Superintendent

Chief Don MacLean invites your expression of interest for the Superintendent - PM3 promotional routine. Please review the attached job description.  Superintendents at the PM3 level represent Halifax Regional Police to both internal and external clients and stakeholders including the CAO, Mayor, and Council, and as required, speak on behalf of the Deputy Chief and/or Chief, as well as responds to short-notice requests to present information to both internal and external stakeholders and clients. Successful candidates in the promotional routine will be placed in an eligibility pool. It is the expectation that movement between the four divisions; Patrol, Criminal Investigation, Support or Administration, may occur for the purposes of developmental or operational needs.

Please note the following prerequisites:

• All employees at PM2 are eligible to apply 
• Promotion to the Superintendent PM3 rank requires that successful candidates must not have any pending or existing disciplinary defaults on their record that would impact their ability to fulfill the duties of a Superintendent. 

Application Process:

• Please use the HRM competency dictionary
• This application process and posting will be managed through our BrassRing recruitment system. This allows for greater efficiency in screening, application tracking and aligns with best practices regarding accommodation and self-identification information.
• The posting for the Superintendent vacancy can be found at Superintendent | Halifax Regional Municipality(brassring.com).  Applications will be accepted until 11:59 p.m. on October 27, 2026.
• In order to apply, you must create a profile within BrassRing; instructions for creating the account can be found at BrassRing Login. For technical questions or assistance contact BrassRingSupport@halifax.ca 
• Your fully completed application must include: 1) Cover Letter 2) Resume 
• The application via BrassRing will allow you to attach a cover letter and resume. Your resume and cover letter should briefly outline the following:
  • Past and current performance, with a focus on leadership roles within HRP;
  • External leadership roles including those outside of policing;
  • Scope of management experience in planning and execution of large-scale projects, conflict management, contract negotiations/labour relations, media relations, variety of divisional and administrative experience, and involvement with diversity initiatives or projects;
  • Demonstrated ability in those competencies identified for the position (Please see the list of competencies on the job description);
  • Understanding of strategic priorities and alignment of the candidate’s vision to the organizational requirements.

Upon acceptance of your cover letter and résumé, applicants will receive a question from HRP Human Resources after competition closing, with a set timeline for a response. Upon completion of the application question candidates will be invited to meet with an interview panel.  Candidates will receive an information package 60 minutes prior to meeting with the panel to allow sufficient time to provide appropriate and well thought out responses to the information package.   Panel members will have an opportunity to ask the candidate questions about the candidate’s response.  One hour is allotted for each candidate with the panel. 

Selection of successful candidates to the eligibility list will be based on the following:

• Competency-based evaluation of the response to panel members;
• Past and current performance with a focus on leadership roles within HRP;
• Successfully meeting the required education, experience job-specific knowledge /abilities as outlined in the attached job description;
• External leadership roles including those outside of policing will be taken into consideration;
• Scope of management experience in planning and execution of large-scale projects, conflict management, contract negotiations/labour relations, media relations, variety of divisional and administrative experience, and involvement with diversity initiatives or projects;
• Understanding of strategic priorities and alignment of the candidate’s vision to the organizational requirements.

Upon completion of the candidate reviews and assessments, candidates will be placed in an eligibility pool. The Chief will then select a candidate for the current vacancy. Those candidates who are placed in an eligibility pool but who are not chosen to fill the current vacancy, will remain on the list until for 1-year at the Chief’s discretion, a vacancy or operational requirement occurs.

Debriefs will be provided to interested applicants, after the promotional routine.

The salary range for this position is $168,320 to $177,150.