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Connecting you with your next great career opportunity. Below is a listing of exciting opportunities for which we are proud to recruit on behalf of our clients. Take a moment to review each position for more detail and, if you have questions about the role, please don’t hesitate to contact the Search Consultant at the bottom of each posting.
You should receive a confirmation email after you’ve applied.

Issues with your application? Please send your resume and cover letter to Info@crawfordconnect.com and mention the job ID.

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Executive DirectorSunbeam CentreKitchener, ON10/08/2019137

 

 - 137

Executive Director
Location: Kitchener, Ontario

 

Sunbeam Centre is a multi-site, multi-faceted organization providing residential care, day programming and other services for individuals with developmental, physical & emotional impairments.  They do this through a multi-site, multi-faceted organization that delivers residential care, day programming, respite care and specialized facilities which includes fourteen residential Group Homes in Waterloo Region, with additional outreach services to individuals, families and agencies.

 

The Sunbeam Family consists of Sunbeam Community Living Services, Developmental Services Resource Centre (DSRC) and Developmental Services Ontario, Central West Region – access to adult developmental services.

 

In addition to the Kitchener headquarters where Day Program activities, respite care and specialized facilities are located, Sunbeam also operates fourteen residential Group Homes in Waterloo Region and offer outreach services to individuals, families and agencies across Southwestern Ontario.

 

 

The Role

 

The ED provides strong leadership and responsive management to the organization within the strategic directions established by the Board of Directors. The ED inspires excellence in staff and manages risk to the organization, with overall accountability for the effective and efficient deployment of human resources, financial information and physical resources of the organization.

 

Responsibilities

 

Board Governance

  • Report to the Board of Directors on the financial and operational progress of the organization and provide reliable and timely information. 
  • Inform the Board of Directors of local, provincial and federal government directions and/or community trends that will influence the overall performance of the organization
  • Facilitate strategic planning with the Board of Directors and monitor progress against the plan, recommending remedial action as appropriate

 

Regulatory

  • Ensure compliance with applicable legislation and regulations pertaining to the MCSS/MC funded transfer payment agencies and non-profit corporations. Inform the Board of Directors of any areas of non-compliance with legislation, regulations and/or contractual obligations.

Risk

  • Inform the Board of Directors of situations that could create potential risk and liabilities for Sunbeam Centre and Implement a risk management plan to support the risk management policy articulated by the Board of Directors.

Operations

  • Develop and implement an annual operational management plan that supports the strategic directions for the organization as stated by the Board of Directors recommend to the Board of Directors a succession plan.
  • Oversee and direct the day-to-day operations of Sunbeam Centre in accordance with applicable legislation, organizational management policies and procedures and contractual obligations and funder expectations.
  • Develop and implement an organizational design that enables the organization to function effectively and efficiently to achieve its mission.
  • Ensure that programs and services of Sunbeam Centre reflect the / values of the organization articulated by the Board of Directors.
  • Define indicators of success for the programs and services delivered by Sunbeam Centre and facilitate the achievement of these outcomes.
  • Monitor the overall performance of Sunbeam Centre to ensure they meet standards and expectations of funders.
  • Evaluate programs and services delivered by Sunbeam Centre in a systematic manner based on defined indicators of success/ performance outcomes and quality indicators.
  • Work in a collegial relationship with MCSS-funded developmental  services providers, MCYS-funded children's services and other applicable community-partners.

Financial Management

  • Direct the preparation of an annual operating and capital budgets and submit these for approval by the Board of Directors in accordance with legislative requirements and regulations of the applicable funder(s).
  • Ensure fiscal viability without compromising fundamental mandates, monitor the financial stability and viability of the organization and report to the Board of Directors regularly
  • Ensure that information management systems meet the needs of Sunbeam Centre services and information needs accurately and efficiently.

 

Qualifications

  • Minimum of five (5) years or more of senior management leadership experience in a like-sized organization.
  • Experience in the field of developmental and/or children's services or other relevant human services.
  • Experience in working with a non-profit Board of Directors.
  • Knowledge of applicable legislation, public policy and transfer / payment agency accountability expectations.
  • Knowledge and skill to provide professional expertise and guidance to staff.
  • Excellent written and verbal communication skills.
  • Effective and well-developed interpersonal skills.
  • Requisite computer literacy level to manage the organization.
  • Experience in program planning, development and evaluation.
  • Confident and consistent decision-making skills.
  • Resourcefulness and flexibility to meet the needs of the organization and the demands of the position.
  • Ability to work independently and as a team member to achieve outcomes and meet deadlines.
  • Strong financial acumen

 

Education

  • University Degree from a recognized institution


This search is being conducted on behalf of the Sunbeam Centre by crawfordconnect, a search firm specializing in recruiting leaders and fundraisers for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we would be pleased to connect with them.

 

To apply:

Deadline to apply: October 25, 2019.
Please send your cover letter and resume, as two separate documents to bothLiz@crawfordconnect.com  and info@crawfordconnect.com and mention the Job ID 137 in the subject line.
If you have any questions, please contact Liz Latimer at Liz@crawfordconnect.com or call 416.690.5377 / 1.866.647.5149.

htmln78
Job ID137
Apply By10/08/2019
OpportunityExecutive Director LocationKitchener, ON
Posting

 

 - 137

Executive Director
Location: Kitchener, Ontario

 

Sunbeam Centre is a multi-site, multi-faceted organization providing residential care, day programming and other services for individuals with developmental, physical & emotional impairments.  They do this through a multi-site, multi-faceted organization that delivers residential care, day programming, respite care and specialized facilities which includes fourteen residential Group Homes in Waterloo Region, with additional outreach services to individuals, families and agencies.

 

The Sunbeam Family consists of Sunbeam Community Living Services, Developmental Services Resource Centre (DSRC) and Developmental Services Ontario, Central West Region – access to adult developmental services.

 

In addition to the Kitchener headquarters where Day Program activities, respite care and specialized facilities are located, Sunbeam also operates fourteen residential Group Homes in Waterloo Region and offer outreach services to individuals, families and agencies across Southwestern Ontario.

 

 

The Role

 

The ED provides strong leadership and responsive management to the organization within the strategic directions established by the Board of Directors. The ED inspires excellence in staff and manages risk to the organization, with overall accountability for the effective and efficient deployment of human resources, financial information and physical resources of the organization.

