Reporting to the CEO as designate in his absence, and working collaboratively with the senior leadership team and board, the Executive Vice President and Chief Ministry Officer is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success by developing and leading transformational, high quality ministry programs with excellence and implementing structures and program inputs that directly impact the diverse constituencies served by TSM, including: Women and Family Ministries (Food Bank, Clothing, Prayer Groups, Camps); Men’s Ministries (Ministry & Worship, Food, Drop-In, Recreation, Visitation, Outreach, plus a range of other supports and services); Childcare Centre; Camp Ministries; Child and Youth Programs (Summer camps and After School Programs); Housing Recovery; Life Skills; Advocacy; Client Retreats and Volunteer Management. Additionally, the EVP/Chief of Ministry provides leadership to Media Relations, Public Engagement, Advocacy and Government Relations.
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:
Shapes Vision and Strategy;
Leads Sustainable Transformational Change and Continuous Improvement;
Demonstrates an Uncompromising Commitment to Operational Excellence;
Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
Leads with Character that is God-inspired and aligned with TSM Values and Statement of Faith;
Shapes and Models an Inspiring and Transformational Organizational Culture;
Invites, Embraces and Facilitates Innovation and Agility;
Champions Talent to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
Decisions and Actions focus on clients as stakeholders, modeling strong servant leadership that embraces and celebrates the value of all those we serve, and aims to positively impact poverty issues in Toronto.
Position Responsibilities Include :
Organizational Leadership
The Executive Vice-President and Chief Ministry Officer demonstrates broad and deep experience as a C-Suite Leader enabling him/her to proactively lead with vision to transform TSM strategy at the highest level of the organization, to lead and model a culture of transformation, growth and agility, and to effectively execute programs through leadership of multiple ministry and programs managers;
Alongside the CEO, the EVP and Chief Ministry Officer will be the most senior external facing member of the senior leadership team and will be the key internal communicator representing the CEO;
The EVP and Chief Ministry Officer will serve in a direct line of succession to the CEO and act as the designate in the CEO’s absence;
Champion development of Ministry talent to build capability for transformational impact;
Effectively lead and manage an annual budget that demonstrates respectful and prudent stewardship of the resources entrusted to us.
Ministry/Program Strategy and Quality
Develops and leads strategic plans, operational structures, resourcing requirements and quality standards that identify new ministry opportunities, and drive innovation and quality in the content and delivery of ministries and programs to position TSM as a leader in transformational ministry and program delivery and reflect TSM’s vision, mission and commitment to serving with excellence;
Review current ministry and program offerings to audit quality and effectiveness and identify gaps and opportunities to increase excellence and transformational outcomes;
Works in close collaboration with the Chief Development Officer to ensure fundraising activities reflect ministry and program objectives and outcomes, as well as with the Chief Transformational Officer/COO to ensure properties are pro-actively managed to support ministry and program requirements and meet health, safety and accessibility standards for clients, staff and volunteers;
Walk alongside and engage with individual and client communities to understand their unique realities and invite their partnership in developing programs that meet immediate needs and support long-term, sustainable transformation;
Understand the risks and spiritual intersections involved in ministry programs to vulnerable persons delivered across multiple program offerings and properties;
Ensure that ministry and program decisions are informed and guided by the use of reliable, evidence-based data.
Organizational Communications
Develop and lead communications plans and key messages for use with media outlets, internal and external stakeholders;
Act on the CEO’s behalf as the chief internal communicator, freeing the CEO to focus on external engagement with major funders, corporate/foundation donors and local government funders and decision makers.
Ministry/Program Staff and Volunteer Leadership
Provide leadership direction and support that ignites the passion of staff teams and volunteers to deliver ministry and programs to achieve outcomes and quality standards;
Builds the capacity of ministry and program leaders to support staff and volunteer teams to optimize their performance and increase the value and program experience of clients.
Other
Commitment to TSM Statement of Faith;
Compliance with TSM policies and practices;
Other related responsibilities as assigned.
Qualifications, Knowledge and Experience:
Education: Master’s of Theology; MBA; Degree or Credentials in Executive Leadership; Graduate in Social Work
Professional Certifications: A professional designation in communications or public relations would be an asset.
Minimum number of year’s related experience required to competently perform the work: Minimum 10 years experience in a ministry and program leadership role serving diverse and vulnerable urban populations, including participation on a senior leadership or executive team in a complex and demanding matrix organization.
