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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.

This will help us to ensure your submission will be considered!

OpportunityOrganizationLocationApply ByJob IDPostingHas HTMLApplied for JobIDIDOpportunitiesOpportunitiesApply Now
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
Manager, DevelopmentPortage Ontario Foundation11/04/2019136

                        - 136


Manager, Development

Location: Elora, Guelph, Tri-City and Neighbouring Areas, ON

 

Portage is a Canadian non-profit organization that helps people suffering from substance abuse-related problems to overcome their dependencies and live healthy, happy, and productive lives. Portage has various centres in Atlantic Canada, Quebec and Ontario.

 

In 1985, Portage set up the nation’s first adolescent substance abuse residential rehabilitation program in Ontario. The 40-bed centre is located on a 55-acre rural property in Elora near Guelph. It offers gender-separate programming and a mandatory onsite school accredited by the Ontario Ministry of Education. Treatment is based on the therapeutic community approach. An average stay is six months, followed by 18 months of aftercare to help youth reintegrate into society and maintain sobriety. Clients hail from all parts of Ontario. Admission requests are received through self-referrals, parents, family physicians, schools, CAS and criminal justice system. Portage Ontario provides a safe and secure environment where all youth, regardless of cultural, religious background, or sexual orientation, feel accepted and supported in resolving the issues that may underlie their substance dependency.

 

The Role

This is a new position that is designed to support the growth of Portage in Ontario. Reporting to the Director of Development, Ontario, the successful candidate is a generalist who will bring strong relationship building skills as well as fundraising acumen. The fundraising team is small and works closely and informally, without officialdom but with proven processes.

This position works out of the Ontario Adolescent Centre in Elora. This new role is in direct response to the expansion of programs in Ontario. A key requirement to note is that the Manager is expected to bring professional judgment and focused energy, to building a culture of philanthropy where giving becomes a by-product of a compelling mission and a commitment to relationship building and growth.

 

Responsibilities

Fund Development: Donor Prospecting, Identification, Cultivation, Acquisition and Stewardship (40% of time)

  • Works closely with the Associate Director of Development and other staff to develop the most effective fundraising strategies
  • Manages special events that include both signature events driven by Portage and third-party events. Pedal for Portage is a fundraising event that raises funds for Portage Residential Treatment Centre in Elora. Portage also works with the community on third-party events that also raise funds and awareness of the Elora Centre.
  • Donor development - develops and manages a portfolio of corporate donors/ prospects, small/ medium business donors/ prospects and community groups through identification, cultivation, solicitation and stewardship. Focuses on increasing Intermediate donors ($500) to Major Gift levels ($5,000)
  • Generates grant proposals in consultation and coordination with the Associate Director of Development
  • Ensures donor files are accurate and kept current with status moves, actions, research notes, etc.

 

Raising Portage’s Profile: Marketing & Communications (40% of time)

  • Community Outreach/Public Speaking – Proactively generates public speaking opportunities to speak about Portage’s services and accomplishments
  • Makes creative connections between and among people, events, programs, and their associated circles.

 

Volunteer Management (20% of time)

  • Develops relationships with and builds a volunteer base with the focus of creating an Advisory Board to support the work of Portage in surrounding communities.

 

Qualifications

  • 7+ years of experience leading successful development of community and events-based fundraising
  • Volunteer management experience
  • Demonstrated experience and commitment to excellence in customer service while supporting internal/ external stakeholders, volunteers and donors
  • Strong communication skills (written, oral and interpersonal) skills as the successful candidate will become the face of Portage Ontario in Central Wellington County
  • Strong project management skills – strong event management an asset
  • High proficiency in all Microsoft Office Suite programs
  • A current driver’s license and use of a car is required. Limited travel to the Toronto office may occur. Frequent travel to meetings in/ around the Central Wellington, Kitchener, Waterloo, London areas is necessary.

 

Education

  • University degree or equivalent 

Assets

  • Knowledge of Raiser’s Edge/ Donor Perfect
  • Passion for the mission
  • Conversational French

 

This search is being conducted on behalf of the Portage Ontario Foundation 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:

Qualified applicants are invited to submit their resume and cover letter by email as two separate documents, in confidence, prior to November 4, 2019 at info@crawfordconnect.com and Fay@crawfordconnect.com cite project #136 in the subject line.

