Lead a credible HIF identity evolution across mission language, digital experience, campaigns, video and volunteer materials.
Location
Australia
Arrangement
Remote
Commitment
4–6 hours per week
Duration
Six-month identity program
Level
Senior creative leadership
Contribution track
Tell the story
01
Role mandate
Lead a credible HIF identity evolution across mission language, digital experience, campaigns, video and volunteer materials.
Why this role exists now
HIF’s brand should reflect its emerging living-lab, youth and systems-change direction without losing trust or overstating maturity.
02
Outcomes you would own
01
A research-backed brand platform and updated mission narrative.
02
A practical visual and verbal system for digital and field use.
03
A flagship promotional story grounded in verified work.
04
A phased rollout plan that does not discard useful assets unnecessarily.
Core responsibilities
Audit current identity, audiences, evidence and brand gaps.
Facilitate mission, narrative and visual-system co-design.
Develop campaign, website, video and merchandise standards.
Test accessibility and cross-cultural meaning with intended audiences.
Coordinate a phased launch with clear source files and governance.
03
Your first 90 days
Days 1–30
Listen, learn and locate the work
Complete HIF induction, role boundaries and required checks.
Review the HIF rebrand brief, evidence, partners and unresolved decisions.
Agree a 90-day workplan, communication rhythm and escalation map.
Days 31–60
Build the first useful thing
Develop and review the first audience-ready content prototype.
Invite review early from the people who will use or be affected by the work.
Record changes, risks and decisions instead of hiding uncertainty.
Days 61–90
Deliver, learn and hand over
Complete the agreed first milestone or document why it should change.
Review progress against success measures with your supervisor.
Publish a next-quarter plan and keep files ready for another volunteer.
04
What you need
Essential criteria
Senior brand, creative, design or communications leadership.
Strong strategy, facilitation and accessible-design judgement.
Ability to distinguish identity ambition from impact evidence.
Desirable, not required
Health, youth or not-for-profit rebrand experience.
Video, campaign or digital-product leadership.
05
How good work will be judged
Success measures
Audiences understand what HIF does and how it is different.
The system is distinctive, accessible and usable by volunteers.
Brand claims remain aligned with verified organisational capacity.
Decision rights & escalation
Set day-to-day priorities within the approved role brief and agreed hours.
Recommend changes to scope, timing or method and document the rationale.
Pause your own activity and escalate when safety, consent, quality or capacity is unclear.
Escalate budget commitments, external promises, partner agreements and material changes to Chief Executive Officer / Head of Communications.
Clinical, safeguarding, privacy and public-claim decisions remain with the named qualified approver.
Role boundaries
This is an unpaid volunteer role. It does not create an employment relationship or expectation of future paid work.
Do not represent HIF publicly, sign agreements or commit money unless authority is explicitly documented.
Use only approved systems for personal, partner or program information.
The agreed weekly commitment is a ceiling to manage, not a minimum to exceed silently.
This role does not provide clinical advice, diagnosis, treatment or unsupervised patient contact.
No travel is assumed. Any future travel would require a separate brief, risk review and written approval.
06
Support, learning and wellbeing
Executive sponsor, program evidence and audience access.
Communications, design, digital and community reviewers.
Approved budget and procurement gates for material production.
Scope and safety
Volunteers must not work outside their competence. Clinical, safeguarding and community-facing work requires role-specific supervision and escalation pathways.
Checks before you begin
Identity and right-to-volunteer confirmation.
One or two role-relevant references for leadership or higher-trust appointments.
Confidentiality, conflict-of-interest, privacy and code-of-conduct declarations.
07
How selection works
Evidence to include
A short statement explaining why this role and HIF’s health-equity mission fit your experience.
One specific example showing how you handled work relevant to brand & communications.
Your realistic availability against the published commitment of 4–6 hours per week.
Any required qualifications, registrations, portfolio links or work samples.
Conflicts, access needs or support adjustments you want the selection panel to consider.
Selection stages
Eligibility and completeness review
Assessment against the published essential criteria
Structured interview or practical conversation, if required
Relevant reference, credential and safeguarding checks
Outcome, induction and role-specific onboarding
Final selection decisions are made by people. AI is not used to automatically reject applicants.