CHIEF EXECUTIVE OFFICER
CANDIDATE INFORMATION PACK
CRANAplus
CRANAplus acknowledges the Traditional Owners and Custodians of the land, waters and sky, and respects their enduring spiritual connection to Country. We acknowledge the sorrow of the past and our hope and belief that we can move to a place of equity, partnership and justice together. We acknowledge Elders past, present and emerging, and pay our respects to the cultural authority of First Peoples.
Executive Summary
- Lead a nationally respected organisation representing Australia’s remote and isolated health workforce.
- Champion culturally safe, high-quality healthcare for rural and remote communities.
- Strengthen the organisation’s grassroots mission through a committed team and membership.
- Shape a sustainable, influential future through advocacy, partnerships and innovation.
THE OPPORTUNITY
CRANAplus is Australia’s peak professional body for the remote and isolated health workforce. As a grassroots, membership-based organisation, CRANAplus has deep connections with nurses, midwives, Aboriginal and Torres Strait Islander health practitioners, doctors, and allied health professionals who live and work in remote and isolated settings. The organisation is seeking to reinforce its original purpose—representing and supporting the remote health workforce—while evolving towards a more business-focused model that ensures sustainability and influence. This role offers the opportunity to restore a supportive culture, strengthen member value, and position CRANAplus as the leading voice and advocate for remote and isolated health professionals across Australia.
THE ROLE
Reporting to the Board, the Chief Executive Officer is responsible for the overall leadership, management and performance of the organisation. The CEO will provide clear and values-based leadership, aligning closely with the CRANAplus commitment to integrity, excellence, respect, inclusiveness, safety, accountability and social justice. A key focus of the role is to deliver on the Board’s strategic plan, ensuring the organisation remains true to its mission while strengthening its commercial foundations and long-term sustainability.
The CEO will lead a dedicated team and foster a culture built on collaboration, respect and empowerment, enabling staff to connect fully with CRANAplus’ purpose. They will build strong and enduring relationships with members, Aboriginal and Torres Strait Islander communities, government, funding bodies and partner organisations, while maintaining the organisation’s role as a trusted advocate for rural and remote health.
THE CANDIDATE
The ideal candidate will be a collaborative, consultative and values-based leader who is deeply committed to remote health. They will ideally bring lived experience as a remote area nurse or health professional, with a strong appreciation of the unique challenges and resilience of those working in isolated settings.
Key capabilities include:
- Proven senior executive leadership experience, preferably within the not-for-profit or health sectors.
- Deep understanding of remote and rural health service delivery, including the social determinants of health and the importance of culturally safe care.
- Strong political and policy acumen, with the ability to advocate persuasively to government, funders, and other stakeholders.
- Financial literacy and commercial acumen, with demonstrated ability to diversify revenue and strengthen organisational sustainability.
- Outstanding people leadership skills, with the capacity to build trust, lead a positive culture, and support staff wellbeing.
- Highly developed communication skills, with the empathy and authenticity to connect with members, staff, communities, and the Board.
This role will suit a leader who can bridge grassroots connection with strategic foresight—someone who is empathetic to CRANAplus’ cause, results driven, and able to articulate a compelling vision for the future of remote and isolated healthcare in Australia.
For a confidential discussion, please get in touch with:
Janine Hammat
HardyGroup Principal Consultant
M. +61 (0)488 555 858
E. jhammat@hardygroupintl.com
CRANAplus is a grassroots, not-for-profit, membership-based organisation, founded in 1983.
We provide a wide range of services, support and opportunities to nurses, mid-wives and other health professionals, and exist to ensure the delivery of safe, high quality primary healthcare to remote and isolated areas of Australia.
CRANAplus prides itself on practice through values, and accordingly CRANAplus employees are expected to demonstrate integrity, excellence, respect, inclusiveness, safety, accountability, and to advocate for social justice.
History of CRANAplus
1983 – Formation
- Established as the Council of Remote Area Nurses of Australia (CRANA).
- Created by and for remote area nurses to provide professional support, networking, and a stronger collective voice.
The CRANA logo in 1986
1980s–1990s – Growth of Support Services
- Focused initially on education, clinical support, and advocacy for nurses working in isolated and remote communities.
