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Board Member Job Description

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Board Member Job Description

Board Members are the governing body of an organisation. They are committed to the long-term interests of the organisation and meet regularly to oversee and direct business operations. They set policies, approve business decisions, evaluate executive performances and fulfil fiduciary responsibilities.

We are recruiting for Board Member to serve on our organisation’s governing body. The Board Member’s responsibilities will include advising on strategic plans, participating in evaluations and monitoring its financial affairs. We expect you to also prepare for board meetings, attend them regularly and actively participate in them.

To succeed as a Board Member, you should have significant professional leadership experience and strong diplomatic skills. An outstanding Board Member will be passionately committed to the organisation’s mission.

Board Member Responsibilities

  • Proven track record in an executive leadership role.
  • Previous board experience preferred.
  • Knowledge of the organisation and the relevant industry.
  • Sufficient time availability for board duties.
  • Strong diplomatic and interpersonal skills.

Board Member Requirements

  • Know the organisation’s mission, programs, policies, and needs.
  • Prepare for meetings by reviewing the agenda and supporting documentation.
  • Regularly attending board meetings and participating actively and conscientiously.
  • Keep up with issues and trends that affect the organisation.
  • Participate in the evaluation of business operations and executives.
  • Approve audit reports, budgets and business decisions.
  • Contribute to the development of policies and strategic plans.
  • Understand the organisation’s financial affairs and ensuring fiduciary responsibilities are met.
  • Ensure the organisation complies with legal requirements.
  • Maintain confidentiality on all internal organisational affairs.
  • Proven track record in an executive leadership role.
  • Previous board experience preferred.
  • Knowledge of the organisation and the relevant industry.
  • Sufficient time availability for board duties.
  • Strong diplomatic and interpersonal skills.

Personalising Your Board Member Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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