For more information about the position, please contact Fay Rotman at Fay@crawfordconnect.com or 647.338.7706. Priority will be given to early applicants. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

htmln77
Job ID136
Apply By11/04/2019
OpportunityManager, Development Location
Posting

                        - 136


Manager, Development

Location: Elora, Guelph, Tri-City and Neighbouring Areas, ON

 

Portage is a Canadian non-profit organization that helps people suffering from substance abuse-related problems to overcome their dependencies and live healthy, happy, and productive lives. Portage has various centres in Atlantic Canada, Quebec and Ontario.

 

In 1985, Portage set up the nation’s first adolescent substance abuse residential rehabilitation program in Ontario. The 40-bed centre is located on a 55-acre rural property in Elora near Guelph. It offers gender-separate programming and a mandatory onsite school accredited by the Ontario Ministry of Education. Treatment is based on the therapeutic community approach. An average stay is six months, followed by 18 months of aftercare to help youth reintegrate into society and maintain sobriety. Clients hail from all parts of Ontario. Admission requests are received through self-referrals, parents, family physicians, schools, CAS and criminal justice system. Portage Ontario provides a safe and secure environment where all youth, regardless of cultural, religious background, or sexual orientation, feel accepted and supported in resolving the issues that may underlie their substance dependency.

 

The Role

This is a new position that is designed to support the growth of Portage in Ontario. Reporting to the Director of Development, Ontario, the successful candidate is a generalist who will bring strong relationship building skills as well as fundraising acumen. The fundraising team is small and works closely and informally, without officialdom but with proven processes.

This position works out of the Ontario Adolescent Centre in Elora. This new role is in direct response to the expansion of programs in Ontario. A key requirement to note is that the Manager is expected to bring professional judgment and focused energy, to building a culture of philanthropy where giving becomes a by-product of a compelling mission and a commitment to relationship building and growth.

 

Responsibilities

Fund Development: Donor Prospecting, Identification, Cultivation, Acquisition and Stewardship (40% of time)

  • Works closely with the Associate Director of Development and other staff to develop the most effective fundraising strategies
  • Manages special events that include both signature events driven by Portage and third-party events. Pedal for Portage is a fundraising event that raises funds for Portage Residential Treatment Centre in Elora. Portage also works with the community on third-party events that also raise funds and awareness of the Elora Centre.
  • Donor development - develops and manages a portfolio of corporate donors/ prospects, small/ medium business donors/ prospects and community groups through identification, cultivation, solicitation and stewardship. Focuses on increasing Intermediate donors ($500) to Major Gift levels ($5,000)
  • Generates grant proposals in consultation and coordination with the Associate Director of Development
  • Ensures donor files are accurate and kept current with status moves, actions, research notes, etc.

 

Raising Portage’s Profile: Marketing & Communications (40% of time)

  • Community Outreach/Public Speaking – Proactively generates public speaking opportunities to speak about Portage’s services and accomplishments
  • Makes creative connections between and among people, events, programs, and their associated circles.

 

Volunteer Management (20% of time)

  • Develops relationships with and builds a volunteer base with the focus of creating an Advisory Board to support the work of Portage in surrounding communities.

 

Qualifications

  • 7+ years of experience leading successful development of community and events-based fundraising
  • Volunteer management experience
  • Demonstrated experience and commitment to excellence in customer service while supporting internal/ external stakeholders, volunteers and donors
  • Strong communication skills (written, oral and interpersonal) skills as the successful candidate will become the face of Portage Ontario in Central Wellington County
  • Strong project management skills – strong event management an asset
  • High proficiency in all Microsoft Office Suite programs
  • A current driver’s license and use of a car is required. Limited travel to the Toronto office may occur. Frequent travel to meetings in/ around the Central Wellington, Kitchener, Waterloo, London areas is necessary.

