First Nations Priority Reforms Liaison Officer - Affirmative Measures (Indigenous)

Description:

To obtain a copy of the Candidate Information Kit for this vacancy, please click on the 'Apply Online' button to the left of this advertisement.

The key duties of the position include
Employment Opportunity

Do you want to help transform the way that the Attorney General's Department works with First Nations peoples? Work on meaningful projects delivering on the Government's commitment to Closing the Gap? Do you have strong cultural competency and a thirst to make a difference? Then this role is for you!

The Priority Reforms Team of the Native Title and Priority Reforms Branch is seeking a passionate and experienced leader to fill the position of the Attorney-General Department's inaugural First Nations Priority Reforms Liaison Officer. The Branch is dynamic with responsibility for a broad range of work that seeks to Close the Gap between the social, health and economic outcomes of First Nations peoples with the broader population. The Branch consists of three teams who work in a flexible and agile manner, supported by a strong Branch culture that values and looks after our people.

The successful candidate will play an instrumental role in driving implementation of the department's ambitious commitments to embed the Priority Reforms by identifying and supporting effective genuine partnership with First Nations peoples. The role will include policy development and project management to meet specific objectives relating to increasing the understanding, value and recognition of First Nations cultures, histories, knowledge and rights through cultural learning. You will also be responsible for building and maintaining a network of contacts between the department, government agencies and First Nations peoples in the community.

You will work closely with the department's First Nations Inclusion Liaison Officer who provides cultural safety, advice and specialised, holistic pastoral care to ensure First Nations employees and the Indigenous Employee Network are engaged and supported, and connected with external community.
The filling of this vacancy is intended to constitute an affirmative measure under Section 31 of the Australian Public Service Commissioner's Direction 2022. This vacancy is open only to First Nations candidates.

How you can help us make a difference

We are looking for an innovative person who is willing and able to work differently, including in line with the Priority Reforms under the National Agreement.

Our ideal candidate will have:

• highly developed cultural competency, a deep understanding of the issues affecting Aboriginal and Torres Strait Islander Peoples and communities, and a commitment to ongoing self-development of cultural competency.
• a proven ability to manage complex stakeholder relationships in a culturally diverse environment, approaching sensitive issues with resilience, empathy and collaboration to achieve mutually beneficial outcomes.
• excellent organisational, project management and planning skills, and an ability to work in a fast-paced environment, managing multiple competing priorities at once in tight timeframes.
• well-developed leadership, coaching and mentoring skills and a strong sense of self-awareness, working to foster respect, inclusion, and cultural and psychosocial safety in the workplace.
• strong initiative, a solutions-focused approach and demonstrated innovation and agility to achieve results and provide quality and timely advice.

As this role involves a strong focus on stakeholder engagement and community outreach, the following attributes, skills and/or experience will also be highly advantageous:

• an understanding of trauma-informed practice and/or experience working with people with lived/living experience
• connection to, and engagement with, First Nations community
• experience with First Nations policy or program initiatives

Cultural safety and support

The Priority Reforms Team is committed to working in genuine partnership with First Nations peoples, having built a solid foundation of mutually respectful and trusting working relationships between department staff involved in this work, external stakeholders, and our Indigenous Employee Network. Cultural safety and managing cultural load are a primary focus for the team, and conversations around wellbeing are frequent. Noting the role(s) deal with potentially triggering subject matter such as racism, candidates will need to prioritise their personal wellbeing, and support the wellbeing of their team. The Team has strong supports in place to help staff fulfil their roles, including the option of regular wellbeing checks through Telus Health (separate to the Employee Assistance Program).