Manager, First Nations Engagement (male)
Manager, First Nations Engagement (male)
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Job Description
The position of Manager First Nations Engagement will support the Executive Director in the ongoing planning and delivery of First Nations engagement work at Knowmore. Due to the requirements of the program we have a male and a female manager who share the overall management of the team. We are seeking a male for this position.
This role reports directly to the Executive Director Strategy and First Nations Engagement and this role has the responsibility of supervision for the male members of the team.
This role also delivers front line services and some case management as part of the multi-disciplinary model and when requested will work with the teams on shared projects.
The role will involve regular intrastate and some interstate travel (for up to a week at a time) to meet with staff and deliver services to clients in support of Aboriginal and Torres Strait Islander Engagement Advisors involved in community engagement activities.
Duties and responsibilities
Team Management and Leadership
Working with the female manager provide overall management of the AEA team.
Provide supervision guidance support and performance expectations for the team.
Participate in recruitment and onboarding of new team members
Foster a positive and inclusive team culture.
Manage workload and allocations as required
Program Responsibilities
Liaise with members and representatives from Aboriginal and Torres Strait Islander communities.
Develop and maintain a best practice model including policies and procedures relevant to the Aboriginal Engagement Advisor team.
Undertake projects relating to Aboriginal and Torres Strait Islander issues as and when required.
Work with staff across knowmore to develop and modify advisory materials conveying messages about the work of knowmore for Aboriginal and Torres Strait Islander audiences.
Provide advice on specific service delivery issues related to Indigenous issues and deliver community educational programs including information about the role and functions of knowmore to increase Aboriginal and Torres Strait Islander awareness of the assistance that knowmore can provide.
Contribute to continuous improvement and evaluation activities.
Create and oversee continuous improvement of written resources for clients.
Assess relevant non-legal training needs for staff in consultation with executive team.
Undertake other duties and projects as directed.
Organisational Obligations
Share our values and have a strong commitment to improving the lives of survivors of child abuse
First Nations cultural competency to work in ways that recognise and counteract privilege and bias and appreciate the values traditions belief systems and experience of First Nations People
Demonstrate an active and dedicated commitment to knowmores Purpose Vision and Values
Commitment to working within and supporting knowmores practice framework (trauma-informed culturally safe person-centred)
Comply with knowmores Policies and Procedures.
Observe all legal and legislative requirements.
Ensure a high level of confidentiality and integrity.
Assist in the development of and participate in knowmores initiatives projects and events.
Cultivate productive and collaborative working relationships and outcomes through open an inclusive planning continuous improvement and transparent work practices.
Liaise with others in a professional respectful and constructive manner.
Take reasonable care to protect their health and safety and the health and safety of others.
To engage in professional supervision and other reflective practice opportunities as required.
Selection Criteria
Maintain a flexible collegial and professional approach to working within a multi-disciplinary team.
Maintain sound knowledge of Aboriginal and Torres Strait Islander cultures issues and protocols relevant to clients.
Demonstrate appropriate skills in communicating consulting and negotiating with individual and groups within Aboriginal and Torres Strait Islander communities and government agencies on complex and sensitive issues.
Self-manage including being able to work with other disciplines in a team and deliver quality work to meet deadlines.
Maintain best practise knowledge of working with survivors of sexual assault and detailed knowledge of the dynamics and impacts of complex trauma.
Exercise creative solutions to improve effectiveness of service delivery for clients.
Ability to provide input interpret monitor and evaluate policies procedures and standards with cultural sensitivity.
There are no mandatory qualifications for the role. A relevant tertiary qualification (or substantial progress towards such a qualification) may be advantageous.
Holding a satisfactorily National Police Records Check and a Working with Children Check.
The role may involve intrastate and interstate travel to deliver services to clients on an outreach basis and to undertake community engagement activities. Accordingly a current drivers licence is desirable.
**To perform this role it is essential that the person who holds the position be a male and be an Aboriginal or Torres Strait Islander person who identifies and is recognised as such within their community.
In accordance with cultural requirements Knowmore requires that being an Aboriginal person or a Torres Strait Islander is a genuine occupational requirement for this position under s42 of the Discrimination Act 1991 (ACT) s14 of the Anti-Discrimination Act 1977 (NSW) sub-s 35(1)(b)(ii) of the Anti-Discrimination Act 1996 (NT) s25 of the Anti-Discrimination Act 1991 (Qld) sub-s 56(2) of the Equal Opportunity Act 1984 (SA) s41 of the Anti-Discrimination Act 1998 (Tas) sub-s 26(3) or s28 of the Equal Opportunity Act 2010 (Vic) or s50 of the Equal Opportunity Act 1984 (WA).
knowmore considers that being an Aboriginal person or a Torres Strait Islander and of a particular sex is a genuine occupational requirement for this position under s25 of the Discrimination Act 1991 (ACT) s31 of the Anti-Discrimination Act 1977 (NSW) sub-s 35(1)(b)(ii) of the Anti-Discrimination Act 1996 (NT) s25 of the Anti-Discrimination Act 1991 (Qld) s34 of the Equal Opportunity Act 1984 (SA) sub-s 26(3) or s30 of the Equal Opportunity Act 2010 (Vic) or s30 of the Equal Opportunity Act 1984 (WA).
Queries should be directed to
Required Experience:
Manager
Employment Type
Full-Time