 

Education

  • University degree or equivalent 

Assets

  • Knowledge of Raiser’s Edge/ Donor Perfect
  • Passion for the mission
  • Conversational French

 

This search is being conducted on behalf of the Portage Ontario Foundation 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:

Qualified applicants are invited to submit their resume and cover letter by email as two separate documents, in confidence, prior to November 4, 2019 at info@crawfordconnect.com and Fay@crawfordconnect.com cite project #136 in the subject line.

For more information about the position, please contact Fay Rotman at Fay@crawfordconnect.com or 647.338.7706. Priority will be given to early applicants. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

Apply By11/04/2019
OpportunityManager, Development Location
Posting

                        - 136


Manager, Development

Location: Elora, Guelph, Tri-City and Neighbouring Areas, ON

 

Portage is a Canadian non-profit organization that helps people suffering from substance abuse-related problems to overcome their dependencies and live healthy, happy, and productive lives. Portage has various centres in Atlantic Canada, Quebec and Ontario.

 

In 1985, Portage set up the nation’s first adolescent substance abuse residential rehabilitation program in Ontario. The 40-bed centre is located on a 55-acre rural property in Elora near Guelph. It offers gender-separate programming and a mandatory onsite school accredited by the Ontario Ministry of Education. Treatment is based on the therapeutic community approach. An average stay is six months, followed by 18 months of aftercare to help youth reintegrate into society and maintain sobriety. Clients hail from all parts of Ontario. Admission requests are received through self-referrals, parents, family physicians, schools, CAS and criminal justice system. Portage Ontario provides a safe and secure environment where all youth, regardless of cultural, religious background, or sexual orientation, feel accepted and supported in resolving the issues that may underlie their substance dependency.

 

The Role

This is a new position that is designed to support the growth of Portage in Ontario. Reporting to the Director of Development, Ontario, the successful candidate is a generalist who will bring strong relationship building skills as well as fundraising acumen. The fundraising team is small and works closely and informally, without officialdom but with proven processes.

This position works out of the Ontario Adolescent Centre in Elora. This new role is in direct response to the expansion of programs in Ontario. A key requirement to note is that the Manager is expected to bring professional judgment and focused energy, to building a culture of philanthropy where giving becomes a by-product of a compelling mission and a commitment to relationship building and growth.

 

Responsibilities

Fund Development: Donor Prospecting, Identification, Cultivation, Acquisition and Stewardship (40% of time)

  • Works closely with the Associate Director of Development and other staff to develop the most effective fundraising strategies
  • Manages special events that include both signature events driven by Portage and third-party events. Pedal for Portage is a fundraising event that raises funds for Portage Residential Treatment Centre in Elora. Portage also works with the community on third-party events that also raise funds and awareness of the Elora Centre.
  • Donor development - develops and manages a portfolio of corporate donors/ prospects, small/ medium business donors/ prospects and community groups through identification, cultivation, solicitation and stewardship. Focuses on increasing Intermediate donors ($500) to Major Gift levels ($5,000)
  • Generates grant proposals in consultation and coordination with the Associate Director of Development
  • Ensures donor files are accurate and kept current with status moves, actions, research notes, etc.

 

Raising Portage’s Profile: Marketing & Communications (40% of time)

  • Community Outreach/Public Speaking – Proactively generates public speaking opportunities to speak about Portage’s services and accomplishments
  • Makes creative connections between and among people, events, programs, and their associated circles.

 

Volunteer Management (20% of time)

  • Develops relationships with and builds a volunteer base with the focus of creating an Advisory Board to support the work of Portage in surrounding communities.

 

Qualifications

  • 7+ years of experience leading successful development of community and events-based fundraising
  • Volunteer management experience
  • Demonstrated experience and commitment to excellence in customer service while supporting internal/ external stakeholders, volunteers and donors
  • Strong communication skills (written, oral and interpersonal) skills as the successful candidate will become the face of Portage Ontario in Central Wellington County
  • Strong project management skills – strong event management an asset
  • High proficiency in all Microsoft Office Suite programs
  • A current driver’s license and use of a car is required. Limited travel to the Toronto office may occur. Frequent travel to meetings in/ around the Central Wellington, Kitchener, Waterloo, London areas is necessary.