Knowledge and Skills:
The Executive Vice-President and Chief Ministry Officer will bring broad and deep experience as a C-Suite Leader enabling him/her to proactively to lead with vision to transform TSM strategy at the highest level of the organization, to lead and model a culture of transformation, growth and agility, and to effectively execute programs through leadership of multiple ministry and program managers;
Results-oriented and solutions focused, with evidence of having worked as a true strategy leader, transformational partner and 2IC to the CEO, C-Level Executive Team and Board;
Successful leader and subject matter expert in complex and diverse ministry and program strategy, delivery models, structures, evaluation and assessment methods, and best practices;
Demonstrated ability to develop and lead an integrated ministry and program infrastructure to deliver multiple programs across multi service delivery locations and excellence;
Proven experience working with people in poverty and other vulnerable urban populations, understanding their complex needs, demonstrating an understanding of client challenges, acting in the role of advocate to ensure the safety and dignity of all clients served, and measuring meaningful outcomes of programs and services;
Excellent verbal and written communicator who is able to adjust messaging to engage and connect with a variety of audiences including client constituencies, community agencies, donors, partners, and churches;
Experience and ability to communicate effectively and be an influencer with media outlets and government bodies;
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.c om 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
Aug 08, 2019
Full-time / Permanent
Reporting to the CEO as designate in his absence, and working collaboratively with the senior leadership team and board, the Executive Vice President and Chief Ministry Officer is a key member of a transformational, integrated, growth focused senior leadership team that directly impacts organizational success by developing and leading transformational, high quality ministry programs with excellence and implementing structures and program inputs that directly impact the diverse constituencies served by TSM, including: Women and Family Ministries (Food Bank, Clothing, Prayer Groups, Camps); Men’s Ministries (Ministry & Worship, Food, Drop-In, Recreation, Visitation, Outreach, plus a range of other supports and services); Childcare Centre; Camp Ministries; Child and Youth Programs (Summer camps and After School Programs); Housing Recovery; Life Skills; Advocacy; Client Retreats and Volunteer Management. Additionally, the EVP/Chief of Ministry provides leadership to Media Relations, Public Engagement, Advocacy and Government Relations.
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:
Shapes Vision and Strategy;
Leads Sustainable Transformational Change and Continuous Improvement;
Demonstrates an Uncompromising Commitment to Operational Excellence;
Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey;
Leads with Character that is God-inspired and aligned with TSM Values and Statement of Faith;
Shapes and Models an Inspiring and Transformational Organizational Culture;
Invites, Embraces and Facilitates Innovation and Agility;
Champions Talent to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization;
Decisions and Actions focus on clients as stakeholders, modeling strong servant leadership that embraces and celebrates the value of all those we serve, and aims to positively impact poverty issues in Toronto.
Position Responsibilities Include :
Organizational Leadership
The Executive Vice-President and Chief Ministry Officer demonstrates broad and deep experience as a C-Suite Leader enabling him/her to proactively lead with vision to transform TSM strategy at the highest level of the organization, to lead and model a culture of transformation, growth and agility, and to effectively execute programs through leadership of multiple ministry and programs managers;
Alongside the CEO, the EVP and Chief Ministry Officer will be the most senior external facing member of the senior leadership team and will be the key internal communicator representing the CEO;
The EVP and Chief Ministry Officer will serve in a direct line of succession to the CEO and act as the designate in the CEO’s absence;
Champion development of Ministry talent to build capability for transformational impact;
Effectively lead and manage an annual budget that demonstrates respectful and prudent stewardship of the resources entrusted to us.
Ministry/Program Strategy and Quality
Develops and leads strategic plans, operational structures, resourcing requirements and quality standards that identify new ministry opportunities, and drive innovation and quality in the content and delivery of ministries and programs to position TSM as a leader in transformational ministry and program delivery and reflect TSM’s vision, mission and commitment to serving with excellence;
Review current ministry and program offerings to audit quality and effectiveness and identify gaps and opportunities to increase excellence and transformational outcomes;
Works in close collaboration with the Chief Development Officer to ensure fundraising activities reflect ministry and program objectives and outcomes, as well as with the Chief Transformational Officer/COO to ensure properties are pro-actively managed to support ministry and program requirements and meet health, safety and accessibility standards for clients, staff and volunteers;
Walk alongside and engage with individual and client communities to understand their unique realities and invite their partnership in developing programs that meet immediate needs and support long-term, sustainable transformation;
Understand the risks and spiritual intersections involved in ministry programs to vulnerable persons delivered across multiple program offerings and properties;
Ensure that ministry and program decisions are informed and guided by the use of reliable, evidence-based data.
