Rabbinic recruitment

​​Recruitment of Senior Rabbinic Staff

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Background

 

Chairs are responsible for recruiting Senior Rabbinic Staff in accordance with the US Byelaws and relevant HR policies. When recruitment is required, the Chair should first contact:

• Vickie Wiltshire, Director of HR

• Their HR Business Partner

 

These colleagues will outline the process, timelines, and any potential early issues. They will also introduce you to Rabbi Harvey Belovski, Rabbinic Recruitment consultant for the US (rabbibelovski@theus.org.uk) who will guide you through the process. Close, timely communication between the Chair, HR and the Community Development Team is essential to prevent administrative delays.

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A Selection Committee (SC), appointed by the Executive and including the Chair, oversees much of the process. The SC Convenor leads the SC but must not be a member of the Executive. All members of the SC should sign the Volunteer Confidentiality and Data Protection Agreement. Confidentiality must be absolute, with no discussion of candidates outside the SC, as this can impact on their current position.

 

Before Recruitment

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The Chair is responsible for:

• Securing Executive approval and FR sign‑off for associated expenditure.

• Liaising with US Rabbinic recruitment consultants, HR, and the SC Convenor.

• Gathering community input on priorities for the Senior Rabbinic role.

• Overseeing the appointment of the SC and its Convenor (not an Exec member).

• Serving on the SC alongside at least one Warden and two Synagogue Council members.

Chairs may, if helpful, publish a strategy or profile describing the Community’s character, values, and aspirations.

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During Recruitment

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Key points:

• The Selection Committee, led by the Convenor, must include the Chair.

• The SC should consult the Community to shape a representative job description.

 

The Chair must ensure timely submission to HR via CoreHR of:

1. The Vacancy Notification form (prepared by the Executive)

2. The Job Description (drafted by the SC)

3. The Draft Advertisement (drafted by the SC)

 

HR and US Centre staff, especially HR Business Partners, are available for support throughout.

 

After the SC identifies a preferred candidate:

• The Synagogue Council votes on the recommendation.

• If approved, the Chair informs HR and collaborates with the candidate and SC Convenor to refine the contract and Job Description.

• Adjustments may reflect Community strategy, mission statements, or the candidate’s strengths.

 

The Chair and other HOs must arrange the Community‑wide poll to confirm the appointment and oversee the candidate’s trial Shabbat.

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Before issuing a job offer, Chairs should contact the Communications Department to explore opportunities for positive publicity.