- Built credibility as the professional body representing remote nurses nationally.
2000s – Broadening Scope
- Recognised that remote healthcare was delivered by a team of professionals (midwives, Aboriginal health practitioners, doctors, allied health, mental health workers, etc.), not just nurses.
- Expanded membership, training and support services to include this wider workforce.
2007 – Transition to CRANAplus
- The organisation formally rebranded as CRANAplus.
- The “plus” symbolised inclusion of all remote and isolated health professionals, while retaining the well-known CRANA identity.
Today
- CRANAplus is a national, multidisciplinary organisation.
- Provides training, advocacy, professional services, mental health support, scholarships, and policy influence for the entire remote and isolated health workforce across Australia.
- Still deeply connected to its roots in nursing, but with a broadened mission reflecting the realities of remote practice.
Read more about CRANAplus's history here
The first CRANAplus Conference in 1983, which is now identified as the moment CRANA was founded
CRANA delivered education in PNG in 2006.
CRANAplus staff at the 39th Conference in 2022.
CRANAplus Strategic Plan 2020 - 2025
Our Mission
To represent, support and educate the remote and isolated health workforce to promote the development and delivery of safe, high-quality healthcare
Our Values
- Integrity
- Social Justice
- Excellence
- Respect
- Inclusiveness
- Accountability
- Safety
Role Specification
The CEO is the head of the executive team and manages the day to day operations of CRANAplus, its people and resources. The CEO implements the strategy approved by the Board and ensures the organisation’s structure and processes meet the strategic and cultural needs of CRANAplus.
The CEO is authorised and responsible for the management of CRANAplus and its operations by way of delegated authority from the Board. The CEO’s role is to provide visionary leadership, within the risk appetite set by the Board, in line with the organisation’s strategic priorities.
The CEO is accountable to the Board for the performance of the organisation against a board set strategy, with the expectation that the CEO keeps the board informed of any and all events and circumstances which have, or may be likely to have, a material impact on the organisation.
Overall, the CEO is responsible for;
- developing business plans, budgets, and operational strategies for consideration by the Board and, to the extent approved by the Board, implementing these plans, budgets and strategies.
- ensuring CRANAplus’s operations are within the parameters set by the Board from time to time, and that the board is kept informed of material developments in the organisation’s affairs, operations and business.
- where proposed transactions, commitments or arrangements exceed threshold parameters set by the Board, referring the matter to the board for its consideration and approval.
- identifying and managing operational and corporate risks for CRANAplus and, where those risks could have a material impact on the organisation, formulating strategies for managing and mitigating those risks, including for consideration and endorsement (as applicable) by the Board.
- managing CRANAplus’s financial and other reporting, control and monitoring systems, to ensure these mechanisms and systems capture all relevant material information on a timely basis, are functioning effectively and are founded on a sound basis of prudential risk management.
- ensuring the Board is provided with sufficient accurate information on a timely basis in regard to CRANAplus, its operations, business and affairs, and in particular with respect to the corporate performance, financial condition, operations and prospects, so as to reasonably position the Board to fulfil its governance responsibilities; and
- implementing the policies, processes and codes of conduct approved by the Board and facilitating the monitoring and reviewing of, and reporting against, those policies, processes and codes of conduct.
Board accountabilities
- Report to the Board on the status of policies, strategies, directions and plans (business and otherwise) set or approved by the Board.
- Inform the Board of all events within, or which reasonably should be within, their knowledge or awareness, which may or do have a material impact on CRANA Plus activities or reputational well-being.
- Observe limitations of authority as set from time to time by the Board.
- Regularly meet and consult with the Chair (as the lead representative of the Board) on all such matters.
Internal accountabilities
- Provide strong, clear leadership to CRANAplus.
- Ensure the CRANAplus code of conduct and values is a living document, regularly updated, monitored and communicated with ongoing training where necessary.
- Provide internal leadership direction, goals and energy to the organisations personnel.
- Create and sustain a culture of innovation and enablement, underpinned by and expressing the values and philosophy of CRANAplus.
External engagement
- Monitor and interpret the external environment so as to continually position the organisation in its markets to its best advantage.