 

Responsibilities

 

Board Governance

  • Report to the Board of Directors on the financial and operational progress of the organization and provide reliable and timely information. 
  • Inform the Board of Directors of local, provincial and federal government directions and/or community trends that will influence the overall performance of the organization
  • Facilitate strategic planning with the Board of Directors and monitor progress against the plan, recommending remedial action as appropriate

 

Regulatory

  • Ensure compliance with applicable legislation and regulations pertaining to the MCSS/MC funded transfer payment agencies and non-profit corporations. Inform the Board of Directors of any areas of non-compliance with legislation, regulations and/or contractual obligations.

Risk

  • Inform the Board of Directors of situations that could create potential risk and liabilities for Sunbeam Centre and Implement a risk management plan to support the risk management policy articulated by the Board of Directors.

Operations

  • Develop and implement an annual operational management plan that supports the strategic directions for the organization as stated by the Board of Directors recommend to the Board of Directors a succession plan.
  • Oversee and direct the day-to-day operations of Sunbeam Centre in accordance with applicable legislation, organizational management policies and procedures and contractual obligations and funder expectations.
  • Develop and implement an organizational design that enables the organization to function effectively and efficiently to achieve its mission.
  • Ensure that programs and services of Sunbeam Centre reflect the / values of the organization articulated by the Board of Directors.
  • Define indicators of success for the programs and services delivered by Sunbeam Centre and facilitate the achievement of these outcomes.
  • Monitor the overall performance of Sunbeam Centre to ensure they meet standards and expectations of funders.
  • Evaluate programs and services delivered by Sunbeam Centre in a systematic manner based on defined indicators of success/ performance outcomes and quality indicators.
  • Work in a collegial relationship with MCSS-funded developmental  services providers, MCYS-funded children's services and other applicable community-partners.

Financial Management

  • Direct the preparation of an annual operating and capital budgets and submit these for approval by the Board of Directors in accordance with legislative requirements and regulations of the applicable funder(s).
  • Ensure fiscal viability without compromising fundamental mandates, monitor the financial stability and viability of the organization and report to the Board of Directors regularly
  • Ensure that information management systems meet the needs of Sunbeam Centre services and information needs accurately and efficiently.

 

Qualifications

  • Minimum of five (5) years or more of senior management leadership experience in a like-sized organization.
  • Experience in the field of developmental and/or children's services or other relevant human services.
  • Experience in working with a non-profit Board of Directors.
  • Knowledge of applicable legislation, public policy and transfer / payment agency accountability expectations.
  • Knowledge and skill to provide professional expertise and guidance to staff.
  • Excellent written and verbal communication skills.
  • Effective and well-developed interpersonal skills.
  • Requisite computer literacy level to manage the organization.
  • Experience in program planning, development and evaluation.
  • Confident and consistent decision-making skills.
  • Resourcefulness and flexibility to meet the needs of the organization and the demands of the position.
  • Ability to work independently and as a team member to achieve outcomes and meet deadlines.
  • Strong financial acumen

 

Education

  • University Degree from a recognized institution


This search is being conducted on behalf of the Sunbeam Centre by crawfordconnect, a search firm specializing in recruiting leaders and fundraisers for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we would be pleased to connect with them.

 

To apply:

Deadline to apply: October 25, 2019.
Please send your cover letter and resume, as two separate documents to bothLiz@crawfordconnect.com  and info@crawfordconnect.com and mention the Job ID 137 in the subject line.
If you have any questions, please contact Liz Latimer at Liz@crawfordconnect.com or call 416.690.5377 / 1.866.647.5149.

Apply By10/08/2019
OpportunityExecutive Director LocationKitchener, ON
Posting

 

 - 137

Executive Director
Location: Kitchener, Ontario

 

Sunbeam Centre is a multi-site, multi-faceted organization providing residential care, day programming and other services for individuals with developmental, physical & emotional impairments.  They do this through a multi-site, multi-faceted organization that delivers residential care, day programming, respite care and specialized facilities which includes fourteen residential Group Homes in Waterloo Region, with additional outreach services to individuals, families and agencies.

 

The Sunbeam Family consists of Sunbeam Community Living Services, Developmental Services Resource Centre (DSRC) and Developmental Services Ontario, Central West Region – access to adult developmental services.

 

In addition to the Kitchener headquarters where Day Program activities, respite care and specialized facilities are located, Sunbeam also operates fourteen residential Group Homes in Waterloo Region and offer outreach services to individuals, families and agencies across Southwestern Ontario.

 

 

The Role

 

The ED provides strong leadership and responsive management to the organization within the strategic directions established by the Board of Directors. The ED inspires excellence in staff and manages risk to the organization, with overall accountability for the effective and efficient deployment of human resources, financial information and physical resources of the organization.

 

Responsibilities

 

Board Governance

  • Report to the Board of Directors on the financial and operational progress of the organization and provide reliable and timely information. 
  • Inform the Board of Directors of local, provincial and federal government directions and/or community trends that will influence the overall performance of the organization
  • Facilitate strategic planning with the Board of Directors and monitor progress against the plan, recommending remedial action as appropriate

 

Regulatory

  • Ensure compliance with applicable legislation and regulations pertaining to the MCSS/MC funded transfer payment agencies and non-profit corporations. Inform the Board of Directors of any areas of non-compliance with legislation, regulations and/or contractual obligations.

Risk

  • Inform the Board of Directors of situations that could create potential risk and liabilities for Sunbeam Centre and Implement a risk management plan to support the risk management policy articulated by the Board of Directors.

Operations

  • Develop and implement an annual operational management plan that supports the strategic directions for the organization as stated by the Board of Directors recommend to the Board of Directors a succession plan.
  • Oversee and direct the day-to-day operations of Sunbeam Centre in accordance with applicable legislation, organizational management policies and procedures and contractual obligations and funder expectations.
  • Develop and implement an organizational design that enables the organization to function effectively and efficiently to achieve its mission.
  • Ensure that programs and services of Sunbeam Centre reflect the / values of the organization articulated by the Board of Directors.
  • Define indicators of success for the programs and services delivered by Sunbeam Centre and facilitate the achievement of these outcomes.
  • Monitor the overall performance of Sunbeam Centre to ensure they meet standards and expectations of funders.
  • Evaluate programs and services delivered by Sunbeam Centre in a systematic manner based on defined indicators of success/ performance outcomes and quality indicators.
  • Work in a collegial relationship with MCSS-funded developmental  services providers, MCYS-funded children's services and other applicable community-partners.

Financial Management

  • Direct the preparation of an annual operating and capital budgets and submit these for approval by the Board of Directors in accordance with legislative requirements and regulations of the applicable funder(s).
  • Ensure fiscal viability without compromising fundamental mandates, monitor the financial stability and viability of the organization and report to the Board of Directors regularly
  • Ensure that information management systems meet the needs of Sunbeam Centre services and information needs accurately and efficiently.

