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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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OpportunityOrganizationLocationApply ByJob IDPostingHas HTMLApplied for JobIDIDOpportunitiesOpportunitiesApply Now
Director of Philanthropy and CampaignsNiagara Health FoundationNiagara, Ontario02/14/2020141

 

 - 141

This is a unique opportunity for a philanthropic leader to implement the campaign for a new hospital in one of the world’s most exciting cities – Niagara Falls, Canada!

 

The Niagara Health Foundation raises, and stewards, funds to support high-quality patient care, education and research at Niagara Health.  They raise funds exclusively for Niagara Health and bring people across the region together for a single purpose – to help their local hospitals and their healthcare teams deliver the best possible healthcare in the region of Niagara.

 

The Niagara Health System is a multi-site hospital amalgamation, comprising five sites serving over 450,000 residents across the 12 municipalities of the Regional Municipality of Niagara. The Foundation supports all five sites of the Niagara Health System including: Douglas Memorial, Greater Niagara General, Port Colborne, St. Catharine’s, and Welland.  The Niagara Health Foundation was created in 2014 through the amalgamation of six hospital Foundations in Niagara.

 

Reporting directly to the President and CEO and working in collaboration with the Foundation’s leadership team, the Director, Philanthropy and Campaigns, will play a critical role in developing the strategy to continue to build a successful foundation to support Niagara Health. The Director will hire and lead their major gifts team.  As a member of the Foundation’s Senior Leadership Team, the Director of Philanthropy and Campaigns primary responsibility is to drive campaign, leadership and major gift revenue and build capacity by cultivating and soliciting prospects at the leadership/major gift level; developing campaign/major gift strategies; and leading the coaching and managing of major gift staff.

 

Experience and Skills

  • A minimum of 5-7 years of extensive philanthropic leadership (securing gifts of $100,000+) managing major gifts programs using moves management and donor-centred fundraising.
  • Experience organizing, implementing and leading capital campaigns.
  • Superior planning skills, including working with team members to develop the communication and marketing components within campaigns and major gift programs.
  • Excellent communication and relationship building skills with an ability to prioritize, negotiate, and work with a variety of internal and external stakeholders.
  • Proven collaborative leadership and team building skills; including ability to lead, coach and motivate staff and volunteers.
  • Demonstrated commitment to accountability, measuring outcomes in a results-oriented culture including managing a budget and financial planning.
  • Excellent organizational & presentation skills.

 

Working Style

  • Excellent diplomacy skills - able to leave ego at the door and tactfully, respectfully and collaboratively work with a wide variety of people; altering style based on the environment.
  • High comfort level and tolerance to manage stress and the demand of the role.
  • Positively able to represent Niagara Health Foundation in the region/community.
  • Able to wear many hats in a fast-paced environment.
  • Confident and mature with an executive presence and a strong understanding of emotional intelligence.
  • Strategic and collaborative; a team player and builder with a commitment to creating a positive and inclusive working environment.

 

Education

  • Bachelor’s degree or college diploma or the equivalent management experience in a related field.
  • Ongoing professional development.

 

Assets

  • CFRE designation; or working towards.
  • Knowledge of and/or experience working in the Niagara Region.
  • Experience working in a Canadian Hospital Foundation.
  • Knowledge of planned giving vehicles and their tax advantages.

 

Other

  • Access to a reliable vehicle and Class G driver’s license.

 

To apply:

By February 14, 2020 please apply with your cover letter and resume, as two separate documents, through our website at

http://crawfordconnect.com/for-candidates/job-openings/dccjob/director-of-philanthropy-and-campaigns-82/

 

Questions about the position? Contact Gina Eisler at 647.529.5106/ 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

 

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

htmln82
Job ID141
Apply By02/14/2020
OpportunityDirector of Philanthropy and Campaigns LocationNiagara, Ontario
Posting

 

 - 141

This is a unique opportunity for a philanthropic leader to implement the campaign for a new hospital in one of the world’s most exciting cities – Niagara Falls, Canada!

 

The Niagara Health Foundation raises, and stewards, funds to support high-quality patient care, education and research at Niagara Health.  They raise funds exclusively for Niagara Health and bring people across the region together for a single purpose – to help their local hospitals and their healthcare teams deliver the best possible healthcare in the region of Niagara.