Organizational Communications
Develop and lead communications plans and key messages for use with media outlets, internal and external stakeholders;
Act on the CEO’s behalf as the chief internal communicator, freeing the CEO to focus on external engagement with major funders, corporate/foundation donors and local government funders and decision makers.
Ministry/Program Staff and Volunteer Leadership
Provide leadership direction and support that ignites the passion of staff teams and volunteers to deliver ministry and programs to achieve outcomes and quality standards;
Builds the capacity of ministry and program leaders to support staff and volunteer teams to optimize their performance and increase the value and program experience of clients.
Other
Commitment to TSM Statement of Faith;
Compliance with TSM policies and practices;
Other related responsibilities as assigned.
Qualifications, Knowledge and Experience:
Education: Master’s of Theology; MBA; Degree or Credentials in Executive Leadership; Graduate in Social Work
Professional Certifications: A professional designation in communications or public relations would be an asset.
Minimum number of year’s related experience required to competently perform the work: Minimum 10 years experience in a ministry and program leadership role serving diverse and vulnerable urban populations, including participation on a senior leadership or executive team in a complex and demanding matrix organization.
Knowledge and Skills:
The Executive Vice-President and Chief Ministry Officer will bring broad and deep experience as a C-Suite Leader enabling him/her to proactively to lead with vision to transform TSM strategy at the highest level of the organization, to lead and model a culture of transformation, growth and agility, and to effectively execute programs through leadership of multiple ministry and program managers;
Results-oriented and solutions focused, with evidence of having worked as a true strategy leader, transformational partner and 2IC to the CEO, C-Level Executive Team and Board;
Successful leader and subject matter expert in complex and diverse ministry and program strategy, delivery models, structures, evaluation and assessment methods, and best practices;
Demonstrated ability to develop and lead an integrated ministry and program infrastructure to deliver multiple programs across multi service delivery locations and excellence;
Proven experience working with people in poverty and other vulnerable urban populations, understanding their complex needs, demonstrating an understanding of client challenges, acting in the role of advocate to ensure the safety and dignity of all clients served, and measuring meaningful outcomes of programs and services;
Excellent verbal and written communicator who is able to adjust messaging to engage and connect with a variety of audiences including client constituencies, community agencies, donors, partners, and churches;
Experience and ability to communicate effectively and be an influencer with media outlets and government bodies;
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.c om 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
Role & Responsibilities
Role Description
The Manager, Resource and Business Development will focus on building relationships that support Pillar Nonprofit Network’s sustainability and the success of its revenue generating activities. The incumbent will design and execute resource development strategies that are aligned with Pillar’s values.
This position will provide leadership to Pillar’s financial sustainability. Adopting a relationship building approach to resource development, this role will oversee and lead grant writing, grant reporting, the Sustaining Members program, and the corporate sponsorship program, as well as develop innovative resource development strategies that leverage Pillar’s assets. Additionally, this role will support staff members when pursuing grants or funding opportunities specific to their teams. This position will cultivate, recognize, track, and steward Pillar's donors and supporters.
Other responsibilities include: supporting the efforts of Impact Consulting; liaising with lead consultants; assisting with Requests for Proposal (RFPs) and proposals; administering contracts; invoicing; and implementing evaluation tools.
The Manager, Resource and Business Development will work closely with the Impact Consulting team and the Resource Development Committee.
Job Skills, Knowledge, and Strengths
Required Qualifications
Experience in nonprofit, social enterprise, and/or social innovation
Proven track record in resource development
Related professional experience in consulting
Excellent written and verbal communication skills
Preferred Knowledge & Skills
High-quality customer service skills, to support members in accessing benefits and resources across the network
An entrepreneurial spirit and understanding of nonprofit, social enterprise, and social innovation
Ability to quickly establish relationships with others by earning trust and practicing effective communication
Motivated to achieve bold targets
Strong strategic planning and evaluation skills
Capable of converting relationships into business opportunities
Excellent organizational skills and attention to detail
Ability to prioritize and meet established deadlines
Respect for Diversity
The successful candidate:
Appreciates that people with different opinions, backgrounds, and characteristics bring richness to organizations
Demonstrates respect for people of diverse backgrounds
Promotes fairness and respect for all individuals
Values and seeks out differing opinions from a diverse population
Suspends judgment and challenges their assumptions, to counteract stereotypes
Makes efforts to educate themself and others about diversity issues
Work environment:
Work Terms
Full-time (37.5 hours per week)
Flexible hours, with occasional evening and weekend work required
Access to Pillar's Learning & Development program, when possible
Based at Innovation Works (201 King Street)
Pillar’s Culture and Values
Pillar Nonprofit Network was voted one of London’s best places to work by London Inc. magazine!
