With RMIT’s strategic shift from Reconciliation toward Responsible Practice, the Manager, First Peoples Workforce Development plays a key role in leading the design and transformation of how RMIT attracts, develops, recognises and retains First Nations talent.
Grounded in the spirit of RMIT’s Bundjil Statement and our commitment to understanding ways of knowing, doing and being on place, the role is responsible for guiding the transition from RMIT’s current Aboriginal and Torres Strait Islander Employment Plan toward a renewed Workforce Development Plan, translating commitment into sustained action and measurable outcomes.
Building on the momentum of State Treaty, and in partnership with the Indigenous Staff Network (ISN), Colleges, Portfolios and community partners, the role influences system-level change to strengthen accountability, cultural safety, self-determination and fulfilling career pathways for Aboriginal and Torres Strait Islander staff across the university.
Lead the development, implementation and evolution of RMIT’s Aboriginal and Torres Strait Islander Strategic Workforce Development Plan, setting clear direction and outcomes informed by Treaty and aligned to RMIT’s strategic priorities.
Drive measurable improvements in Aboriginal and Torres Strait Islander employment outcomes, including recruitment, retention, progression and leadership representation, using data and insight to inform action.
Build trusted relationships with the Indigenous Staff Network (ISN), stakeholders and community partners, ensuring Aboriginal and Torres Strait Islander perspectives inform workforce design and implementation.
About You
You are an experienced First Nations Aboriginal and/or Torres Strait Islander person with proven strategic experience developing, creating and implementing strategic Aboriginal and Torres Strait Islander workforce development plans.
For this role you must be of Australian Aboriginal and/or Torres Strait Islander heritage, with demonstrated cultural capability and integrity, including the ability to build trust and work respectfully with Aboriginal and Torres Strait Islander peoples and communities.
To Be Successful In This Position, You’ll Have
Demonstrated ability to lead initiatives that deliver measurable improvements in Aboriginal and Torres Strait Islander employment outcomes, including recruitment, retention, progression and
leadership pathways.
Please Note: Appointment to this position is subject to passing a Working with Children and National Police Check.
The Capability and Employee Experience team delivers a range of planned, data driven, evidence based initiatives that positively impact the University’s culture, uplift capability and improve the employee experience with a particular focus on employee voice and diversity and inclusion. The Capability and Employe Experience team works across all employee levels from emergent to executive providing facilitation, coaching, insight and learning expertise.
The Capability, Inclusion and Leadership team, to which this position reports, delivers, leadership organisational workforce development, inclusion and capability initiatives aligned to RMIT’s Knowledge with Action Strategy.
Please submit your CV and covering letter addressing the Key Selection Criteria for this position by clicking on the ‘Apply’ link at the top of this page.
For further information about this position, please see the Position Description hyperlinked below or contact Bianca Jenkins via email [email protected].
Please note, if you are viewing this advert from an external site, please click ‘apply’ and you will be redirected to RMIT's Jobs website to access the Position Description at the bottom of the page. Due to recent upgrades, position description links may not work on LinkedIn advertisements.
8 June 2026 11.59 pm
RMIT is an equal opportunity employer committed to being a child safe organisation. We are dedicated to attracting, retaining and developing our people regardless of gender identity, ethnicity, sexual orientation, disability and age. Applications are encouraged from all sectors of the community, and we strongly encourage applications from the Aboriginal and/or Torres Strait Islander community.
In line with RMIT University’s commitment to a safe, respectful and inclusive environment, from 1 January 2026, the University will also consider gender-based violence (GBV) risk factors as part of our recruitment processes. All applicants will be required to complete a gender‑based violence declaration in accordance with the National Higher Education Code to Prevent and Respond to Gender-based Violence. Preferred candidates will also be required to undertake relevant pre‑employment background checks, including Working With Children Checks. Information provided will be treated confidentially and considered only for its relevance to the role and RMIT’s safety obligations.
At RMIT, we are committed to supporting adjustments throughout the recruitment and selection process, as well as during employment. We actively support and encourage people with disability to apply to RMIT (including alternate formats of application forms). To discuss adjustment requirements, please contact Dani, via [email protected] or visit our Careers page for more contact information - https://www.rmit.edu.au/careers.
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