Hi Bloom clients, colleagues and friends, welcome to our February newsletter.
In this edition, we’re celebrating initiatives and stories that matter - from supporting NFP leaders to exploring career journeys that combine creativity and purpose.
We are excited to announce that we are partnering with Q Shelter as the Platinum sponsor for their upcoming Thrive at Work Summit (register here). An important forum for exploring how workplaces can better support people and performance. Bloom will be presenting a workshop on psychosocial hazards, managing your risk and steps on how to develop a psychosocial management plan. We will be exhibiting and talking to you more about our Reflective Supervision and Coaching program that's now available.
In that same spirit of capability-building, applications are now open for McKinsey & Co's NFP Leadership Programs - free opportunities for not-for-profit leaders to strengthen skills, connections, and confidence in an increasingly complex environment.
You’ll also find a career story featuring Ryan Neville, Product and Design Lead at HoMie, whose journey reflects the power of combining creativity, commercial success, and social purpose. Alongside this, we unpack recent industrial relations decisions including return-to-office mandates to a notable case where an employer attempted to address the gender pay gap by cutting pay.
Lastly, you'll find the latest vacancies across Australia and our featured hot candidates, one of which could be a perfect fit to join your team.
As always, thank you for being part of our community. We hope you find this edition informative, thought-provoking, and useful in your work.
All the best, Natalie
Sector News
Bloom HR confirmed to sponsor Thrive at Work Summit 2026
We’re proud to announce that Bloom HR is the Platinum Sponsor of the Thrive at Work Summit 2026, a one-day immersive event hosted by Q Shelter. The Summit is dedicated to building healthier, safer and higher-performing workplaces across Queensland’s housing, homelessness and community services sectors.
Bringing together sector leaders and frontline professionals, the Summit will feature inspiring keynote speakers alongside practical, interactive workshops, all focused on strengthening workforce wellbeing and organisational impact. Bloom HR CEO, Natalie Carrington, will also present a workshop on the day, sharing insights on managing psychosocial hazards in the workplace.
As Platinum Sponsor, we’re proud to support the people who care for our most vulnerable communities - and to champion the importance of ensuring they, too, can truly thrive at work.
We’d love members of the Bloom community to join us for this inspiring day of learning, connection and practical insight. Early bird tickets are available until the end of February, with all members of the Bloom community able to access an additional 20% off ticket prices with the link below.
HoMie is more than a streetwear label, it’s a social enterprise built on community, purpose and social impact.
One hundred per cent of HoMie’s profits go towards its mission to support young people affected by homelessness or hardship.
Over the past ten years, HoMie has supported more than 4,000 young people, and it’s a story that deserves to be told.
Bloom has had the privilege of working with HoMie as their HR partner for the past couple of years, and it has been a genuine pleasure working alongside, and getting to know, their team. We were delighted when Ryan Neville, HoMie’s Product and Design Lead, accepted our invitation to share his story.
Ryan, thank you so much for taking the time to share your story with us.
McKinsey & Co 2026 Mission Delivery & Leadership Development Programs
Applications are now open for two high‑impact leadership development opportunities designed specifically for not‑for‑profit and community sector leaders across Australia and New Zealand.
1. McKinsey Mission Delivery Program 2026
A fully-funded program aimed at strengthening leadership capability across the NFP sector. Four streams are available for Board Directors, CEOs/Executives, Team Leaders and a Masterclass Series, with courses running from March to October 2026.
Free for eligible NFP and social enterprise leaders.
Scholarships are offered for two flagship programs:
Executive Leadership Program: For senior leaders (CEOs and CEO‑1), delivered through two residential weeks in Queensland (May & August 2026). Program fees are waived for scholarship recipients (travel and accommodation not included).
Rising Leaders Forum: For high‑potential mid‑career leaders, delivered in a hybrid format (13–16 October 2026).
Housing Australia opened the Call for Submission for HAFF Round 3 funding on 30 January 2026.
The Housing Australia Future Fund was established in November 2023 by Federal Government, to increase the supply of social and affordable housing and address acute housing needs, including those for indigenous communities, veterans, and women and children fleeing domestic violence.
Round 3 of the HAFF contains investment to deliver 21,350 social and affordable homes in order to meet the national target of 40,000 homes by 2029. Applications are invite from the following eligible funding recipients:
Community Housing Providers
Charities with a primary purpose of improving housing outcomes for Aboriginal or Torres Strait Islander people
Charities with a primary purpose of improving housing outcomes for former members of the Australian Defence Force
Charities with a primary purpose of improving housing outcomes for members of the Australian Defence Force
State and Territory governments
Local governments.
Applications are to be made via a two-stage open application process via the Housing Australia Portal.
Stage 1: EOI
Stage 2: Detailed Application (if notified of a successful EOI).
In order to assist applicants to prepare their submission, a recorded briefing was made available on the Housing Australia on 12 February. The recording can be found by logging in here on the Housing Australia website:
Reminder: NFP Salary Survey 2026 closing soon
A quick reminder for anyone who hasn’t yet taken part in ProBono’s annual NFP remuneration survey. It is completely anonymous, takes just 15–20 minutes, and plays an important role in shaping fair and informed compensation across our sector.