 

Education

  • University degree or equivalent 

Assets

  • Knowledge of Raiser’s Edge/ Donor Perfect
  • Passion for the mission
  • Conversational French

 

This search is being conducted on behalf of the Portage Ontario Foundation 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:

Qualified applicants are invited to submit their resume and cover letter by email as two separate documents, in confidence, prior to November 4, 2019 at info@crawfordconnect.com and Fay@crawfordconnect.com cite project #136 in the subject line.

For more information about the position, please contact Fay Rotman at Fay@crawfordconnect.com or 647.338.7706. Priority will be given to early applicants. We thank all applicants for applying, however, only qualified candidates selected for an interview will be contacted.

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 Development OfficerThe Scott MissionToronto, ON09/23/2019130

 

 - 130

 

Chief Development Officer

 

Reporting to the CEO and working collaboratively with the senior leadership team and board, the Chief Development Officer (CDO) is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success by developing, leading and optimizing multi-channel, integrated fundraising strategies to diversify funding streams, implement structures and tactics that maximize donor value and enhance donor experience, and position the organization as a charity of choice. Areas of focus will include an ambitious capital campaign with specific targets and timelines, major gifts, planned giving, corporate and foundation giving, brand leadership, facilitating church and other strategic partnerships that are engaging and identify new funding opportunities, cultivate existing donor relationships, and increase community ownership and support.


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. Shapes and models an inspiring and transformational organizational culture;
  3. Champions talent strategy to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  4. Leads sustainable transformational change with a clear roadmap and milestones;
  5. Demonstrates an uncompromising commitment to operational excellence and continuous improvement;
  6. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  7. Leads with character that is God-inspired and aligned with TSM values and Statement of Faith;
  8. Invites, embraces and facilitates innovation and agility;
  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.
  10. Is decisive and leads with courage while leading TSM through transformation and growth.

Position Responsibilities Include:

Organizational Leadership

  • Actively contribute as a member of the senior leadership team shaping and leading organizational vision and strategy.
  • The Chief Development Officer provides subject matter expertise and thought-leadership on strategic and transformational development strategies and initiatives that inform and build the scope and innovation of development programs along with a culture of philanthropy. Provide 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.

Development Strategy

  • Take an integrated and transformational approach across all channels to develop and lead a comprehensive revenue growth strategy that identifies new opportunities, untapped potential and leverages current development programs to achieve target revenue growth without compromising organizational integrity, values and faith commitment;
  • Build ownership and capacity within the organization, with the board of directors, and other key stakeholders to support a culture of philanthropy that understands that generosity is at the heart of what we do and is a key driver that enables us to do it;
  • Develops and implements donor identification and qualification strategies and metrics and gift acknowledgement practices;
  • Understands and leverages the fundraising landscape in Toronto with a strong sense of urgency and tangible delivery of outcomes to meet ambitious timelines;
  • Gathers and leverages data to continuously improve upon and inform development strategy, tactics and decisions; 
  • Monitors and reports on results, trends, risks and opportunities.

Capital Campaign

  • Develop and lead a campaign strategy that reflects a compelling vision of The Scott Mission building campaign, offering opportunities for generous engagement, inspiring compassionate response, and igniting robust giving;
  • Ensure achievement of campaign fundraising targets to achieve a campaign goal of $30m over five years;
  • Work in close collaboration with the Chief Transformational Officer to ensure campaign giving targets, funds designations, charitable receipting and campaign promises align with project deliverables.

Major Donor, Corporate and Planned Giving

  • Develop and lead major and planned giving growth strategies and plans, characterized by robust leadership gifts in the 5-7 figure range;
  • Ensure the effective management, nurture and cultivation of a pipeline of high worth donors (individuals, families, corporations and foundations) to create sustainable and meaningful relationships and maximize outcomes through each stage of the development cycle.

Brand Identity

  • Develop and lead strategy that defines the unique brand promise of The Scott Mission that tells the story of who we are and where we’re going; 
  • Develop transformational and inspiring breakthrough messaging to enhance The Scott Mission’s brand and reputation and ensure all internal/external communications collateral are consistent across all touch points;
  • Provide leadership and direction to all donor and public facing teams to support a consistent and seamless brand message and donor experience, including digital platforms;
  • Engage the community and key partners as ambassadors of The Scott Mission vision, identity and values.