 

Qualifications

  • Minimum of five (5) years or more of senior management leadership experience in a like-sized organization.
  • Experience in the field of developmental and/or children's services or other relevant human services.
  • Experience in working with a non-profit Board of Directors.
  • Knowledge of applicable legislation, public policy and transfer / payment agency accountability expectations.
  • Knowledge and skill to provide professional expertise and guidance to staff.
  • Excellent written and verbal communication skills.
  • Effective and well-developed interpersonal skills.
  • Requisite computer literacy level to manage the organization.
  • Experience in program planning, development and evaluation.
  • Confident and consistent decision-making skills.
  • Resourcefulness and flexibility to meet the needs of the organization and the demands of the position.
  • Ability to work independently and as a team member to achieve outcomes and meet deadlines.
  • Strong financial acumen

 

Education

  • University Degree from a recognized institution


This search is being conducted on behalf of the Sunbeam Centre by crawfordconnect, a search firm specializing in recruiting leaders and fundraisers for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we would be pleased to connect with them.

 

To apply:

Deadline to apply: October 25, 2019.
Please send your cover letter and resume, as two separate documents to bothLiz@crawfordconnect.com  and info@crawfordconnect.com and mention the Job ID 137 in the subject line.
If you have any questions, please contact Liz Latimer at Liz@crawfordconnect.com or call 416.690.5377 / 1.866.647.5149.

Apply Now
Chief Executive OfficerSouth Riverdale Community Health CentreToronto, ON135

 - 135

 

The South Riverdale Community Health Centre (“SRCHC”) is an innovative, complex non-profit, primary care organization that provides services across the continuum of prevention to interprofessional health care through a determinants of health lens to the communities of East Toronto and beyond.  SRCHC’s vision is to create “empowered, health and thriving communities where everyone belongs”. SRCHC achieves its vision through a range of partnerships and alliances.  An existing strategic plan (2016-2020) continues to guide the directions of the organization. 

SRCHC’s CEO will be retiring in September after two decades of leading the organization through significant growth and change.  The Board is conducting a search for a new Chief Executive Officer (CEO).

 

Position: Chief Executive Officer
Location: Toronto

Reporting to the Board of Directors, the CEO is responsible for the overall strategic and operational leadership of the Centre. As an advocate for marginalized and underprivileged populations, the CEO ensures that community relationships, partnerships, staff, volunteers   and funding all work together, enhancing the physical, mental, spiritual and social well-being of clients.  An active listener, the CEO leads a collaborative and consultative Leadership Team, which values the contributions of all staff.
 

Qualifications:

  • Proven senior management experience as a seasoned leader of a non-profit organization in the community health or social services field
  • Demonstrated commitment to and knowledge of community participation and community-based health care
  • Knowledge of issues relating to and impacting indigenous health and a commitment to advancing indigenous health equity and cultural competency within the organization through reconciliation
  • Ability to work collaboratively and consultatively in a multi-disciplinary team environment
  • Ability to establish and maintain a productive working relationship with other community agencies, boards of directors and government agencies
  • Demonstrated ability to supervise, evaluate and develop staff in a team environment
  • Demonstrated skills in interpersonal communication, negotiation, conflict resolution, decision-making and problem solving
  • Familiarity with and sensitivity to cultural difference in the workplace and within the community
  • A strategic leader with excellent leadership and management skills
  • Comprehensive knowledge and understanding of the communities served by SRCHC
  • Strong political acumen
  • A measured risk taker

Education and Professional Requirements:

  • Post graduate degree in public/human services or business administration, or a combination of an undergraduate degree with significant senior management and leadership experience

Assets

  • Established relationships with local political representatives, advocates, and other community partners
  • Work with marginalized populations
  • Ability to speak a second language of relevance to the community

This search is being conducted on behalf of South Riverdale Community Health Centre by crawfordconnect, a search firm specializing in recruiting leaders for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we would be pleased to connect with them.

 

To apply:

By September 23, 2019 please apply by sending your cover letter and resume, as two separate documents to both liz@crawfordconnect.com  and info@crawfordconnect.com.  Questions: contact Liz Latimer at liz@crawfordconnect.com or 416.690.5377 / 1.866.647.5149.

 

Qualified applicants are invited to submit their resume and letter of interest in confidence. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

 

htmln76
Job ID135
Apply By
OpportunityChief Executive Officer LocationToronto, ON
Posting

 - 135

 

The South Riverdale Community Health Centre (“SRCHC”) is an innovative, complex non-profit, primary care organization that provides services across the continuum of prevention to interprofessional health care through a determinants of health lens to the communities of East Toronto and beyond.  SRCHC’s vision is to create “empowered, health and thriving communities where everyone belongs”. SRCHC achieves its vision through a range of partnerships and alliances.  An existing strategic plan (2016-2020) continues to guide the directions of the organization. 

SRCHC’s CEO will be retiring in September after two decades of leading the organization through significant growth and change.  The Board is conducting a search for a new Chief Executive Officer (CEO).

 

Position: Chief Executive Officer
Location: Toronto

Reporting to the Board of Directors, the CEO is responsible for the overall strategic and operational leadership of the Centre. As an advocate for marginalized and underprivileged populations, the CEO ensures that community relationships, partnerships, staff, volunteers   and funding all work together, enhancing the physical, mental, spiritual and social well-being of clients.  An active listener, the CEO leads a collaborative and consultative Leadership Team, which values the contributions of all staff.
 

Qualifications:

  • Proven senior management experience as a seasoned leader of a non-profit organization in the community health or social services field
  • Demonstrated commitment to and knowledge of community participation and community-based health care
  • Knowledge of issues relating to and impacting indigenous health and a commitment to advancing indigenous health equity and cultural competency within the organization through reconciliation
  • Ability to work collaboratively and consultatively in a multi-disciplinary team environment
  • Ability to establish and maintain a productive working relationship with other community agencies, boards of directors and government agencies
  • Demonstrated ability to supervise, evaluate and develop staff in a team environment
  • Demonstrated skills in interpersonal communication, negotiation, conflict resolution, decision-making and problem solving
  • Familiarity with and sensitivity to cultural difference in the workplace and within the community
  • A strategic leader with excellent leadership and management skills
  • Comprehensive knowledge and understanding of the communities served by SRCHC
  • Strong political acumen
  • A measured risk taker

Education and Professional Requirements:

  • Post graduate degree in public/human services or business administration, or a combination of an undergraduate degree with significant senior management and leadership experience

Assets

  • Established relationships with local political representatives, advocates, and other community partners
  • Work with marginalized populations
  • Ability to speak a second language of relevance to the community

This search is being conducted on behalf of South Riverdale Community Health Centre by crawfordconnect, a search firm specializing in recruiting leaders for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we would be pleased to connect with them.

