Chief Human Resources Officer – Spinal Life Australia

Spinal Life Australia is a leading not-for-profit organisation dedicated to supporting people with spinal cord damage and other physical disabilities. With a strong commitment to advocacy, independence, and inclusion, the organisation delivers a range of services including personal care, allied health, and community support across Queensland and Western Australia.  With over 60 years of experience, their passionate team is dedicated to making real differences in the lives of individuals with physical disabilities. From personalised care and allied health services to advocacy and community support, they prioritise the needs and well-being of all. Their commitment to innovation, authenticity, and continuous improvement ensures the highest quality of care and support tailored to clients unique circumstances.

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ACNC Profile

Spinal Life Australia is undergoing a period of strategic transformation, with a focus on enhancing organisational performance, workforce sustainability, and cultural development. The organisation is responding to increasing demand for personal care services and is committed to strengthening its position as an employer of choice in the disability services sector.

Spinal Life Australia is entering an exciting new chapter in its HR leadership journey. Over the past nine years, the organisation has welcomed a variety of HR leaders, each bringing unique strengths and perspectives. Some moved on to larger roles, while others sought greater challenges—reflecting the dynamic nature of the position and the calibre of professionals it attracts. This history presents a valuable opportunity to establish long-term leadership that can build on past learnings and drive sustained impact.

The CEO is deeply committed to finding a candidate who brings a strong commercial mindset, ideally with experience beyond the not-for-profit sector. This approach reflects a forward-thinking vision to blend purpose-driven values with strategic, results-oriented leadership. The right candidate will have the chance to shape the future of People & Culture at Spinal Life Australia, making a meaningful difference in the lives of both employees and the clients they serve.

Annual Report 2024

Financial Report – 2023 -2024

Spinal Life Australia Constitution

The organisation is implementing a strategic plan aligned with its broader vision and goals.

Key priorities include:

• Strengthening workforce planning and retention strategies.
• Enhancing leadership development and succession planning.
• Embedding a values-driven culture.
• Improving HR systems, compliance, and performance monitoring.

Spinal Life Australia have a clear directive to position the organisation as a sector leader in employee engagement and service delivery. This vision is organisation wide including the stabilisation of their casual workforce with less turnover and longer tenure.

This forms a significant part of the strategic direction of the organisation to substantially improve the financial position of the organisation and in doing so also improve client satisfaction.

Operating within the dynamic and increasingly complex disability services sector, the Chief Human Resources Officer (CHRO) at Spinal Life Australia will be instrumental in addressing significant workforce challenges. These include sector-wide shortages of qualified personnel and the ongoing need to attract, retain, and develop a skilled and committed workforce. The CHRO will be expected to implement innovative workforce planning and retention strategies that align with the organisation’s mission and service delivery goals.

In addition to workforce concerns, the CHRO must ensure compliance with a rapidly evolving regulatory landscape, including the National Disability Insurance Scheme (NDIS) and Work Health and Safety (WHS) requirements. This involves not only staying abreast of legislative changes but also embedding compliance into the organisation’s culture and daily operations. The role also demands a strong focus on cultural transformation, fostering leadership capability, and building a values-driven environment that supports both staff and clients.

To support organisational growth and efficiency, the CHRO will lead the integration and optimisation of HR systems and processes. This includes enhancing data visibility, streamlining procedures, and ensuring that HR practices are scalable and future-ready. A key challenge will be building organisational resilience and readiness in a service environment that is both fast-paced and client-focused, requiring agility, foresight, and a deep understanding of the sector’s unique demands.

Spinal Life Australia has a valuable opportunity to strengthen its personal support workforce by enhancing engagement and retention strategies. Many team members currently work part-time with flexible shifts, and while initiatives like monthly one-on-one check-ins and social platforms such as Facebook groups have laid a strong foundation, there is room to build deeper organisational connection. With 70% of support workers already participating in regular check-ins, the organisation is well-positioned to expand on this momentum and introduce more inclusive and responsive engagement approaches that reflect the needs and voices of its workforce.