Strategic Partnerships

  • Develop and lead a comprehensive and transformational strategy to identify and build new, high-value partnerships with corporations, foundations, community/service groups, that reflect shared interests and values and contribute to the overall growth, profile, presence and goodwill of The Scott Mission. 

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 Fundraising/Philanthropy, Marketing, or Business; MBA preferred.

Professional Certifications: CFRE an asset.

Minimum number of year’s related experience required to competently perform the work: Minimum 10 years of experience in a leadership fundraising 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 Leadership Team and Board;
  • Successful leader, strategist and subject matter expert in multi-channel fundraising, including digital and social media, brand leadership, relationship development and public engagement;
  • Demonstrated ability to develop and lead strategy, and establish the organizational infrastructure to expand and accelerate TSM’s fundraising capabilities and position the organization as a leading charity of choice;
  • Proven results leading an ambitious capital campaign in support of a $30million building project that will define TSM’s presence and support world-class service delivery in Toronto;
  • Measurable experience leading a robust pipeline of major donors including corporations and foundations;
  • Verifiable success prospecting, nurturing and cultivating major donor relationships to secure 5-7 -figure gifts;
  • Ability to develop, implement and lead fundraising opportunities for Planned Giving;
  • Experience identifying and shepherding critical partnerships with churches, community organizations and government as supporters and resources to TSM;
  • Brings a robust network of professional contacts and potential donors;
  • Impeccable verbal and written communicator and influencer; Polished and powerful presentation skills;
  • Experience and ability to communicate effectively with media outlets and government bodies;
  • Management of a multi-million dollar budget;
  • 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 leaders and fundraisers for Canada’s non-profit sector.


To apply:

Applications are invited from qualified candidates to be received by October 15, 2019.  Please include your cover letter and resume as two separate documents, to janice@crawfordconnect.com with a cc to  info@crawfordconnect.com 

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

How to apply? Please email info@crawfordconnect.com with a copy of your resume and cover letter as two separate documents and cc janice@crawfordconnect.com  

 

htmln69
Job ID130
Apply By09/23/2019
OpportunityChief Development Officer LocationToronto, ON
Posting

 

 - 130

 

Chief Development Officer

 

Reporting to the CEO and working collaboratively with the senior leadership team and board, the Chief Development Officer (CDO) is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success by developing, leading and optimizing multi-channel, integrated fundraising strategies to diversify funding streams, implement structures and tactics that maximize donor value and enhance donor experience, and position the organization as a charity of choice. Areas of focus will include an ambitious capital campaign with specific targets and timelines, major gifts, planned giving, corporate and foundation giving, brand leadership, facilitating church and other strategic partnerships that are engaging and identify new funding opportunities, cultivate existing donor relationships, and increase community ownership and support.


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. Shapes and models an inspiring and transformational organizational culture;
  3. Champions talent strategy to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  4. Leads sustainable transformational change with a clear roadmap and milestones;
  5. Demonstrates an uncompromising commitment to operational excellence and continuous improvement;
  6. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  7. Leads with character that is God-inspired and aligned with TSM values and Statement of Faith;
  8. Invites, embraces and facilitates innovation and agility;
  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.
  10. Is decisive and leads with courage while leading TSM through transformation and growth.

Position Responsibilities Include:

Organizational Leadership

  • Actively contribute as a member of the senior leadership team shaping and leading organizational vision and strategy.
  • The Chief Development Officer provides subject matter expertise and thought-leadership on strategic and transformational development strategies and initiatives that inform and build the scope and innovation of development programs along with a culture of philanthropy. Provide 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.