 

To apply:

By September 23, 2019 please apply by sending your cover letter and resume, as two separate documents to both liz@crawfordconnect.com  and info@crawfordconnect.com.  Questions: contact Liz Latimer at liz@crawfordconnect.com or 416.690.5377 / 1.866.647.5149.

 

Qualified applicants are invited to submit their resume and letter of interest in confidence. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

 

Apply By
OpportunityChief Executive Officer LocationToronto, ON
Posting

 - 135

 

The South Riverdale Community Health Centre (“SRCHC”) is an innovative, complex non-profit, primary care organization that provides services across the continuum of prevention to interprofessional health care through a determinants of health lens to the communities of East Toronto and beyond.  SRCHC’s vision is to create “empowered, health and thriving communities where everyone belongs”. SRCHC achieves its vision through a range of partnerships and alliances.  An existing strategic plan (2016-2020) continues to guide the directions of the organization. 

SRCHC’s CEO will be retiring in September after two decades of leading the organization through significant growth and change.  The Board is conducting a search for a new Chief Executive Officer (CEO).

 

Position: Chief Executive Officer
Location: Toronto

Reporting to the Board of Directors, the CEO is responsible for the overall strategic and operational leadership of the Centre. As an advocate for marginalized and underprivileged populations, the CEO ensures that community relationships, partnerships, staff, volunteers   and funding all work together, enhancing the physical, mental, spiritual and social well-being of clients.  An active listener, the CEO leads a collaborative and consultative Leadership Team, which values the contributions of all staff.
 

Qualifications:

  • Proven senior management experience as a seasoned leader of a non-profit organization in the community health or social services field
  • Demonstrated commitment to and knowledge of community participation and community-based health care
  • Knowledge of issues relating to and impacting indigenous health and a commitment to advancing indigenous health equity and cultural competency within the organization through reconciliation
  • Ability to work collaboratively and consultatively in a multi-disciplinary team environment
  • Ability to establish and maintain a productive working relationship with other community agencies, boards of directors and government agencies
  • Demonstrated ability to supervise, evaluate and develop staff in a team environment
  • Demonstrated skills in interpersonal communication, negotiation, conflict resolution, decision-making and problem solving
  • Familiarity with and sensitivity to cultural difference in the workplace and within the community
  • A strategic leader with excellent leadership and management skills
  • Comprehensive knowledge and understanding of the communities served by SRCHC
  • Strong political acumen
  • A measured risk taker

Education and Professional Requirements:

  • Post graduate degree in public/human services or business administration, or a combination of an undergraduate degree with significant senior management and leadership experience

Assets

  • Established relationships with local political representatives, advocates, and other community partners
  • Work with marginalized populations
  • Ability to speak a second language of relevance to the community

This search is being conducted on behalf of South Riverdale Community Health Centre by crawfordconnect, a search firm specializing in recruiting leaders for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we would be pleased to connect with them.

 

To apply:

By September 23, 2019 please apply by sending your cover letter and resume, as two separate documents to both liz@crawfordconnect.com  and info@crawfordconnect.com.  Questions: contact Liz Latimer at liz@crawfordconnect.com or 416.690.5377 / 1.866.647.5149.

 

Qualified applicants are invited to submit their resume and letter of interest in confidence. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

 

Apply Now
Chief People OfficerThe Scott MissionToronto, ON01/17/2020131

 - 131

Chief People Officer

The Chief People Officer (CPO) reports to the CEO, is responsible to the EVP and Chief Ministry Officer as designated and works collaboratively with the senior leadership team and board. The CPO is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success through strategic planning, leadership, development, management and effective delivery of all aspects of People and Culture programs, including: an initial review/audit and updating of all human resources policies and practices; subject matter expertise and a track record of advising leaders at the C-Suite level and line managers; organizational development, talent and culture strategy; total rewards and recognition; talent acquisition and retention; employer branding; staff relations and workplace experience; performance optimization and staff development; health and safety; legislative compliance and risk management. The Chief People Officer is also the gatekeeper and champion on spiritual formation with staff, casting a Christ-centred vision for People programs and ensuring the cultural DNA of the organization is preserved and celebrated.

 

Organizational Profile:

 

The Scott Mission is a Christian ministry of mercy and love. It aims to meet the needs of people with love and compassion and seek to bring spiritual, physical, and emotional wholeness to their lives.

The Scott Mission was founded in 1941 by Rev. Morris and Mrs. Annie Zeidman as a non-denominational Christian organization responding to the needs of the poor, homeless, abandoned and vulnerable of all ages. Based in Toronto, the Mission offers practical, emotional and spiritual support to thousands of people every year.

While religious belief and practice are never conditions for receiving help and assistance, and everyone is welcome regardless of faith background, The Scott Mission is committed to the spiritual well-being of all people through the life and witness of Jesus Christ. Their hope is for everyone to have a personal relationship with Jesus, and to express this relationship in a life of integrity and in acts of compassion toward others.

 

The Mission is privately funded and employs over 100 dedicated staff at 502 Spadina Avenue, Toronto, its Family Centre in East York, the Collingwood Retreat Centre and its Summer Camp in Caledon.

 

Building on the vision of its founders, The Scott Mission has remained Christ-centred in all its programs and services. It was Morris and Annie Zeidman’s belief that the hunger of the soul needed to be addressed as well as the hunger of the physical body.

 

Areas of accountability and shared success for all senior leaders at The Scott Mission:

  1. Shapes Vision and Strategy;
  2. Leads Sustainable Transformational Change and Continuous Improvement;
  3. Demonstrates an Uncompromising Commitment to Operational Excellence;
  4. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  5. Leads with Character that is God-inspired and aligned with TSM Values and Statement of Faith;
  6. Shapes and Models an Inspiring and Transformational Organizational Culture;
  7. Invites, Embraces and Facilitates Innovation and Agility;
  8. Champions Talent to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  9. Decisions and Actions focus on clients as stakeholders, modeling strong servant leadership that embraces and celebrates the value of all those we serve, and aims to positively impact poverty issues in Toronto.