Our staff-written Team Alliance includes commitments to:
Show genuine and active appreciation
Celebrate success
Be present to each other
Practice self-care
Demonstrate mutual support
Promote a culture of fun
Foster a brave space for failure and learning
Be accountable
Pillar is committed to diversity and encourages applications from people who are Indigenous, racialized, LGBTQ+, women, persons with disabilities, and other overlooked and underestimated groups.
How to Apply:
Please submit resume and cover letter to career@pillarnonprofit.ca by Thursday, August 29th, 2019, 5:00pm EST. No applications received after the deadline will be considered.
Please reference "Manager, Resource and Business Development role" in the subject line of your email.
Please note:
Pillar Nonprofit Network is an equal opportunity employer and encourages all people to consider applying if their skills meet the requirements of the position.
Pillar will provide any requested accommodation to candidates throughout the recruitment process.
While we appreciate receiving all applications, only candidates selected for an interview will be contacted. Resumes are not kept on file for future reference.
Aug 15, 2019
Role & Responsibilities
Role Description
The Manager, Resource and Business Development will focus on building relationships that support Pillar Nonprofit Network’s sustainability and the success of its revenue generating activities. The incumbent will design and execute resource development strategies that are aligned with Pillar’s values.
This position will provide leadership to Pillar’s financial sustainability. Adopting a relationship building approach to resource development, this role will oversee and lead grant writing, grant reporting, the Sustaining Members program, and the corporate sponsorship program, as well as develop innovative resource development strategies that leverage Pillar’s assets. Additionally, this role will support staff members when pursuing grants or funding opportunities specific to their teams. This position will cultivate, recognize, track, and steward Pillar's donors and supporters.
Other responsibilities include: supporting the efforts of Impact Consulting; liaising with lead consultants; assisting with Requests for Proposal (RFPs) and proposals; administering contracts; invoicing; and implementing evaluation tools.
The Manager, Resource and Business Development will work closely with the Impact Consulting team and the Resource Development Committee.
Job Skills, Knowledge, and Strengths
Required Qualifications
Experience in nonprofit, social enterprise, and/or social innovation
Proven track record in resource development
Related professional experience in consulting
Excellent written and verbal communication skills
Preferred Knowledge & Skills
High-quality customer service skills, to support members in accessing benefits and resources across the network
An entrepreneurial spirit and understanding of nonprofit, social enterprise, and social innovation
Ability to quickly establish relationships with others by earning trust and practicing effective communication
Motivated to achieve bold targets
Strong strategic planning and evaluation skills
Capable of converting relationships into business opportunities
Excellent organizational skills and attention to detail
Ability to prioritize and meet established deadlines
Respect for Diversity
The successful candidate:
Appreciates that people with different opinions, backgrounds, and characteristics bring richness to organizations
Demonstrates respect for people of diverse backgrounds
Promotes fairness and respect for all individuals
Values and seeks out differing opinions from a diverse population
Suspends judgment and challenges their assumptions, to counteract stereotypes
Makes efforts to educate themself and others about diversity issues
Work environment:
Work Terms
Full-time (37.5 hours per week)
Flexible hours, with occasional evening and weekend work required
Access to Pillar's Learning & Development program, when possible
Based at Innovation Works (201 King Street)
Pillar’s Culture and Values
Pillar Nonprofit Network was voted one of London’s best places to work by London Inc. magazine!
Our staff-written Team Alliance includes commitments to:
Show genuine and active appreciation
Celebrate success
Be present to each other
Practice self-care
Demonstrate mutual support
Promote a culture of fun
Foster a brave space for failure and learning
Be accountable
Pillar is committed to diversity and encourages applications from people who are Indigenous, racialized, LGBTQ+, women, persons with disabilities, and other overlooked and underestimated groups.
How to Apply:
Please submit resume and cover letter to career@pillarnonprofit.ca by Thursday, August 29th, 2019, 5:00pm EST. No applications received after the deadline will be considered.
Please reference "Manager, Resource and Business Development role" in the subject line of your email.
Please note:
Pillar Nonprofit Network is an equal opportunity employer and encourages all people to consider applying if their skills meet the requirements of the position.
Pillar will provide any requested accommodation to candidates throughout the recruitment process.
