriously difficult.

And retaining them can be just as hard – statistics from the UK’s People Count Third Sector 2015 report show turnover rates among fundraisers are significantly higher than the wider NFP sector.

So how do you recruit talented fundraising staff to your organisation? Here are five important things to remember:

1. You need to sell your organisation

As much as your NFP works to attract donors, you need to work to show potential fundraisers why your cause should interest them.

Whether your NFP is small or large, high profile or not very well known, it’s critical to ‘sell’ the advantages of working there from the job ad text, through the interview process, and right into onboarding.

You’ll need answers to questions like these:

Why should they be excited to work at your organisation?
How will raising funds for your organisation make the world a better place?
How will working at your organisation differ to other NFPs that engage fundraisers?
What opportunities can you offer that others don’t?
Has your organisation won recognition for its work or awards for its services?
If you’re unable to offer a competitive salary, can you offer salary packaging, flexitime or other perks like remote work?

Demonstrating how your organisation really makes a difference can be an incredibly powerful drawcard to talented fundraisers.

2. Decide which skills and experience are truly non-negotiable

It’s easy to come up with a list of qualities you’d like in your next fundraiser: a strong track record, unbridled passion for the cause and years of relevant experience.

But with stiff competition for fundraisers, a long list of “essential” skills and experience is more likely to mean your role goes unfilled.

So when you’re putting together a PD and job ad for the role, determine which skills and experience are truly non-negotiable and which skills could be developed on the job.

If you’re looking for a “gifts and bequests” fundraiser, for instance, a proven record of building long-term relationships might be essential. Does it need be experience with building donor relationships though? Perhaps other experience in relationship building – like through business development – could be just as valuable.

And for a grant specialist? Relationship-building experience might not be an important quality at all.

And how many years of experience are truly necessary? If your job ad says “five years of fundraising experience” is essential for candidates, does that mean someone with only 4 years of experience should look somewhere else?

3. Call out for career changers

Many people are seeking to switch from their corporate jobs to more meaningful work in the not-for-profit sector. That otherwise untapped potential can be a boon for your organisation.

Career-changers from fields like sales, account management and marketing will often have a number of transferrable skills pertinent to fundraising, like presentation skills or relationship-building.

Don’t assume those making a move from the corporate world will be turned off by the NFP sector’s potentially lower salaries for fundraisers. Again, this ties back into selling your organisation: many people value meaning over a higher salary or expensive perks.

In fact, a 2016 survey by EthicalJobs.com.au found that 42% of jobseekers said their most important concern in a new job is that the role or employer has a positive social or environmental impact.

Just 5.25 percent identified salary and perks as the most important factor.

4. Nurture new talent

The not-for-profit sector isn’t generally known for offering the graduate schemes or structured training programs that some big corporates provide. But that doesn’t mean they’re out of reach.

For example, Cancer Research UK has put more than 90 trainees through their graduate training scheme since 2000. The program allows the organisation to develop inexperienced graduates into strong professionals in areas like fundraising, marketing and finance, while also working to meet its own targets.

The program allows them to attract enthusiastic candidates with only a fairly basic salary, in return for training and career development prospects.

Fundraising volunteers can also be a great source of passionate, dedicated candidates who might be able to work wonders with a little bit of training.

5. Keep the fires burning

Once you’ve found a great fundraiser, what can you to do to keep them?

With the wealth of job prospects available to talented fundraisers, they’ll like have high expectations of training and career development opportunities.

That might include opportunities like staff training, professional networking opportunities like conferences, mentoring, or even secondment to other parts of the organisation, where they can get deeper insights into the work the organisation does, and the difference it really makes.

Providing regular feedback with the view to keeping them engaged, motivated and continuously learning is also essential.

Recruiting talented fundraising staff in today’s competitive market can be challenging, particularly if your NFP operates on a shoestring budget. But with the right approach that looks beyond the obvious and prioritises staff development, it shouldn’t be rocket-science to build a fundraising team that helps your organisation thrive into the future.