 

Position Responsibilities Include:

Organizational Leadership

  • Actively contribute as a member of the senior leadership team by shaping and leading organizational vision and strategy.
  • The Chief People Officer acts as the subject matter expert and thought-leader on organizational development, talent and culture strategy, and spiritual formation, providing advice, knowledge, methodologies and tools to the senior leadership team, board and line managers to support achievement of goals and objectives.
  • Effectively lead and manage an annual budget that demonstrates respectful and prudent stewardship of the resources entrusted to us.

 

People and Culture Strategy

  • Lead, develop and execute an integrated next generation People and Culture strategy and tactical initiatives that integrate with the overall TSM strategy and individual department plans;
  • Develop next generation leadership pipeline and development programs;
  • Develop a strategy to develop capability for transformational ministries;
  • Facilitate talent reviews and calibration process;
  • Develop workforce strategies that support transformation, growth initiatives and drive cultural norms and behaviours;
  • Implement Kingdom-class People and Culture programs and policies that reflect best practices, organizational values and principles, focus staff on the mission of the organization, connect staff with those we serve, and meet legislative compliance requirements.

 

        Employer Brand, Value Proposition and Talent Acquisition

  • Develop, communicate and implement an engaging and inspiring employer brand and value proposition that translates into plans and tactics to attract, retain and support talent acquisition, retention and workplace engagement;
  • Pro-actively identify workforce management strategies to identify current and future talent requirements, enhance organizational capacity, mitigate risk and lost productivity;
  • Partner with business units to assist in their workforce planning to maximize utilization and value of talent resources;
  • Develop and continuously review job descriptions, key performance indicators, performance evaluations and development plans with line managers and team leaders to ensure we are positioning the organization and its people for the next level of achievement;
  • Develop and implement an on-boarding program that positions new talent for early success and demonstrates measurable value to both talent and the organization.

 

        Total Rewards and Recognition

  • Develop, implement and continuously review a total compensation system that supports a TSM compensation philosophy and appropriately values and rewards talent, reflects total rewards best practices, and demonstrates prudent and conscientious stewardship of financial resources;
  • Annually review and analyze salary/benefit market trends in the social services/not for profit sector in the GTA to ensure the organization is positioned to attract and retain the talent required to achieve transformational goals;
  • Develops and leads programs and coaches managers on best practices to publicly recognize outstanding performance that motivate employees to demonstrate the behaviours required to achieve organizational transformation;
  • Manage benefits providers, negotiate contracts that provide value to employees while meeting budget/cost constraints; communicate information on benefit, pension and rewards programs.

 

        Development and Training

  • Lead the identification, development and delivery of core learning programs, including external training and facilitation of in-house sessions, ensuring consistent alignment and measurable outcomes against organizational objectives and goals;
  • Identify career paths and succession opportunities and develop strategies to build internal capability and readiness for critical and hard to fill positions.

 

       Performance Optimization

  • Lead the execution of the annual performance evaluation program, supporting line managers and other leaders to effectively manage the process and assisting them to mitigate performance risks;
  • Champion TSM’s values, vision and mission, demonstrating how these guiding organizational statements integrate with the achievement of individual performance goals, department plans, and organizational strategy;
  • Coach leaders and staff regarding performance improvement and conduct.  Facilitate performance improvement planning, ensuring plans are implemented and progress is tracked to achieve desired outcome;
  • Act as an advisor and subject matter expert on staffing issues related to discipline, layoff and termination of employment.

 

       Risk Management

  • Lead the development and continuous review of People and Culture policies and procedures to create a direct line of sight between people activities and organizational objectives;
  • Ensure health and safety programs and practices achieve legislated requirements, support safe and healthy workplace practices and mitigate health and safety risks to the organization and its employees;
  • Ensure policies and procedures comply with relevant legislation;
  • Selection and management of external People/HR service providers and vendors ensuring quality of services, achievement of deliverables, alignment with organizational objectives and values, and cost effectiveness.

 

       HRIS/Data

  • Ensure effective collection and security of employee data and employment records;
  • Use data, statistics and trends to provide useable information and advice on talent acquisition and retention, talent satisfaction, performance optimization and resource planning.

 

Other

  • Commitment to TSM Statement of Faith;
  • Compliance with TSM policies and practices;
  • Other related responsibilities as assigned.

 

Qualifications, Knowledge and Experience:

Education:  Minimum undergraduate degree in Human Resources and Business; MBA preferred.

Professional Certifications: CHRP; CHRL an asset.

 

Minimum number of year’s related experience required to competently perform the work: Minimum 10 years experience in a senior People/HR leadership role, including participation on a senior leadership or executive team in a complex and demanding matrix organization.

Knowledge and Skills:

  • Proactive, results oriented and solutions focused, with evidence of having worked as a true business partner to the CEO, C-Level Executive Team, and Board;
  • Demonstrated ability to develop strategy, lead effective implementation of plans and measure results against strategic objectives;
  • Proven capability and knowledge in developing and leading human capital strategies, programs and policies including talent acquisition and retention, culture and workplace experience, total rewards and recognition, performance optimization, training and development, health and safety and legal risk management, that support organizational and business unit plans and health, influence culture, and enhance the employer brand/value proposition;
  • Experience leading and championing a culture that values transformation, innovation, and high performance based on organizational values, alignment with mission, transparency and respect;
  • Track record of successfully implementing next generation performance management initiatives;
  • Experience accessing and using data to inform and support decisions and recommendations;
  • Experience providing advice and guidance on sensitive, confidential staffing matters including responding to performance deficits, behavioural or policy non-compliance issues and recommending actions and solutions;
  • Responding to staff concerns and complaints and leading workplace investigations if required;
  • Sound and up-to-date knowledge of legislation governing employment practices;
  • Ability to communicate and facilitate discussion in a clear and compelling manner with all levels of the organization;
  • Proven ability to handle confidential and sensitive interactions with high trust, diplomacy, good judgment and professionalism;
  • Excellent communication skills – verbal, written, presentations;
  • Proven ability to lead engaged and high performing teams including team development and performance optimization.

 

This search is being conducted on behalf of The Scott Mission by crawfordconnect, a search firm specializing in recruiting non-profit leaders for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we’d be pleased to connect with them. 

 

To apply by January 17, 2020, please select the “Apply” button to upload your cover letter and resume as two separate documents.