- Maintain awareness of political, governmental, business and industry components of the external environment, on a local, national and international level.
- Participate in appropriate business and professional associations, networks and activities relevant to the organisation’s interests.
- Ensure relationship building with external stakeholders.
Organisational accountabilities
- The appointment and management of key executives and management personnel.
- Researching, designing, implementing, and evaluating the CRANAplus structure, systems, policies, processes and procedures, in order to guide, support, inform, service and monitor the prime functions of the organisation.
- Ensuring legal, ethical, and professional practices and boundaries consistent with the CRANAplus code of conduct and values are adhered to.
- Ensuring financial activities are managed within agreed budgets and informing the Board, in a timely manner, should the CEO become aware of any material adverse movements to the budget.
ESSENTIAL Knowledge, Skills and Abilities
- 1.Experience as a CEO, or senior executive leader, preferably within a not-for-profit, with a demonstrated ability to support the design and delivery of organisational strategy.
- 2.A tertiary qualification, relevant to the role, along with experience in the health care sector, preferably in a remote or isolated setting.
- 3.Highly developed leadership and change management skills with proven ability to effectively build and maintain professional relationships, work collaboratively with internal and external stakeholders from diverse backgrounds and support, mentor and empower employees.
- 4.Strong knowledge and understanding of the issues affecting First Nations Australians in the rural and remote health setting including the impact of the social determinants of health along with demonstrated experience in working with First Nations People and/or organisations.
- 5.Proven experience in reporting to and/or working with a board of directors.
- 6.Demonstrated financial literacy including the ability to develop and execute creative strategies for attracting alternative revenue in a not-for-profit environment.
DESIRABLE Knowledge, Skills and Abilities
- 1.Qualifications in nursing and/or midwifery would be highly regarded.
- 2.Previous experience leading an organisation through the transition process to a company limited by guarantee would be advantageous.
- Annual Budget: approx. $8.4m
- Direct Reports: 3
- Staffing: approx. 40
- Membership: approx. 2,500
The total remuneration package is approx. $250,000, inclusive of superannuation.
- Leading cultural renewal in the organisation and fostering an environment that continues to attract, engage and retain a committed and talented workforce.
- Reconnecting with the organisation’s grassroots purpose while evolving towards a stronger business model and market presence, ensuring sustainability and continued relevance to members and stakeholders.
- Recruitment and retention of the remote health workforce, along with maintaining workforce wellbeing and safety.
- Scope of practice constraints and ongoing funding pressures impacting service delivery.
- Building and sustaining culturally safe services through genuine partnerships with Aboriginal and Torres Strait Islander communities, emphasising respect, co-design and community-led approaches.
- Navigating political, regulatory and funding risks, including shifts in government policy, rural health funding, and health workforce planning.
- Ensuring CRANAplus’ position as the peak professional body for rural nurses
Service Location: Flexible with a preference for Adelaide, as the head office is situated there.
Accountable to: CRANAplus Board, through the Board Chair
Award Classification: Non-Award
Contract Term: 3 years
The closing date for applications is Monday, 27 October 2025
The reference number to include in your application is H25_5271
Note: Please use the online platform to submit your application. It will not be accepted via email.
If you require assistance in submitting your application online, please get in touch with Executive Search Coordinator, Bradie Hammat: M: +61 (0)417 882 900 / E: bhammat@hardygroupintl.com
Your application must include:
- 1.Cover letter addressed to the Principal Consultant;
- 2.A written response addressing the selection criteria; and
- 3.An up to date copy of your Curriculum Vitae.
It Is standard practice for HardyGroup to acknowledge receipt of your application no later than the next business day. We request that if you do not receive the acknowledgement, you contact the search coordinator listed above as soon as possible after the 24-hour business period and arrange to resend your application if necessary.
For a confidential discussion, please contact:
Janine Hammat
HardyGroup Principal Consultant
M. +61 (0)488 555 858
E. jhammat@hardygroupintl.com
LIVING AND WORKING IN ADELAIDE
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Golden hour at Glenelg Beach (Credit)
The Adelaide Botanic Gardens are a green serene paradise in the middle of the city (Credit)
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