 

The Niagara Health System is a multi-site hospital amalgamation, comprising five sites serving over 450,000 residents across the 12 municipalities of the Regional Municipality of Niagara. The Foundation supports all five sites of the Niagara Health System including: Douglas Memorial, Greater Niagara General, Port Colborne, St. Catharine’s, and Welland.  The Niagara Health Foundation was created in 2014 through the amalgamation of six hospital Foundations in Niagara.

 

Reporting directly to the President and CEO and working in collaboration with the Foundation’s leadership team, the Director, Philanthropy and Campaigns, will play a critical role in developing the strategy to continue to build a successful foundation to support Niagara Health. The Director will hire and lead their major gifts team.  As a member of the Foundation’s Senior Leadership Team, the Director of Philanthropy and Campaigns primary responsibility is to drive campaign, leadership and major gift revenue and build capacity by cultivating and soliciting prospects at the leadership/major gift level; developing campaign/major gift strategies; and leading the coaching and managing of major gift staff.

 

Experience and Skills

  • A minimum of 5-7 years of extensive philanthropic leadership (securing gifts of $100,000+) managing major gifts programs using moves management and donor-centred fundraising.
  • Experience organizing, implementing and leading capital campaigns.
  • Superior planning skills, including working with team members to develop the communication and marketing components within campaigns and major gift programs.
  • Excellent communication and relationship building skills with an ability to prioritize, negotiate, and work with a variety of internal and external stakeholders.
  • Proven collaborative leadership and team building skills; including ability to lead, coach and motivate staff and volunteers.
  • Demonstrated commitment to accountability, measuring outcomes in a results-oriented culture including managing a budget and financial planning.
  • Excellent organizational & presentation skills.

 

Working Style

  • Excellent diplomacy skills - able to leave ego at the door and tactfully, respectfully and collaboratively work with a wide variety of people; altering style based on the environment.
  • High comfort level and tolerance to manage stress and the demand of the role.
  • Positively able to represent Niagara Health Foundation in the region/community.
  • Able to wear many hats in a fast-paced environment.
  • Confident and mature with an executive presence and a strong understanding of emotional intelligence.
  • Strategic and collaborative; a team player and builder with a commitment to creating a positive and inclusive working environment.

 

Education

  • Bachelor’s degree or college diploma or the equivalent management experience in a related field.
  • Ongoing professional development.

 

Assets

  • CFRE designation; or working towards.
  • Knowledge of and/or experience working in the Niagara Region.
  • Experience working in a Canadian Hospital Foundation.
  • Knowledge of planned giving vehicles and their tax advantages.

 

Other

  • Access to a reliable vehicle and Class G driver’s license.

 

To apply:

By February 14, 2020 please apply with your cover letter and resume, as two separate documents, through our website at

http://crawfordconnect.com/for-candidates/job-openings/dccjob/director-of-philanthropy-and-campaigns-82/

 

Questions about the position? Contact Gina Eisler at 647.529.5106/ 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

 

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

Apply By02/14/2020
OpportunityDirector of Philanthropy and Campaigns LocationNiagara, Ontario
Posting

 

 - 141

This is a unique opportunity for a philanthropic leader to implement the campaign for a new hospital in one of the world’s most exciting cities – Niagara Falls, Canada!

 

The Niagara Health Foundation raises, and stewards, funds to support high-quality patient care, education and research at Niagara Health.  They raise funds exclusively for Niagara Health and bring people across the region together for a single purpose – to help their local hospitals and their healthcare teams deliver the best possible healthcare in the region of Niagara.

 

The Niagara Health System is a multi-site hospital amalgamation, comprising five sites serving over 450,000 residents across the 12 municipalities of the Regional Municipality of Niagara. The Foundation supports all five sites of the Niagara Health System including: Douglas Memorial, Greater Niagara General, Port Colborne, St. Catharine’s, and Welland.  The Niagara Health Foundation was created in 2014 through the amalgamation of six hospital Foundations in Niagara.

 

Reporting directly to the President and CEO and working in collaboration with the Foundation’s leadership team, the Director, Philanthropy and Campaigns, will play a critical role in developing the strategy to continue to build a successful foundation to support Niagara Health. The Director will hire and lead their major gifts team.  As a member of the Foundation’s Senior Leadership Team, the Director of Philanthropy and Campaigns primary responsibility is to drive campaign, leadership and major gift revenue and build capacity by cultivating and soliciting prospects at the leadership/major gift level; developing campaign/major gift strategies; and leading the coaching and managing of major gift staff.