For more information about the position, please contact Janice Wooster at janice@crawfordconnect.com or 416.388.4049 / 1.866.647.5149. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

Experiencing technical issues when applying? Please email info@crawfordconnect.com with your cover letter and resume as two separate documents and mention the job ID in the subject line.

htmln70
Job ID131
Apply By01/17/2020
OpportunityChief People Officer LocationToronto, ON
Posting

 - 131

Chief People Officer

The Chief People Officer (CPO) reports to the CEO, is responsible to the EVP and Chief Ministry Officer as designated and works collaboratively with the senior leadership team and board. The CPO is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success through strategic planning, leadership, development, management and effective delivery of all aspects of People and Culture programs, including: an initial review/audit and updating of all human resources policies and practices; subject matter expertise and a track record of advising leaders at the C-Suite level and line managers; organizational development, talent and culture strategy; total rewards and recognition; talent acquisition and retention; employer branding; staff relations and workplace experience; performance optimization and staff development; health and safety; legislative compliance and risk management. The Chief People Officer is also the gatekeeper and champion on spiritual formation with staff, casting a Christ-centred vision for People programs and ensuring the cultural DNA of the organization is preserved and celebrated.

 

Organizational Profile:

 

The Scott Mission is a Christian ministry of mercy and love. It aims to meet the needs of people with love and compassion and seek to bring spiritual, physical, and emotional wholeness to their lives.

The Scott Mission was founded in 1941 by Rev. Morris and Mrs. Annie Zeidman as a non-denominational Christian organization responding to the needs of the poor, homeless, abandoned and vulnerable of all ages. Based in Toronto, the Mission offers practical, emotional and spiritual support to thousands of people every year.

While religious belief and practice are never conditions for receiving help and assistance, and everyone is welcome regardless of faith background, The Scott Mission is committed to the spiritual well-being of all people through the life and witness of Jesus Christ. Their hope is for everyone to have a personal relationship with Jesus, and to express this relationship in a life of integrity and in acts of compassion toward others.

 

The Mission is privately funded and employs over 100 dedicated staff at 502 Spadina Avenue, Toronto, its Family Centre in East York, the Collingwood Retreat Centre and its Summer Camp in Caledon.

 

Building on the vision of its founders, The Scott Mission has remained Christ-centred in all its programs and services. It was Morris and Annie Zeidman’s belief that the hunger of the soul needed to be addressed as well as the hunger of the physical body.

 

Areas of accountability and shared success for all senior leaders at The Scott Mission:

  1. Shapes Vision and Strategy;
  2. Leads Sustainable Transformational Change and Continuous Improvement;
  3. Demonstrates an Uncompromising Commitment to Operational Excellence;
  4. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  5. Leads with Character that is God-inspired and aligned with TSM Values and Statement of Faith;
  6. Shapes and Models an Inspiring and Transformational Organizational Culture;
  7. Invites, Embraces and Facilitates Innovation and Agility;
  8. Champions Talent to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  9. Decisions and Actions focus on clients as stakeholders, modeling strong servant leadership that embraces and celebrates the value of all those we serve, and aims to positively impact poverty issues in Toronto.

 

Position Responsibilities Include:

Organizational Leadership

  • Actively contribute as a member of the senior leadership team by shaping and leading organizational vision and strategy.
  • The Chief People Officer acts as the subject matter expert and thought-leader on organizational development, talent and culture strategy, and spiritual formation, providing advice, knowledge, methodologies and tools to the senior leadership team, board and line managers to support achievement of goals and objectives.
  • Effectively lead and manage an annual budget that demonstrates respectful and prudent stewardship of the resources entrusted to us.

 

People and Culture Strategy

  • Lead, develop and execute an integrated next generation People and Culture strategy and tactical initiatives that integrate with the overall TSM strategy and individual department plans;
  • Develop next generation leadership pipeline and development programs;
  • Develop a strategy to develop capability for transformational ministries;
  • Facilitate talent reviews and calibration process;
  • Develop workforce strategies that support transformation, growth initiatives and drive cultural norms and behaviours;
  • Implement Kingdom-class People and Culture programs and policies that reflect best practices, organizational values and principles, focus staff on the mission of the organization, connect staff with those we serve, and meet legislative compliance requirements.

 

        Employer Brand, Value Proposition and Talent Acquisition

  • Develop, communicate and implement an engaging and inspiring employer brand and value proposition that translates into plans and tactics to attract, retain and support talent acquisition, retention and workplace engagement;
  • Pro-actively identify workforce management strategies to identify current and future talent requirements, enhance organizational capacity, mitigate risk and lost productivity;
  • Partner with business units to assist in their workforce planning to maximize utilization and value of talent resources;
  • Develop and continuously review job descriptions, key performance indicators, performance evaluations and development plans with line managers and team leaders to ensure we are positioning the organization and its people for the next level of achievement;
  • Develop and implement an on-boarding program that positions new talent for early success and demonstrates measurable value to both talent and the organization.

 

        Total Rewards and Recognition

  • Develop, implement and continuously review a total compensation system that supports a TSM compensation philosophy and appropriately values and rewards talent, reflects total rewards best practices, and demonstrates prudent and conscientious stewardship of financial resources;
  • Annually review and analyze salary/benefit market trends in the social services/not for profit sector in the GTA to ensure the organization is positioned to attract and retain the talent required to achieve transformational goals;
  • Develops and leads programs and coaches managers on best practices to publicly recognize outstanding performance that motivate employees to demonstrate the behaviours required to achieve organizational transformation;
  • Manage benefits providers, negotiate contracts that provide value to employees while meeting budget/cost constraints; communicate information on benefit, pension and rewards programs.

 

        Development and Training

  • Lead the identification, development and delivery of core learning programs, including external training and facilitation of in-house sessions, ensuring consistent alignment and measurable outcomes against organizational objectives and goals;
  • Identify career paths and succession opportunities and develop strategies to build internal capability and readiness for critical and hard to fill positions.

 

       Performance Optimization

  • Lead the execution of the annual performance evaluation program, supporting line managers and other leaders to effectively manage the process and assisting them to mitigate performance risks;
  • Champion TSM’s values, vision and mission, demonstrating how these guiding organizational statements integrate with the achievement of individual performance goals, department plans, and organizational strategy;
  • Coach leaders and staff regarding performance improvement and conduct.  Facilitate performance improvement planning, ensuring plans are implemented and progress is tracked to achieve desired outcome;
  • Act as an advisor and subject matter expert on staffing issues related to discipline, layoff and termination of employment.

 

       Risk Management

  • Lead the development and continuous review of People and Culture policies and procedures to create a direct line of sight between people activities and organizational objectives;
  • Ensure health and safety programs and practices achieve legislated requirements, support safe and healthy workplace practices and mitigate health and safety risks to the organization and its employees;
  • Ensure policies and procedures comply with relevant legislation;
  • Selection and management of external People/HR service providers and vendors ensuring quality of services, achievement of deliverables, alignment with organizational objectives and values, and cost effectiveness.