While we appreciate receiving all applications, only candidates selected for an interview will be contacted. Resumes are not kept on file for future reference.
crawfordconnect
502 Spadina Ave, Toronto, ON M5S 2H1
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-centered vision for People programs and ensuring the cultural DNA of the organization is preserved and celebrated.
Organizational Profile:
The Scott Mission is a Christian ministry of mercy and love. It aims to meet the needs of people with love and compassion and seek to bring spiritual, physical, and emotional wholeness to their lives. The Scott Mission was founded in 1941 by Rev. Morris and Mrs. Annie Zeidman as a non-denominational Christian organization responding to the needs of the poor, homeless, abandoned and vulnerable of all ages. Based in Toronto, the Mission offers practical, emotional and spiritual support to thousands of people every year. While religious belief and practice are never conditions for receiving help and assistance, and everyone is welcome regardless of faith background, The Scott Mission is committed to the spiritual well-being of all people through the life and witness of Jesus Christ. Their hope is for everyone to have a personal relationship with Jesus, and to express this relationship in a life of integrity and in acts of compassion toward others. The Mission is privately funded and employs over 100 dedicated staff at 502 Spadina Avenue, Toronto, its Family Centre in East York, the Collingwood Retreat Centre and its Summer Camp in Caledon. Building on the vision of its founders, The Scott Mission has remained Christ-centred in all its programs and services. It was Morris and Annie Zeidman’s belief that the hunger of the soul needed to be addressed as well as the hunger of the physical body.
Areas of accountability and shared success for all senior leaders at The Scott Mission:
1. Shapes Vision and Strategy; 2. Leads Sustainable Transformational Change and Continuous Improvement; 3. Demonstrates an Uncompromising Commitment to Operational Excellence; 4. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey; 5. Leads with Character that is God-inspired and aligned with TSM Values and Statement of Faith; 6. Shapes and Models an Inspiring and Transformational Organizational Culture; 7. Invites, Embraces and Facilitates Innovation and Agility; 8. Champions Talent to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization; 9. Decisions and Actions focus on clients as stakeholders, modeling strong servant leadership that embraces and celebrates the value of all those we serve, and aims to positively impact poverty issues in Toronto.
Position Responsibilities Include:
Organizational Leadership • Actively contribute as a member of the senior leadership team by shaping and leading organizational vision and strategy. • The Chief People Officer acts as the subject matter expert and thought-leader on organizational development, talent and culture strategy, and spiritual formation, providing advice, knowledge, methodologies and tools to the senior leadership team, board and line managers to support achievement of goals and objectives. • Effectively lead and manage an annual budget that demonstrates respectful and prudent stewardship of the resources entrusted to us.
People and Culture Strategy • Lead, develop and execute an integrated next generation People and Culture strategy and tactical initiatives that integrate with the overall TSM strategy and individual department plans; • Develop next generation leadership pipeline and development programs; • Develop a strategy to develop capability for transformational ministries; • Facilitate talent reviews and calibration process; • Develop workforce strategies that support transformation, growth initiatives and drive cultural norms and behaviours; • Implement Kingdom-class People and Culture programs and policies that reflect best practices, organizational values and principles, focus staff on the mission of the organization, connect staff with those we serve, and meet legislative compliance requirements.
Employer Brand, Value Proposition and Talent Acquisition • Develop, communicate and implement an engaging and inspiring employer brand and value proposition that translates into plans and tactics to attract, retain and support talent acquisition, retention and workplace engagement; • Pro-actively identify workforce management strategies to identify current and future talent requirements, enhance organizational capacity, mitigate risk and lost productivity; • Partner with business units to assist in their workforce planning to maximize utilization and value of talent resources; • Develop and continuously review job descriptions, key performance indicators, performance evaluations and development plans with line managers and team leaders to ensure we are positioning the organization and its people for the next level of achievement; • Develop and implement an on-boarding program that positions new talent for early success and demonstrates measurable value to both talent and the organization.
Total Rewards and Recognition • Develop, implement and continuously review a total compensation system that supports a TSM compensation philosophy and appropriately values and rewards talent, reflects total rewards best practices, and demonstrates prudent and conscientious stewardship of financial resources; • Annually review and analyze salary/benefit market trends in the social services/not for profit sector in the GTA to ensure the organization is positioned to attract and retain the talent required to achieve transformational goals; • Develops and leads programs and coaches managers on best practices to publicly recognize outstanding performance that motivate employees to demonstrate the behaviours required to achieve organizational transformation; • Manage benefits providers, negotiate contracts that provide value to employees while meeting budget/cost constraints; communicate information on benefit, pension and rewards programs.