 

Experience and Skills

  • A minimum of 5-7 years of extensive philanthropic leadership (securing gifts of $100,000+) managing major gifts programs using moves management and donor-centred fundraising.
  • Experience organizing, implementing and leading capital campaigns.
  • Superior planning skills, including working with team members to develop the communication and marketing components within campaigns and major gift programs.
  • Excellent communication and relationship building skills with an ability to prioritize, negotiate, and work with a variety of internal and external stakeholders.
  • Proven collaborative leadership and team building skills; including ability to lead, coach and motivate staff and volunteers.
  • Demonstrated commitment to accountability, measuring outcomes in a results-oriented culture including managing a budget and financial planning.
  • Excellent organizational & presentation skills.

 

Working Style

  • Excellent diplomacy skills - able to leave ego at the door and tactfully, respectfully and collaboratively work with a wide variety of people; altering style based on the environment.
  • High comfort level and tolerance to manage stress and the demand of the role.
  • Positively able to represent Niagara Health Foundation in the region/community.
  • Able to wear many hats in a fast-paced environment.
  • Confident and mature with an executive presence and a strong understanding of emotional intelligence.
  • Strategic and collaborative; a team player and builder with a commitment to creating a positive and inclusive working environment.

 

Education

  • Bachelor’s degree or college diploma or the equivalent management experience in a related field.
  • Ongoing professional development.

 

Assets

  • CFRE designation; or working towards.
  • Knowledge of and/or experience working in the Niagara Region.
  • Experience working in a Canadian Hospital Foundation.
  • Knowledge of planned giving vehicles and their tax advantages.

 

Other

  • Access to a reliable vehicle and Class G driver’s license.

 

To apply:

By February 14, 2020 please apply with your cover letter and resume, as two separate documents, through our website at

http://crawfordconnect.com/for-candidates/job-openings/dccjob/director-of-philanthropy-and-campaigns-82/

 

Questions about the position? Contact Gina Eisler at 647.529.5106/ 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

 

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

Apply Now
Chief Executive OfficerShalom Manor and GardensGrimsby, ON02/15/2020139

 - 139

Shalom Manor & Gardens is a unique and dedicated Christian Seniors community that has been serving the Dutch Canadian seniors from Reformed, Christian backgrounds since 1979. This multimillion-dollar organization is funded by the Ministry of Long-Term Care and is ideally situated in Grimsby Ontario, a vibrant growing town located within the Golden Horseshoe nestled between Lake Ontario and the Niagara Escarpment.

Shalom is a highly reputable long-term care and retirement home, with 286 staff, of which 105 are full-time positions, 100+ part-time staff, a full-time Chaplain and over 200 loyal volunteers. The building itself is most noteworthy for its unparalleled cleanliness, large auditorium for worship services and group events, general store and café, courtyard patio and gardens, larger than legislated resident rooms with many sitting areas and fabulous views, and even an underground tunnel to a retirement complex next door, promoting community and friendships. 

The board of Shalom Manor is conducting a search for a new Chief Executive Officer (CEO).

 

Position: Chief Executive Officer
Location: Grimsby, Ontario

 

The CEO will be responsible for ensuring the provision of quality health care operations and accountability for Shalom’s programs and services in accordance with its mission, vision and Christian values, relevant legislation, professional bodies, policies, and directives from the Ministry of Long-Term Care and the LHIN / Ontario Health Team-Hamilton.  In this role, he/she will collaborate with the Board to establish and implement the strategic plan while ensuring budget, staff and priorities are aligned with Shalom Manor’s vision. Over the next five years, the new CEO will oversee the development of a new campus of care location in Hamilton and eventually be responsible for effectively leading two distinct facilities (Shalom Manor Grimsby and the newly developed Hamilton site), under one organization.