 

       HRIS/Data

  • Ensure effective collection and security of employee data and employment records;
  • Use data, statistics and trends to provide useable information and advice on talent acquisition and retention, talent satisfaction, performance optimization and resource planning.

 

Other

  • Commitment to TSM Statement of Faith;
  • Compliance with TSM policies and practices;
  • Other related responsibilities as assigned.

 

Qualifications, Knowledge and Experience:

Education:  Minimum undergraduate degree in Human Resources and Business; MBA preferred.

Professional Certifications: CHRP; CHRL an asset.

 

Minimum number of year’s related experience required to competently perform the work: Minimum 10 years experience in a senior People/HR leadership role, including participation on a senior leadership or executive team in a complex and demanding matrix organization.

Knowledge and Skills:

  • Proactive, results oriented and solutions focused, with evidence of having worked as a true business partner to the CEO, C-Level Executive Team, and Board;
  • Demonstrated ability to develop strategy, lead effective implementation of plans and measure results against strategic objectives;
  • Proven capability and knowledge in developing and leading human capital strategies, programs and policies including talent acquisition and retention, culture and workplace experience, total rewards and recognition, performance optimization, training and development, health and safety and legal risk management, that support organizational and business unit plans and health, influence culture, and enhance the employer brand/value proposition;
  • Experience leading and championing a culture that values transformation, innovation, and high performance based on organizational values, alignment with mission, transparency and respect;
  • Track record of successfully implementing next generation performance management initiatives;
  • Experience accessing and using data to inform and support decisions and recommendations;
  • Experience providing advice and guidance on sensitive, confidential staffing matters including responding to performance deficits, behavioural or policy non-compliance issues and recommending actions and solutions;
  • Responding to staff concerns and complaints and leading workplace investigations if required;
  • Sound and up-to-date knowledge of legislation governing employment practices;
  • Ability to communicate and facilitate discussion in a clear and compelling manner with all levels of the organization;
  • Proven ability to handle confidential and sensitive interactions with high trust, diplomacy, good judgment and professionalism;
  • Excellent communication skills – verbal, written, presentations;
  • Proven ability to lead engaged and high performing teams including team development and performance optimization.

 

This search is being conducted on behalf of The Scott Mission by crawfordconnect, a search firm specializing in recruiting non-profit leaders for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we’d be pleased to connect with them. 

 

To apply by January 17, 2020, please select the “Apply” button to upload your cover letter and resume as two separate documents.

For more information about the position, please contact Janice Wooster at janice@crawfordconnect.com or 416.388.4049 / 1.866.647.5149. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

Experiencing technical issues when applying? Please email info@crawfordconnect.com with your cover letter and resume as two separate documents and mention the job ID in the subject line.

Apply By01/17/2020
OpportunityChief People Officer LocationToronto, ON
Posting

 - 131

Chief People Officer

The Chief People Officer (CPO) reports to the CEO, is responsible to the EVP and Chief Ministry Officer as designated and works collaboratively with the senior leadership team and board. The CPO is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success through strategic planning, leadership, development, management and effective delivery of all aspects of People and Culture programs, including: an initial review/audit and updating of all human resources policies and practices; subject matter expertise and a track record of advising leaders at the C-Suite level and line managers; organizational development, talent and culture strategy; total rewards and recognition; talent acquisition and retention; employer branding; staff relations and workplace experience; performance optimization and staff development; health and safety; legislative compliance and risk management. The Chief People Officer is also the gatekeeper and champion on spiritual formation with staff, casting a Christ-centred vision for People programs and ensuring the cultural DNA of the organization is preserved and celebrated.

 

Organizational Profile:

 

The Scott Mission is a Christian ministry of mercy and love. It aims to meet the needs of people with love and compassion and seek to bring spiritual, physical, and emotional wholeness to their lives.

The Scott Mission was founded in 1941 by Rev. Morris and Mrs. Annie Zeidman as a non-denominational Christian organization responding to the needs of the poor, homeless, abandoned and vulnerable of all ages. Based in Toronto, the Mission offers practical, emotional and spiritual support to thousands of people every year.

While religious belief and practice are never conditions for receiving help and assistance, and everyone is welcome regardless of faith background, The Scott Mission is committed to the spiritual well-being of all people through the life and witness of Jesus Christ. Their hope is for everyone to have a personal relationship with Jesus, and to express this relationship in a life of integrity and in acts of compassion toward others.

 

The Mission is privately funded and employs over 100 dedicated staff at 502 Spadina Avenue, Toronto, its Family Centre in East York, the Collingwood Retreat Centre and its Summer Camp in Caledon.

 

Building on the vision of its founders, The Scott Mission has remained Christ-centred in all its programs and services. It was Morris and Annie Zeidman’s belief that the hunger of the soul needed to be addressed as well as the hunger of the physical body.

 

Areas of accountability and shared success for all senior leaders at The Scott Mission:

  1. Shapes Vision and Strategy;
  2. Leads Sustainable Transformational Change and Continuous Improvement;
  3. Demonstrates an Uncompromising Commitment to Operational Excellence;
  4. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  5. Leads with Character that is God-inspired and aligned with TSM Values and Statement of Faith;
  6. Shapes and Models an Inspiring and Transformational Organizational Culture;
  7. Invites, Embraces and Facilitates Innovation and Agility;
  8. Champions Talent to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  9. Decisions and Actions focus on clients as stakeholders, modeling strong servant leadership that embraces and celebrates the value of all those we serve, and aims to positively impact poverty issues in Toronto.

 

Position Responsibilities Include:

Organizational Leadership

  • Actively contribute as a member of the senior leadership team by shaping and leading organizational vision and strategy.
  • The Chief People Officer acts as the subject matter expert and thought-leader on organizational development, talent and culture strategy, and spiritual formation, providing advice, knowledge, methodologies and tools to the senior leadership team, board and line managers to support achievement of goals and objectives.
  • Effectively lead and manage an annual budget that demonstrates respectful and prudent stewardship of the resources entrusted to us.

 

People and Culture Strategy

  • Lead, develop and execute an integrated next generation People and Culture strategy and tactical initiatives that integrate with the overall TSM strategy and individual department plans;
  • Develop next generation leadership pipeline and development programs;
  • Develop a strategy to develop capability for transformational ministries;
  • Facilitate talent reviews and calibration process;
  • Develop workforce strategies that support transformation, growth initiatives and drive cultural norms and behaviours;
  • Implement Kingdom-class People and Culture programs and policies that reflect best practices, organizational values and principles, focus staff on the mission of the organization, connect staff with those we serve, and meet legislative compliance requirements.