Last year’s survey drew over 2,000 responses across 41 roles, offering valuable insights by role, organisation size, location, sector and budget.
Why participate?
Receive 50% off the 2026 Salary Survey
Be entered into a draw for a $500 charity donation
Help strengthen reliable workforce data for the NFP sector
If you haven’t completed it yet, we encourage you to do so and share it with your teams. The survey closes on 5 March.
Navigating some of the issues in this month's HR News can be complex, in particular pay equity and return‑to‑office policies. If you’d like support with a current situation, or want us to review your HR policies to make sure they’re clear, fair and up to date, we’re here to help.
We can be contacted on 02 8114 4449 or you can get in touch via the links below:
A Fair Work Commission decision handed down in January 2026 offers timely guidance for employers managing hybrid work arrangements and resistance to return‑to‑office policies.
The Commission upheld the dismissal of a Melbourne‑based product engineer who refused to comply with his employer’s hybrid work policy, finding that his employment contract did not provide an unconditional right to work from home.
The Commission found that while the employee had been permitted to work remotely during COVID‑19, this arrangement was always subject to company policy and lawful, reasonable directions. The employer's hybrid policy (requiring three days per week in the office following extensive consultation and a lengthy staged transition) was held to be both lawful and reasonable.
The employee was terminated following refusal to attend the office three days per week, and subsequently lodged an unfair dismissal claim based on the decision being 'disproportionate and harsh.'
For HR professionals facing return‑to‑office resistance, this decision reinforces a key point: clear communication, genuine consultation and a fair process can protect employers, even where employees challenge decisions with legal support.
A recent Fair Work Commission case highlights the legal risks of trying to fix pay inequity by reducing employees’ salaries.
The issue came to light after a not‑for‑profit organisation cut the pay of male employees by around $10,000 to address an unintentional gender pay gap. Although the goal of fairness was well‑intended, the Fair Work Commission found the approach unlawful, ruling that the employer had breached the employees’ contracts. It was proposed by the employer to reduce pay from Level 5 to Level 4 of the SCHADS award.
The Commission made it clear that pay goes to the core of an employment contract and generally cannot be reduced without the employee’s genuine agreement. Even where an organisation is facing financial pressure or aiming to address equity concerns, unilaterally cutting salary is likely to expose the employer to claims such as unlawful termination or discrimination. In this case, long‑standing pay arrangements — even if they later create inequity — could not be undone by simply lowering existing employees’ wages.
This case is a reminder that good intentions do not override legal obligations. Safer options for addressing pay gaps include increasing underpaid salaries over time, supporting progression into higher‑paid roles, and ensuring any changes to pay are made with clear consent and proper process. Taking a measured, legally sound approach helps protect trust, culture and the organisation itself.
The Commission ordered the employee's Fair Work general protections claim to proceed to a conciliation between the parties.
Taking effect on 1 March 2026 are three major changes within the Children's Services Award. The changes relate to:
classification structure - existing classifications to be replaced by 8 new Children's Services Employee (CSW) levels
minimum rates of pay - effective in the first full pay period on or after 1 March 2026
percentages used to calculate some allowance
The relevant guides and tools from the Fair Work Ombudsman are being updated to reflect the incoming changes, you can subscribe to the email update service here to be notified then the new pay rates are available.
Hosted by Q Shelter and sponsored by Bloom HR, a full day of workshops, presentations and networking, focused on strengthening workplace resilience, engagement and wellbeing.
Here are our Bloom HR hot candidates, a carefully selected group of experienced professionals who are ready to make a meaningful impact across the not-for-profit, government and NGO sectors.
If someone catches your eye, we’d love to make an introduction. Simply click the link below to find our more or call us on 02 8114 4449 to have a conversation.
National
Community Housing Head of Housing / Head of Policy (open to relocation across NSW, VIC, ACT, SA)
Events / Project Management Professional (remote)
Sydney, NSW
Head of Talent
HR Advisor
Community Housing Team Leader
Program Manager
Community & Stakeholder Engagement Lead
Administration & Clerical Support
Regional NSW
Community Services / Public Sector Professional (Moree / Remote)
For more detailed profiles of all candidates featured, click below to read more:
If you are looking for a new role and would like to register with Bloom and feature as one of our next Hot Candidates, head to our website and navigate to 'candidate registration'.
Bloom HR Product of the Month: Visa Services
Navigating visas, eligibility requirements, labour market testing and compliance obligations can feel overwhelming, but it doesn’t have to be.
Our Visa Services are designed to simplify the entire process, offering you complete support from start to finish. As part of our HR consultancy offering, we manage all aspects of applications to the Department of Home Affairs for organisations looking to sponsor overseas talent. Whether you're recruiting locally or internationally, we provide seamless, end‑to‑end support for both you and your chosen candidate.
By coordinating recruitment and visa processing simultaneously, we ensure an efficient and stress‑free onboarding experience.
If you'd like to learn more about how we can support your recruitment and visa needs, we would love to hear from you. Please contact our CEO, Natalie Carrington on 02 8114 4449 or via the linksbelow.
Bloom HR acknowledges the traditional custodians of the land on which we live and work. We pay our respects to the Elders past, present and emerging, and recognise it always was and always will be Aboriginal land.
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