 

Job Related Experience:

  • Minimum 10 years’ experience in a senior leadership role in healthcare, ideally within the long-term care sector
  • Business experience leading a larger (200 + staff) multi-site organization
  • Building development/project management experience 
  • Operations integration (Mount Nemo and Shalom Manor – Grimsby)
  • Labour relations (unionized and non-unionized environments)
  • Experience with governance boards

Key Attributes:

  • Committed Christian, who is comfortable communicating his/her faith and demonstrates Christ-like values and behaviours
  • Strong servant leadership; leads by example; an influencer
  • Subscribes to and models the Home’s mission, vision and values 
  • Ability to lead at a high level, as well as an operational level, at least initially, to enhance operations as Shalom Manor expands
  • Transformational change visionary
  • Strategically orientated to the future
  • Ability to build trusting and cohesive relationships with the board, leadership team, staff, community partners, donors and other stakeholders
  • Good communication skills - clarifies vision by communicating established roadmaps with timelines and expectations that various stakeholders can understand
  • Strong problem solver; effectively devises innovative solutions/resolutions
  • Acts as the public persona of the organization 

Education                                                                            

  • 4-year university degree plus certification, license or professional designation
  • Master’s Degree in Business Administration or Health Administration preferred
  • Successful completion of a program in long-term care home administration or management (or to be completed within one year of employment in order to be qualified as an Administrator as per the LTC Homes Act).

 

This search is being conducted on behalf of Shalom Manor 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:

 

To apply by February 15, 2020 please apply with your cover letter and resume, as two separate documents, through our website at http://crawfordconnect.com/for-candidates/job-openings/dccjob/chief-executive-officer-80/

Questions about the position? Contact Janice Wooster at janice@crawfordconnect.com or 416.388.4049 / 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

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

 

htmln80
Job ID139
Apply By02/15/2020
OpportunityChief Executive Officer LocationGrimsby, ON
Posting

 - 139

Shalom Manor & Gardens is a unique and dedicated Christian Seniors community that has been serving the Dutch Canadian seniors from Reformed, Christian backgrounds since 1979. This multimillion-dollar organization is funded by the Ministry of Long-Term Care and is ideally situated in Grimsby Ontario, a vibrant growing town located within the Golden Horseshoe nestled between Lake Ontario and the Niagara Escarpment.

Shalom is a highly reputable long-term care and retirement home, with 286 staff, of which 105 are full-time positions, 100+ part-time staff, a full-time Chaplain and over 200 loyal volunteers. The building itself is most noteworthy for its unparalleled cleanliness, large auditorium for worship services and group events, general store and café, courtyard patio and gardens, larger than legislated resident rooms with many sitting areas and fabulous views, and even an underground tunnel to a retirement complex next door, promoting community and friendships. 

The board of Shalom Manor is conducting a search for a new Chief Executive Officer (CEO).

 

Position: Chief Executive Officer
Location: Grimsby, Ontario

 

The CEO will be responsible for ensuring the provision of quality health care operations and accountability for Shalom’s programs and services in accordance with its mission, vision and Christian values, relevant legislation, professional bodies, policies, and directives from the Ministry of Long-Term Care and the LHIN / Ontario Health Team-Hamilton.  In this role, he/she will collaborate with the Board to establish and implement the strategic plan while ensuring budget, staff and priorities are aligned with Shalom Manor’s vision. Over the next five years, the new CEO will oversee the development of a new campus of care location in Hamilton and eventually be responsible for effectively leading two distinct facilities (Shalom Manor Grimsby and the newly developed Hamilton site), under one organization.

 

Job Related Experience:

  • Minimum 10 years’ experience in a senior leadership role in healthcare, ideally within the long-term care sector
  • Business experience leading a larger (200 + staff) multi-site organization
  • Building development/project management experience 
  • Operations integration (Mount Nemo and Shalom Manor – Grimsby)
  • Labour relations (unionized and non-unionized environments)
  • Experience with governance boards

Key Attributes:

  • Committed Christian, who is comfortable communicating his/her faith and demonstrates Christ-like values and behaviours
  • Strong servant leadership; leads by example; an influencer
  • Subscribes to and models the Home’s mission, vision and values 
  • Ability to lead at a high level, as well as an operational level, at least initially, to enhance operations as Shalom Manor expands
  • Transformational change visionary
  • Strategically orientated to the future
  • Ability to build trusting and cohesive relationships with the board, leadership team, staff, community partners, donors and other stakeholders
  • Good communication skills - clarifies vision by communicating established roadmaps with timelines and expectations that various stakeholders can understand
  • Strong problem solver; effectively devises innovative solutions/resolutions
  • Acts as the public persona of the organization 

Education                                                                            

  • 4-year university degree plus certification, license or professional designation
  • Master’s Degree in Business Administration or Health Administration preferred
  • Successful completion of a program in long-term care home administration or management (or to be completed within one year of employment in order to be qualified as an Administrator as per the LTC Homes Act).