Development Strategy

  • Take an integrated and transformational approach across all channels to develop and lead a comprehensive revenue growth strategy that identifies new opportunities, untapped potential and leverages current development programs to achieve target revenue growth without compromising organizational integrity, values and faith commitment;
  • Build ownership and capacity within the organization, with the board of directors, and other key stakeholders to support a culture of philanthropy that understands that generosity is at the heart of what we do and is a key driver that enables us to do it;
  • Develops and implements donor identification and qualification strategies and metrics and gift acknowledgement practices;
  • Understands and leverages the fundraising landscape in Toronto with a strong sense of urgency and tangible delivery of outcomes to meet ambitious timelines;
  • Gathers and leverages data to continuously improve upon and inform development strategy, tactics and decisions; 
  • Monitors and reports on results, trends, risks and opportunities.

Capital Campaign

  • Develop and lead a campaign strategy that reflects a compelling vision of The Scott Mission building campaign, offering opportunities for generous engagement, inspiring compassionate response, and igniting robust giving;
  • Ensure achievement of campaign fundraising targets to achieve a campaign goal of $30m over five years;
  • Work in close collaboration with the Chief Transformational Officer to ensure campaign giving targets, funds designations, charitable receipting and campaign promises align with project deliverables.

Major Donor, Corporate and Planned Giving

  • Develop and lead major and planned giving growth strategies and plans, characterized by robust leadership gifts in the 5-7 figure range;
  • Ensure the effective management, nurture and cultivation of a pipeline of high worth donors (individuals, families, corporations and foundations) to create sustainable and meaningful relationships and maximize outcomes through each stage of the development cycle.

Brand Identity

  • Develop and lead strategy that defines the unique brand promise of The Scott Mission that tells the story of who we are and where we’re going; 
  • Develop transformational and inspiring breakthrough messaging to enhance The Scott Mission’s brand and reputation and ensure all internal/external communications collateral are consistent across all touch points;
  • Provide leadership and direction to all donor and public facing teams to support a consistent and seamless brand message and donor experience, including digital platforms;
  • Engage the community and key partners as ambassadors of The Scott Mission vision, identity and values.

Strategic Partnerships

  • Develop and lead a comprehensive and transformational strategy to identify and build new, high-value partnerships with corporations, foundations, community/service groups, that reflect shared interests and values and contribute to the overall growth, profile, presence and goodwill of The Scott Mission. 

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 Fundraising/Philanthropy, Marketing, or Business; MBA preferred.

Professional Certifications: CFRE an asset.

Minimum number of year’s related experience required to competently perform the work: Minimum 10 years of experience in a leadership fundraising 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 Leadership Team and Board;
  • Successful leader, strategist and subject matter expert in multi-channel fundraising, including digital and social media, brand leadership, relationship development and public engagement;
  • Demonstrated ability to develop and lead strategy, and establish the organizational infrastructure to expand and accelerate TSM’s fundraising capabilities and position the organization as a leading charity of choice;
  • Proven results leading an ambitious capital campaign in support of a $30million building project that will define TSM’s presence and support world-class service delivery in Toronto;
  • Measurable experience leading a robust pipeline of major donors including corporations and foundations;
  • Verifiable success prospecting, nurturing and cultivating major donor relationships to secure 5-7 -figure gifts;
  • Ability to develop, implement and lead fundraising opportunities for Planned Giving;
  • Experience identifying and shepherding critical partnerships with churches, community organizations and government as supporters and resources to TSM;
  • Brings a robust network of professional contacts and potential donors;
  • Impeccable verbal and written communicator and influencer; Polished and powerful presentation skills;
  • Experience and ability to communicate effectively with media outlets and government bodies;
  • Management of a multi-million dollar budget;
  • 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 leaders and fundraisers for Canada’s non-profit sector.


To apply:

Applications are invited from qualified candidates to be received by October 15, 2019.  Please include your cover letter and resume as two separate documents, to janice@crawfordconnect.com with a cc to  info@crawfordconnect.com 

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

How to apply? Please email info@crawfordconnect.com with a copy of your resume and cover letter as two separate documents and cc janice@crawfordconnect.com  

 

Apply By09/23/2019
OpportunityChief Development Officer LocationToronto, ON
Posting

 

 - 130

 

Chief Development Officer

 

Reporting to the CEO and working collaboratively with the senior leadership team and board, the Chief Development Officer (CDO) is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success by developing, leading and optimizing multi-channel, integrated fundraising strategies to diversify funding streams, implement structures and tactics that maximize donor value and enhance donor experience, and position the organization as a charity of choice. Areas of focus will include an ambitious capital campaign with specific targets and timelines, major gifts, planned giving, corporate and foundation giving, brand leadership, facilitating church and other strategic partnerships that are engaging and identify new funding opportunities, cultivate existing donor relationships, and increase community ownership and support.


