Executive Director and Co-CEO

Footscray Community Arts is looking for its next Executive Director and Co-CEO.

We are looking for someone who is passionate about the intersection of community-engaged arts and business, thrives in a highly collaborative work environment, has a sophisticated level of professional judgement, and is both a systems-based and people-focused leader.

The Executive Director is responsible for leading the development and implementation of strategy, finance, operations, governance and communications including the management of core funding relationships. This is an exciting time to join our organisation. The incoming Executive Director will have the opportunity to lead the delivery of an $8.7 million transformational precinct infrastructure project.

Core duties of the role include:

• Leading strategy development and implementation in collaboration with the Artistic Director and Co-CEO.
• Day-to-day management of the organisation, including overseeing of operations, marketing, finance and governance.
• Overall quality management of our systems and processes as a public place and NDIS provider.
• Leading the delivery of the Precinct Plan Stage 1, and securing investment and support for Stage 2.
• Identifying leadership opportunities that advance equity and sustainability within the national arts sector, including the appointment of two leadership roles from our communities of focus, designed to build organisational capacity during the delivery of the Precinct Plan.
• Supporting a robust and generative internal culture.
• Managing key partnerships and stakeholder relationships. Development of a comprehensive partnership engagement strategy and growth of philanthropic support.

Talk to Us
To arrange a confidential conversation with recruiter Jane Crawley, please email fca.exec.director@gmail.com to make a time.

We strongly encourage applications and enquiries from our focus communities. We understand that marginalised communities often self-opt of opportunities – we really want to hear from you.

To make the process accessible to our focus communities, we’ve committed to:

• salary transparency
• recruitment process outlined (no surprise psychometric tests)
• responding to access needs
• representative interview panel
• reaching out directly to community leaders to share the job opportunity
• 50% of interviews questions sent in advance
• a cultural safety agreement developed as part of onboarding