 

This search is being conducted on behalf of Shalom Manor 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:

 

To apply by February 15, 2020 please apply with your cover letter and resume, as two separate documents, through our website at http://crawfordconnect.com/for-candidates/job-openings/dccjob/chief-executive-officer-80/

Questions about the position? Contact Janice Wooster at janice@crawfordconnect.com or 416.388.4049 / 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

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

 

Apply By02/15/2020
OpportunityChief Executive Officer LocationGrimsby, ON
Posting

 - 139

Shalom Manor & Gardens is a unique and dedicated Christian Seniors community that has been serving the Dutch Canadian seniors from Reformed, Christian backgrounds since 1979. This multimillion-dollar organization is funded by the Ministry of Long-Term Care and is ideally situated in Grimsby Ontario, a vibrant growing town located within the Golden Horseshoe nestled between Lake Ontario and the Niagara Escarpment.

Shalom is a highly reputable long-term care and retirement home, with 286 staff, of which 105 are full-time positions, 100+ part-time staff, a full-time Chaplain and over 200 loyal volunteers. The building itself is most noteworthy for its unparalleled cleanliness, large auditorium for worship services and group events, general store and café, courtyard patio and gardens, larger than legislated resident rooms with many sitting areas and fabulous views, and even an underground tunnel to a retirement complex next door, promoting community and friendships. 

The board of Shalom Manor is conducting a search for a new Chief Executive Officer (CEO).

 

Position: Chief Executive Officer
Location: Grimsby, Ontario

 

The CEO will be responsible for ensuring the provision of quality health care operations and accountability for Shalom’s programs and services in accordance with its mission, vision and Christian values, relevant legislation, professional bodies, policies, and directives from the Ministry of Long-Term Care and the LHIN / Ontario Health Team-Hamilton.  In this role, he/she will collaborate with the Board to establish and implement the strategic plan while ensuring budget, staff and priorities are aligned with Shalom Manor’s vision. Over the next five years, the new CEO will oversee the development of a new campus of care location in Hamilton and eventually be responsible for effectively leading two distinct facilities (Shalom Manor Grimsby and the newly developed Hamilton site), under one organization.

 

Job Related Experience:

  • Minimum 10 years’ experience in a senior leadership role in healthcare, ideally within the long-term care sector
  • Business experience leading a larger (200 + staff) multi-site organization
  • Building development/project management experience 
  • Operations integration (Mount Nemo and Shalom Manor – Grimsby)
  • Labour relations (unionized and non-unionized environments)
  • Experience with governance boards

Key Attributes:

  • Committed Christian, who is comfortable communicating his/her faith and demonstrates Christ-like values and behaviours
  • Strong servant leadership; leads by example; an influencer
  • Subscribes to and models the Home’s mission, vision and values 
  • Ability to lead at a high level, as well as an operational level, at least initially, to enhance operations as Shalom Manor expands
  • Transformational change visionary
  • Strategically orientated to the future
  • Ability to build trusting and cohesive relationships with the board, leadership team, staff, community partners, donors and other stakeholders
  • Good communication skills - clarifies vision by communicating established roadmaps with timelines and expectations that various stakeholders can understand
  • Strong problem solver; effectively devises innovative solutions/resolutions
  • Acts as the public persona of the organization 

Education                                                                            

  • 4-year university degree plus certification, license or professional designation
  • Master’s Degree in Business Administration or Health Administration preferred
  • Successful completion of a program in long-term care home administration or management (or to be completed within one year of employment in order to be qualified as an Administrator as per the LTC Homes Act).

 

This search is being conducted on behalf of Shalom Manor 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:

 

To apply by February 15, 2020 please apply with your cover letter and resume, as two separate documents, through our website at http://crawfordconnect.com/for-candidates/job-openings/dccjob/chief-executive-officer-80/

Questions about the position? Contact Janice Wooster at janice@crawfordconnect.com or 416.388.4049 / 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

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

 

Apply Now
Executive DirectorSchoolhouse Playcare Centres of DurhamWhitby, ON01/31/2020140

 - 140 

Schoolhouse Playcare Centres is a non-profit, charitable organization accountable for delivering quality early learning and child care programs and the prudent use of financial resources. Schoolhouse re-invests in the needs, the activities and the overall betterment of the child care services offered. 