 

        Employer Brand, Value Proposition and Talent Acquisition

  • Develop, communicate and implement an engaging and inspiring employer brand and value proposition that translates into plans and tactics to attract, retain and support talent acquisition, retention and workplace engagement;
  • Pro-actively identify workforce management strategies to identify current and future talent requirements, enhance organizational capacity, mitigate risk and lost productivity;
  • Partner with business units to assist in their workforce planning to maximize utilization and value of talent resources;
  • Develop and continuously review job descriptions, key performance indicators, performance evaluations and development plans with line managers and team leaders to ensure we are positioning the organization and its people for the next level of achievement;
  • Develop and implement an on-boarding program that positions new talent for early success and demonstrates measurable value to both talent and the organization.

 

        Total Rewards and Recognition

  • Develop, implement and continuously review a total compensation system that supports a TSM compensation philosophy and appropriately values and rewards talent, reflects total rewards best practices, and demonstrates prudent and conscientious stewardship of financial resources;
  • Annually review and analyze salary/benefit market trends in the social services/not for profit sector in the GTA to ensure the organization is positioned to attract and retain the talent required to achieve transformational goals;
  • Develops and leads programs and coaches managers on best practices to publicly recognize outstanding performance that motivate employees to demonstrate the behaviours required to achieve organizational transformation;
  • Manage benefits providers, negotiate contracts that provide value to employees while meeting budget/cost constraints; communicate information on benefit, pension and rewards programs.

 

        Development and Training

  • Lead the identification, development and delivery of core learning programs, including external training and facilitation of in-house sessions, ensuring consistent alignment and measurable outcomes against organizational objectives and goals;
  • Identify career paths and succession opportunities and develop strategies to build internal capability and readiness for critical and hard to fill positions.

 

       Performance Optimization

  • Lead the execution of the annual performance evaluation program, supporting line managers and other leaders to effectively manage the process and assisting them to mitigate performance risks;
  • Champion TSM’s values, vision and mission, demonstrating how these guiding organizational statements integrate with the achievement of individual performance goals, department plans, and organizational strategy;
  • Coach leaders and staff regarding performance improvement and conduct.  Facilitate performance improvement planning, ensuring plans are implemented and progress is tracked to achieve desired outcome;
  • Act as an advisor and subject matter expert on staffing issues related to discipline, layoff and termination of employment.

 

       Risk Management

  • Lead the development and continuous review of People and Culture policies and procedures to create a direct line of sight between people activities and organizational objectives;
  • Ensure health and safety programs and practices achieve legislated requirements, support safe and healthy workplace practices and mitigate health and safety risks to the organization and its employees;
  • Ensure policies and procedures comply with relevant legislation;
  • Selection and management of external People/HR service providers and vendors ensuring quality of services, achievement of deliverables, alignment with organizational objectives and values, and cost effectiveness.

 

       HRIS/Data

  • Ensure effective collection and security of employee data and employment records;
  • Use data, statistics and trends to provide useable information and advice on talent acquisition and retention, talent satisfaction, performance optimization and resource planning.

 

Other

  • Commitment to TSM Statement of Faith;
  • Compliance with TSM policies and practices;
  • Other related responsibilities as assigned.

 

Qualifications, Knowledge and Experience:

Education:  Minimum undergraduate degree in Human Resources and Business; MBA preferred.

Professional Certifications: CHRP; CHRL an asset.

 

Minimum number of year’s related experience required to competently perform the work: Minimum 10 years experience in a senior People/HR leadership role, including participation on a senior leadership or executive team in a complex and demanding matrix organization.

Knowledge and Skills:

  • Proactive, results oriented and solutions focused, with evidence of having worked as a true business partner to the CEO, C-Level Executive Team, and Board;
  • Demonstrated ability to develop strategy, lead effective implementation of plans and measure results against strategic objectives;
  • Proven capability and knowledge in developing and leading human capital strategies, programs and policies including talent acquisition and retention, culture and workplace experience, total rewards and recognition, performance optimization, training and development, health and safety and legal risk management, that support organizational and business unit plans and health, influence culture, and enhance the employer brand/value proposition;
  • Experience leading and championing a culture that values transformation, innovation, and high performance based on organizational values, alignment with mission, transparency and respect;
  • Track record of successfully implementing next generation performance management initiatives;
  • Experience accessing and using data to inform and support decisions and recommendations;
  • Experience providing advice and guidance on sensitive, confidential staffing matters including responding to performance deficits, behavioural or policy non-compliance issues and recommending actions and solutions;
  • Responding to staff concerns and complaints and leading workplace investigations if required;
  • Sound and up-to-date knowledge of legislation governing employment practices;
  • Ability to communicate and facilitate discussion in a clear and compelling manner with all levels of the organization;
  • Proven ability to handle confidential and sensitive interactions with high trust, diplomacy, good judgment and professionalism;
  • Excellent communication skills – verbal, written, presentations;
  • Proven ability to lead engaged and high performing teams including team development and performance optimization.

 

This search is being conducted on behalf of The Scott Mission by crawfordconnect, a search firm specializing in recruiting non-profit leaders for Canada’s non-profit sector. If someone you know may be interested in this position, please feel free to forward this document – we’d be pleased to connect with them. 

 

To apply by January 17, 2020, please select the “Apply” button to upload your cover letter and resume as two separate documents.

For more information about the position, please contact Janice Wooster at janice@crawfordconnect.com or 416.388.4049 / 1.866.647.5149. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

Experiencing technical issues when applying? Please email info@crawfordconnect.com with your cover letter and resume as two separate documents and mention the job ID in the subject line.

Apply Now
General Resume SubmissioncrawfordconnectToronto, ON018

Thank you for your interest in crawfordconnect

Please send us your resume and we will keep it on file for any upcoming positions for which you may qualify.

Alternatively, you may click the Opportunities button, and apply for any positions that match your expertise.

htmln1
Job ID018
Apply By
OpportunityGeneral Resume Submission LocationToronto, ON
Posting

Thank you for your interest in crawfordconnect

Please send us your resume and we will keep it on file for any upcoming positions for which you may qualify.

Alternatively, you may click the Opportunities button, and apply for any positions that match your expertise.

Apply By
OpportunityGeneral Resume Submission LocationToronto, ON
Posting

Thank you for your interest in crawfordconnect

Please send us your resume and we will keep it on file for any upcoming positions for which you may qualify.

Alternatively, you may click the Opportunities button, and apply for any positions that match your expertise.

Apply Now