Development and Training • Lead the identification, development and delivery of core learning programs, including external training and facilitation of in-house sessions, ensuring consistent alignment and measurable outcomes against organizational objectives and goals; • Identify career paths and succession opportunities and develop strategies to build internal capability and readiness for critical and hard to fill positions.
Performance Optimization • Lead the execution of the annual performance evaluation program, supporting line managers and other leaders to effectively manage the process and assisting them to mitigate performance risks; • Champion TSM’s values, vision and mission, demonstrating how these guiding organizational statements integrate with the achievement of individual performance goals, department plans, and organizational strategy; • Coach leaders and staff regarding performance improvement and conduct. Facilitate performance improvement planning, ensuring plans are implemented and progress is tracked to achieve desired outcome; • Act as an advisor and subject matter expert on staffing issues related to discipline, layoff and termination of employment.
Risk Management • Lead the development and continuous review of People and Culture policies and procedures to create a direct line of sight between people activities and organizational objectives; • Ensure policies and procedures comply with relevant legislation; • 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; • 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
Aug 14, 2019
Full-time / Permanent
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-centered vision for People programs and ensuring the cultural DNA of the organization is preserved and celebrated.
Organizational Profile:
The Scott Mission is a Christian ministry of mercy and love. It aims to meet the needs of people with love and compassion and seek to bring spiritual, physical, and emotional wholeness to their lives. The Scott Mission was founded in 1941 by Rev. Morris and Mrs. Annie Zeidman as a non-denominational Christian organization responding to the needs of the poor, homeless, abandoned and vulnerable of all ages. Based in Toronto, the Mission offers practical, emotional and spiritual support to thousands of people every year. While religious belief and practice are never conditions for receiving help and assistance, and everyone is welcome regardless of faith background, The Scott Mission is committed to the spiritual well-being of all people through the life and witness of Jesus Christ. Their hope is for everyone to have a personal relationship with Jesus, and to express this relationship in a life of integrity and in acts of compassion toward others. The Mission is privately funded and employs over 100 dedicated staff at 502 Spadina Avenue, Toronto, its Family Centre in East York, the Collingwood Retreat Centre and its Summer Camp in Caledon. Building on the vision of its founders, The Scott Mission has remained Christ-centred in all its programs and services. It was Morris and Annie Zeidman’s belief that the hunger of the soul needed to be addressed as well as the hunger of the physical body.
Areas of accountability and shared success for all senior leaders at The Scott Mission:
1. Shapes Vision and Strategy; 2. Leads Sustainable Transformational Change and Continuous Improvement; 3. Demonstrates an Uncompromising Commitment to Operational Excellence; 4. Provides strong spiritual leadership that is evidenced by a Christ-centred life and vibrant personal faith journey; 5. Leads with Character that is God-inspired and aligned with TSM Values and Statement of Faith; 6. Shapes and Models an Inspiring and Transformational Organizational Culture; 7. Invites, Embraces and Facilitates Innovation and Agility; 8. Champions Talent to build transformational capability, impact and outcomes, and recognizes high achievement at all levels of the organization; 9. Decisions and Actions focus on clients as stakeholders, modeling strong servant leadership that embraces and celebrates the value of all those we serve, and aims to positively impact poverty issues in Toronto.
Position Responsibilities Include:
Organizational Leadership • Actively contribute as a member of the senior leadership team by shaping and leading organizational vision and strategy. • The Chief People Officer acts as the subject matter expert and thought-leader on organizational development, talent and culture strategy, and spiritual formation, providing advice, knowledge, methodologies and tools to the senior leadership team, board and line managers to support achievement of goals and objectives. • Effectively lead and manage an annual budget that demonstrates respectful and prudent stewardship of the resources entrusted to us.
People and Culture Strategy • Lead, develop and execute an integrated next generation People and Culture strategy and tactical initiatives that integrate with the overall TSM strategy and individual department plans; • Develop next generation leadership pipeline and development programs; • Develop a strategy to develop capability for transformational ministries; • Facilitate talent reviews and calibration process; • Develop workforce strategies that support transformation, growth initiatives and drive cultural norms and behaviours; • Implement Kingdom-class People and Culture programs and policies that reflect best practices, organizational values and principles, focus staff on the mission of the organization, connect staff with those we serve, and meet legislative compliance requirements.