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. Shapes and models an inspiring and transformational organizational culture;
  3. Champions talent strategy to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  4. Leads sustainable transformational change with a clear roadmap and milestones;
  5. Demonstrates an uncompromising commitment to operational excellence and continuous improvement;
  6. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  7. Leads with character that is God-inspired and aligned with TSM values and Statement of Faith;
  8. Invites, embraces and facilitates innovation and agility;
  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.
  10. Is decisive and leads with courage while leading TSM through transformation and growth.

Position Responsibilities Include:

Organizational Leadership

  • Actively contribute as a member of the senior leadership team shaping and leading organizational vision and strategy.
  • The Chief Development Officer provides subject matter expertise and thought-leadership on strategic and transformational development strategies and initiatives that inform and build the scope and innovation of development programs along with a culture of philanthropy. Provide 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.

Development Strategy

  • Take an integrated and transformational approach across all channels to develop and lead a comprehensive revenue growth strategy that identifies new opportunities, untapped potential and leverages current development programs to achieve target revenue growth without compromising organizational integrity, values and faith commitment;
  • Build ownership and capacity within the organization, with the board of directors, and other key stakeholders to support a culture of philanthropy that understands that generosity is at the heart of what we do and is a key driver that enables us to do it;
  • Develops and implements donor identification and qualification strategies and metrics and gift acknowledgement practices;
  • Understands and leverages the fundraising landscape in Toronto with a strong sense of urgency and tangible delivery of outcomes to meet ambitious timelines;
  • Gathers and leverages data to continuously improve upon and inform development strategy, tactics and decisions; 
  • Monitors and reports on results, trends, risks and opportunities.

Capital Campaign

  • Develop and lead a campaign strategy that reflects a compelling vision of The Scott Mission building campaign, offering opportunities for generous engagement, inspiring compassionate response, and igniting robust giving;
  • Ensure achievement of campaign fundraising targets to achieve a campaign goal of $30m over five years;
  • Work in close collaboration with the Chief Transformational Officer to ensure campaign giving targets, funds designations, charitable receipting and campaign promises align with project deliverables.

Major Donor, Corporate and Planned Giving

  • Develop and lead major and planned giving growth strategies and plans, characterized by robust leadership gifts in the 5-7 figure range;
  • Ensure the effective management, nurture and cultivation of a pipeline of high worth donors (individuals, families, corporations and foundations) to create sustainable and meaningful relationships and maximize outcomes through each stage of the development cycle.

Brand Identity

  • Develop and lead strategy that defines the unique brand promise of The Scott Mission that tells the story of who we are and where we’re going; 
  • Develop transformational and inspiring breakthrough messaging to enhance The Scott Mission’s brand and reputation and ensure all internal/external communications collateral are consistent across all touch points;
  • Provide leadership and direction to all donor and public facing teams to support a consistent and seamless brand message and donor experience, including digital platforms;
  • Engage the community and key partners as ambassadors of The Scott Mission vision, identity and values.

Strategic Partnerships

  • Develop and lead a comprehensive and transformational strategy to identify and build new, high-value partnerships with corporations, foundations, community/service groups, that reflect shared interests and values and contribute to the overall growth, profile, presence and goodwill of The Scott Mission. 

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 Fundraising/Philanthropy, Marketing, or Business; MBA preferred.

Professional Certifications: CFRE an asset.