By focusing on proactive and innovative human resources strategies, the Chief Human Resources Officer will play a key role in reducing turnover and fostering a more stable, connected, and motivated team. Addressing the current six-month turnover cycle presents an exciting challenge to improve both financial sustainability and client continuity of care. With the right leadership, Spinal Life Australia can further enhance the employee experience, strengthen its reputation as an employer of choice, and ensure consistent, high-quality support for its clients.

We are looking for a visionary and experienced HR executive who can lead Spinal Life Australia through a period of cultural and organisational transformation. The ideal candidate will bring a strategic mindset and a deep understanding of how to align people strategies with business goals. They will be instrumental in shaping a workplace culture that reflects the organisation’s values, fosters engagement, and supports high performance across all levels.

This role requires a leader who can design and implement forward-thinking HR strategies that drive innovation, compliance, and operational excellence. The successful candidate will have a proven ability to build strong relationships both internally and externally, working collaboratively with executive leaders, staff, and key stakeholders to deliver impactful outcomes. Their expertise will help position Spinal Life Australia as an employer of choice in the disability services sector.

In addition to strategic leadership, the CHRO will inspire and guide a diverse team of HR professionals. They will cultivate a high-performing People & Culture function that is responsive, inclusive, and future-focused. Through mentorship, collaboration, and a commitment to continuous improvement, the CHRO will empower their team to deliver exceptional service and support the organisation’s mission of improving the lives of people with spinal cord damage and other physical disabilities.

We are seeking a strategic HR leader who ideally brings experience working with the SCHADS Award or has managed a workforce governed by multiple industrial awards. A background that includes both commercial and not-for-profit sectors is highly desirable, as it brings a balanced perspective to navigating the operational and cultural dynamics of a mission-driven organisation. The ideal candidate will have the agility to operate in a complex environment while applying commercial acumen to support sustainable growth and workforce development.

This role requires someone with the drive and capability to lead, but who is still looking for a challenge and growth opportunity—someone senior enough to provide direction, yet hands-on and engaged in the day-to-day realities of a large, people-focused organisation. With a workforce of approximately 800 support workers, including 600 casuals, the CHRO will play a critical role in shaping a cohesive, high-performing culture that supports both staff wellbeing and client outcomes.

HR Team Structure includes:

• Learning & Development Lead
• Recruitment Team Leader
• Two HR Business Partners
• Senior HR Coordinator (currently vacant, temp covering)
• HR Admin
• Strategic Project Lead

Key Responsibilities

Generalist HR expertise, covering visa sponsorship, IR issues, grievances, investigations, and staff performance management.  They are returning to a formal annual performance management process and introducing 360-degree reviews.  Addressing exit survey feedback and implementing new engagement actions.  Leading recruitment and retention strategies, revamping learning and development programs.

Mentoring less experienced HR staff while challenging senior team members to work on updating current training materials.

What the Ideal Candidate Needs

• Strong leadership with the HR team.
• Change management skills, flexibility, and ability to lift performance standards.
• Empathy and resilience to drive long-term improvement.
• Ability to build relationships quickly with regional managers and be available to them for in field support.
• Comfortable working in a gender-diverse organisation with a majority female casual workforce.

CEO Expectations

Protect the business while supporting employees. CEO can challenge ideas and will check in for updates but trusts experts in their fields. Open to ideas but expects confident and solution-focused leadership.

Keys to success include working positively with regional managers, mentoring a relatively inexperienced HR team, refining learning and development, tackling casual workforce challenges, and using survey results and exit survey insights to drive strategic improvements. Approach change gradually while ensuring a smooth transition.

Position Description

• Base Salary $220,000 plus super plus salary sacrifice (PBI)
• Dedicated Parking on site
• Fitness passport
• EAP program
• Opportunity for some limited WFH after probation

When submitting your application, ensure your application includes: 

• An up-to-date resume (in Word format) 

• A covering letter (in Word format) outlining your interest and expertise relevant to the role 

Submit your application quoting reference number KCHSED to apply@windsor-group.com.au. For more information please contact Kym Cheatham or Gabriella Cirillo on 07 3211 0001. Your application will be acknowledged by email within one business day. 

View the live job advertisement and apply here.