 

Schoolhouse Playcare Centres are located in schools in its community.  Offered through 26 sites in the Durham District School Board schools, the partnership with Schoolhouse Playcare Centres is key to making a child's day as seamless as possible. Being located within the school allows for regular communication about children's learning and development and it supports consistent learning strategies and outcomes. It also facilitates opportunities for ongoing dialogue, for consistent practices and for fewer transitions for children.

 

Schoolhouse Playcare Centres (SPC) has a long 35 year history in the Durham Region operating with strong business practices and has a reputation as a hard - working organization.  Schoolhouse Playcare serves approximately 2,000+ children and families annually and has a budget of $14 million in revenue. It is funded by parent fees and government.  

 

The board of Schoolhouse Playcare Centres is conducting a search for a new Executive Director.

 

Position: Executive Director
Location: Whitby, Ontario

 

The Executive Director is responsible for leading the operations of Schoolhouse Playcare Centres of Durham (SPC). This position provides: strategic leadership for the organization; acts as the ambassador for SPC; collaborates with the Board of Directors and senior management team to execute SPC’s mission, vision and values.

Experience:

  • Minimum of 10 years of experience in child care or other related non-profit experience
  • Minimum of 5 – 10 years of management experience in a large like-sized multi-site organization

 

Attributes:

  • Demonstrated passion for and knowledge of services for children and families such as child care and early child development
  • Strong business acumen:  Strong financial acumen: solid budget management skills including budget preparation, analysis, decision-making and reporting
  • Proven ability to lead, motivate and collaborate with staff; Knowledge of leadership and management principles as they relate to non-profit and child care sectors
  • Experience in responding to/collaborating with a volunteer Board of Directors and awareness of policy governance models
  • Proven ability to collaborate with community partners and stakeholders
  • Familiarity with all federal and provincial legislation applicable to child care sector organizations
  • Strong political acumen
  • Experience working with multiple levels of government
  • Excellent written and oral communication skills including public speaking ability
  • Possesses a valid Ontario Driver’s License and access to a vehicle for the purposes of business travel
  • Successful completion of Vulnerable Sector Screening

 

 

Education:

  • E.C.E. degree / diploma an asset OR degree/diploma in a related discipline

 

Assets:

•     Government Relations experience

 

This search is being conducted on behalf of Schoolhouse Playcare Centres 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 January 31, 2020 please apply with your cover letter and resume, as two separate documents, through our website at

http://crawfordconnect.com/for-candidates/job-openings/dccjob/executive-director-81/

 

Questions about the position? Contact Liz Latimer at Liz@crawfordconnect.com  or 416.690.5377 / 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

 

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

htmln81
Job ID140
Apply By01/31/2020
OpportunityExecutive Director LocationWhitby, ON
Posting

 - 140 

Schoolhouse Playcare Centres is a non-profit, charitable organization accountable for delivering quality early learning and child care programs and the prudent use of financial resources. Schoolhouse re-invests in the needs, the activities and the overall betterment of the child care services offered. 

 

Schoolhouse Playcare Centres are located in schools in its community.  Offered through 26 sites in the Durham District School Board schools, the partnership with Schoolhouse Playcare Centres is key to making a child's day as seamless as possible. Being located within the school allows for regular communication about children's learning and development and it supports consistent learning strategies and outcomes. It also facilitates opportunities for ongoing dialogue, for consistent practices and for fewer transitions for children.

 

Schoolhouse Playcare Centres (SPC) has a long 35 year history in the Durham Region operating with strong business practices and has a reputation as a hard - working organization.  Schoolhouse Playcare serves approximately 2,000+ children and families annually and has a budget of $14 million in revenue. It is funded by parent fees and government.  

 

The board of Schoolhouse Playcare Centres is conducting a search for a new Executive Director.

 

Position: Executive Director
Location: Whitby, Ontario

 

The Executive Director is responsible for leading the operations of Schoolhouse Playcare Centres of Durham (SPC). This position provides: strategic leadership for the organization; acts as the ambassador for SPC; collaborates with the Board of Directors and senior management team to execute SPC’s mission, vision and values.