Minimum number of year’s related experience required to competently perform the work: Minimum 10 years of experience in a leadership fundraising 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 Leadership Team and Board;
  • Successful leader, strategist and subject matter expert in multi-channel fundraising, including digital and social media, brand leadership, relationship development and public engagement;
  • Demonstrated ability to develop and lead strategy, and establish the organizational infrastructure to expand and accelerate TSM’s fundraising capabilities and position the organization as a leading charity of choice;
  • Proven results leading an ambitious capital campaign in support of a $30million building project that will define TSM’s presence and support world-class service delivery in Toronto;
  • Measurable experience leading a robust pipeline of major donors including corporations and foundations;
  • Verifiable success prospecting, nurturing and cultivating major donor relationships to secure 5-7 -figure gifts;
  • Ability to develop, implement and lead fundraising opportunities for Planned Giving;
  • Experience identifying and shepherding critical partnerships with churches, community organizations and government as supporters and resources to TSM;
  • Brings a robust network of professional contacts and potential donors;
  • Impeccable verbal and written communicator and influencer; Polished and powerful presentation skills;
  • Experience and ability to communicate effectively with media outlets and government bodies;
  • Management of a multi-million dollar budget;
  • 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 leaders and fundraisers for Canada’s non-profit sector.


To apply:

Applications are invited from qualified candidates to be received by October 15, 2019.  Please include your cover letter and resume as two separate documents, to janice@crawfordconnect.com with a cc to  info@crawfordconnect.com 

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

How to apply? Please email info@crawfordconnect.com with a copy of your resume and cover letter as two separate documents and cc janice@crawfordconnect.com  

 

Apply Now
Chief People OfficerThe Scott MissionToronto, ON09/23/2019131

 - 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. Shapes and models an inspiring and transformational organizational culture;
  3. Champions talent strategy to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  4. Leads sustainable transformational change with a clear roadmap and milestones;
  5. Demonstrates an uncompromising commitment to operational excellence and continuous improvement;
  6. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  7. Leads with character that is God-inspired and aligned with TSM values and Statement of Faith;
  8. Invites, embraces and facilitates innovation and agility;
  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.
  10. Is decisive and leads with courage while leading TSM through transformation and growth.

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 leaders and fundraisers for Canada’s non-profit/charitable sector.


To apply:


Applications are invited from qualified candidates to be received by September 23, 2019.  Please include your cover letter and resume as two separate documents, to janice@crawfordconnect.com with a cc to  info@crawfordconnect.com

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

How to apply? Please email info@crawfordconnect.com with a copy of your resume and cover letter as two separate documents and cc janice@crawfordconnect.com

 

htmln70
Job ID131
Apply By09/23/2019
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. Shapes and models an inspiring and transformational organizational culture;
  3. Champions talent strategy to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  4. Leads sustainable transformational change with a clear roadmap and milestones;
  5. Demonstrates an uncompromising commitment to operational excellence and continuous improvement;
  6. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  7. Leads with character that is God-inspired and aligned with TSM values and Statement of Faith;
  8. Invites, embraces and facilitates innovation and agility;
  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.
  10. Is decisive and leads with courage while leading TSM through transformation and growth.

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 leaders and fundraisers for Canada’s non-profit/charitable sector.


To apply:


Applications are invited from qualified candidates to be received by September 23, 2019.  Please include your cover letter and resume as two separate documents, to janice@crawfordconnect.com with a cc to  info@crawfordconnect.com

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

How to apply? Please email info@crawfordconnect.com with a copy of your resume and cover letter as two separate documents and cc janice@crawfordconnect.com

 

Apply By09/23/2019
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. Shapes and models an inspiring and transformational organizational culture;
  3. Champions talent strategy to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
  4. Leads sustainable transformational change with a clear roadmap and milestones;
  5. Demonstrates an uncompromising commitment to operational excellence and continuous improvement;
  6. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
  7. Leads with character that is God-inspired and aligned with TSM values and Statement of Faith;
  8. Invites, embraces and facilitates innovation and agility;
  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.
  10. Is decisive and leads with courage while leading TSM through transformation and growth.

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 leaders and fundraisers for Canada’s non-profit/charitable sector.


To apply:


Applications are invited from qualified candidates to be received by September 23, 2019.  Please include your cover letter and resume as two separate documents, to janice@crawfordconnect.com with a cc to  info@crawfordconnect.com

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

How to apply? Please email info@crawfordconnect.com with a copy of your resume and cover letter as two separate documents and cc janice@crawfordconnect.com

 

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