Employer Brand, Value Proposition and Talent Acquisition • Develop, communicate and implement an engaging and inspiring employer brand and value proposition that translates into plans and tactics to attract, retain and support talent acquisition, retention and workplace engagement; • Pro-actively identify workforce management strategies to identify current and future talent requirements, enhance organizational capacity, mitigate risk and lost productivity; • Partner with business units to assist in their workforce planning to maximize utilization and value of talent resources; • Develop and continuously review job descriptions, key performance indicators, performance evaluations and development plans with line managers and team leaders to ensure we are positioning the organization and its people for the next level of achievement; • Develop and implement an on-boarding program that positions new talent for early success and demonstrates measurable value to both talent and the organization.
Total Rewards and Recognition • Develop, implement and continuously review a total compensation system that supports a TSM compensation philosophy and appropriately values and rewards talent, reflects total rewards best practices, and demonstrates prudent and conscientious stewardship of financial resources; • Annually review and analyze salary/benefit market trends in the social services/not for profit sector in the GTA to ensure the organization is positioned to attract and retain the talent required to achieve transformational goals; • Develops and leads programs and coaches managers on best practices to publicly recognize outstanding performance that motivate employees to demonstrate the behaviours required to achieve organizational transformation; • Manage benefits providers, negotiate contracts that provide value to employees while meeting budget/cost constraints; communicate information on benefit, pension and rewards programs.
Development and Training • Lead the identification, development and delivery of core learning programs, including external training and facilitation of in-house sessions, ensuring consistent alignment and measurable outcomes against organizational objectives and goals; • Identify career paths and succession opportunities and develop strategies to build internal capability and readiness for critical and hard to fill positions.
Performance Optimization • Lead the execution of the annual performance evaluation program, supporting line managers and other leaders to effectively manage the process and assisting them to mitigate performance risks; • Champion TSM’s values, vision and mission, demonstrating how these guiding organizational statements integrate with the achievement of individual performance goals, department plans, and organizational strategy; • Coach leaders and staff regarding performance improvement and conduct. Facilitate performance improvement planning, ensuring plans are implemented and progress is tracked to achieve desired outcome; • Act as an advisor and subject matter expert on staffing issues related to discipline, layoff and termination of employment.
Risk Management • Lead the development and continuous review of People and Culture policies and procedures to create a direct line of sight between people activities and organizational objectives; • Ensure policies and procedures comply with relevant legislation; • 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; • 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
Craigwood Children, Youth and Family Services is a fully accredited not-for-profit children’s mental health centre providing a variety of innovative youth serving programs with locations in London and Ailsa Craig. Qualified applicants are invited to apply for the following position: Maintenance/Cleaner –14 hours/week (2-7 hour shifts) Location: Ailsa Craig (Some flexibility in hours required to accommodate seasonal and program needs) This position combines both cleaning and maintenance responsibilities. The maintenance/cleaner is responsible for performing general maintenance and cleaning of building and property at our locations in Ailsa Craig. Qualifications:
Demonstrated knowledge and experience in the maintenance areas of: electrical, mechanical, plumbing, HVAC, carpentry, drywalling and painting.
Secondary School diploma.
Current First Aid/CPR certificate.
Valid current driver’s license and satisfactory proof of insurability.
Two years’ experience in a directly related position.
Dependable vehicle to be able to get to work.
Flexibility and interest in acquiring new skills.
Understanding and comfort in dealing with challenging youth.
If successful, you must provide:
A valid Ontario driver’s license and have your own reliable transportation and insurability.
A Current Driver’s abstract.
Current Police Records Check & Vulnerable Position Screening.
Health Assessment.
Standard First Aid/CPR Certificate.
Please submit your application by Monday August 26, 2019 to: Human Resources, Craigwood Children, Youth & Family Services Attn: Teresa Pinches 520 Hamilton Road, London, Ontario, N5Z 1S4 Fax: (519) 432-8964 Email: resumes@craigwood.on.ca Craigwood Youth Services is dedicated to building a workforce that reflects the diversity of the communities in which we live and serve. We encourage applications from all qualified individuals. If you require a disability related accommodation in order to participate in the recruitment process please contact our Human Resources department at resume@craigwood.on.ca London is a designated area in Ontario under the French Language Services Act; bilingual candidates are encouraged to consider this opportunity While we thank all applicants for their interest, only those selected for an interview will be contacted. No telephone calls please.