Experience:

  • Minimum of 10 years of experience in child care or other related non-profit experience
  • Minimum of 5 – 10 years of management experience in a large like-sized multi-site organization

 

Attributes:

  • Demonstrated passion for and knowledge of services for children and families such as child care and early child development
  • Strong business acumen:  Strong financial acumen: solid budget management skills including budget preparation, analysis, decision-making and reporting
  • Proven ability to lead, motivate and collaborate with staff; Knowledge of leadership and management principles as they relate to non-profit and child care sectors
  • Experience in responding to/collaborating with a volunteer Board of Directors and awareness of policy governance models
  • Proven ability to collaborate with community partners and stakeholders
  • Familiarity with all federal and provincial legislation applicable to child care sector organizations
  • Strong political acumen
  • Experience working with multiple levels of government
  • Excellent written and oral communication skills including public speaking ability
  • Possesses a valid Ontario Driver’s License and access to a vehicle for the purposes of business travel
  • Successful completion of Vulnerable Sector Screening

 

 

Education:

  • E.C.E. degree / diploma an asset OR degree/diploma in a related discipline

 

Assets:

•     Government Relations experience

 

This search is being conducted on behalf of Schoolhouse Playcare Centres 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 January 31, 2020 please apply with your cover letter and resume, as two separate documents, through our website at

http://crawfordconnect.com/for-candidates/job-openings/dccjob/executive-director-81/

 

Questions about the position? Contact Liz Latimer at Liz@crawfordconnect.com  or 416.690.5377 / 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

 

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

Apply By01/31/2020
OpportunityExecutive Director LocationWhitby, ON
Posting

 - 140 

Schoolhouse Playcare Centres is a non-profit, charitable organization accountable for delivering quality early learning and child care programs and the prudent use of financial resources. Schoolhouse re-invests in the needs, the activities and the overall betterment of the child care services offered. 

 

Schoolhouse Playcare Centres are located in schools in its community.  Offered through 26 sites in the Durham District School Board schools, the partnership with Schoolhouse Playcare Centres is key to making a child's day as seamless as possible. Being located within the school allows for regular communication about children's learning and development and it supports consistent learning strategies and outcomes. It also facilitates opportunities for ongoing dialogue, for consistent practices and for fewer transitions for children.

 

Schoolhouse Playcare Centres (SPC) has a long 35 year history in the Durham Region operating with strong business practices and has a reputation as a hard - working organization.  Schoolhouse Playcare serves approximately 2,000+ children and families annually and has a budget of $14 million in revenue. It is funded by parent fees and government.  

 

The board of Schoolhouse Playcare Centres is conducting a search for a new Executive Director.

 

Position: Executive Director
Location: Whitby, Ontario

 

The Executive Director is responsible for leading the operations of Schoolhouse Playcare Centres of Durham (SPC). This position provides: strategic leadership for the organization; acts as the ambassador for SPC; collaborates with the Board of Directors and senior management team to execute SPC’s mission, vision and values.

Experience:

  • Minimum of 10 years of experience in child care or other related non-profit experience
  • Minimum of 5 – 10 years of management experience in a large like-sized multi-site organization

 

Attributes:

  • Demonstrated passion for and knowledge of services for children and families such as child care and early child development
  • Strong business acumen:  Strong financial acumen: solid budget management skills including budget preparation, analysis, decision-making and reporting
  • Proven ability to lead, motivate and collaborate with staff; Knowledge of leadership and management principles as they relate to non-profit and child care sectors
  • Experience in responding to/collaborating with a volunteer Board of Directors and awareness of policy governance models
  • Proven ability to collaborate with community partners and stakeholders
  • Familiarity with all federal and provincial legislation applicable to child care sector organizations
  • Strong political acumen
  • Experience working with multiple levels of government
  • Excellent written and oral communication skills including public speaking ability
  • Possesses a valid Ontario Driver’s License and access to a vehicle for the purposes of business travel
  • Successful completion of Vulnerable Sector Screening

 

 

Education:

  • E.C.E. degree / diploma an asset OR degree/diploma in a related discipline

 

Assets:

•     Government Relations experience

 

This search is being conducted on behalf of Schoolhouse Playcare Centres 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 January 31, 2020 please apply with your cover letter and resume, as two separate documents, through our website at

http://crawfordconnect.com/for-candidates/job-openings/dccjob/executive-director-81/

 

Questions about the position? Contact Liz Latimer at Liz@crawfordconnect.com  or 416.690.5377 / 1.866.647.5149.

Issues with applying? Please email info@crawfordconnect.com.

 

Qualified applicants are invited to submit their resume and letter of interest online, through our website, 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.

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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.

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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