Aug 09, 2019
Any
Craigwood Children, Youth and Family Services is a fully accredited not-for-profit children’s mental health centre providing a variety of innovative youth serving programs with locations in London and Ailsa Craig. Qualified applicants are invited to apply for the following position: Maintenance/Cleaner –14 hours/week (2-7 hour shifts) Location: Ailsa Craig (Some flexibility in hours required to accommodate seasonal and program needs) This position combines both cleaning and maintenance responsibilities. The maintenance/cleaner is responsible for performing general maintenance and cleaning of building and property at our locations in Ailsa Craig. Qualifications:
Demonstrated knowledge and experience in the maintenance areas of: electrical, mechanical, plumbing, HVAC, carpentry, drywalling and painting.
Secondary School diploma.
Current First Aid/CPR certificate.
Valid current driver’s license and satisfactory proof of insurability.
Two years’ experience in a directly related position.
Dependable vehicle to be able to get to work.
Flexibility and interest in acquiring new skills.
Understanding and comfort in dealing with challenging youth.
If successful, you must provide:
A valid Ontario driver’s license and have your own reliable transportation and insurability.
A Current Driver’s abstract.
Current Police Records Check & Vulnerable Position Screening.
Health Assessment.
Standard First Aid/CPR Certificate.
Please submit your application by Monday August 26, 2019 to: Human Resources, Craigwood Children, Youth & Family Services Attn: Teresa Pinches 520 Hamilton Road, London, Ontario, N5Z 1S4 Fax: (519) 432-8964 Email: resumes@craigwood.on.ca Craigwood Youth Services is dedicated to building a workforce that reflects the diversity of the communities in which we live and serve. We encourage applications from all qualified individuals. If you require a disability related accommodation in order to participate in the recruitment process please contact our Human Resources department at resume@craigwood.on.ca London is a designated area in Ontario under the French Language Services Act; bilingual candidates are encouraged to consider this opportunity While we thank all applicants for their interest, only those selected for an interview will be contacted. No telephone calls please.
Mission Services of London (MSL), a Christian faith based, not-for-profit social service agency, has a full-time opening for a Development Officer – Events & Gifts-in-Kind. This position will report to the Director of Development & Communications. Duties and Responsibilities: To provide support to the Development Team by acting as the project manager that oversees/coordinates and carries out the special events and gift-in-kind programs at Mission Services of London. This role will:
Identify, cultivate, solicit and steward gift-in-kind donations, third party events and sponsorships
Serve as main liaison for third party event organizers designating proceeds to MSL programs, including representing MSL at presentations and photo opportunities
Identify, cultivate, solicit and steward employers who include MSL in their employee giving campaigns
Play the lead role in planning, executing and evaluating MSL’s signature fundraising events (Scan Away Hunger, Fall Banquet & Silent Auction, Coldest Night of the Year) with the aim of meeting event objectives and net revenue goals. This includes event logistics like sourcing and set-up of venue; sourcing/coordinating audiovisual, catering and other services or supplies; securing of permits; vendor negotiations and coordination; event volunteer orientation and supervision; committee leadership or support; sponsor recognition/stewardship and data tracking among others
Plan, execute and evaluate MSL donor cultivation and stewardship events as assigned
Work closely with other Development Team members to promote events, support or spearhead donor/sponsor engagement, co-create event remarks and marketing/promotion materials or plans as necessary, as well as to develop and manage event-related budgets
Manage online guest surveys (SurveyMonkey), event registration pages (Eventbrite) and event payment solutions (Square), coordinating transfer of data to MSL’s own database as needed
Consistent Raiser’s Edge record keeping and use of moves management for donor/sponsor engagement Qualifications:
Post-secondary education in fundraising, event planning or related area (or equivalent work experience)
2-3 years of relationship management experience and demonstrated success in planning, execution and budget management for special events (preferably fundraising events within a not-for-profit)
Results-orientation and creativity
Ability to maintain the high energy, physical effort and stamina involved in event management, including lifting and loading of materials/equipment
Knowledge of fundraising principles, practices and techniques; personal interest in fundraising
Experience working with and overseeing volunteers in the planning and execution of events
Excellent problem-solving, interpersonal, organization and project management skills, as well as multi-tasking ability, calm under pressure, and acute attention to detail
Ability and willingness to work both independently and as a collaborative member of a multi-disciplinary team
Valid driver’s license and unlimited access to a vehicle (role requires frequent out-of-office meetings and event material/equipment pick-ups or drop-offs)
Excellent verbal and written communication skills, including presentation experience to large and diverse audiences
Excellent skills in MS Word, PowerPoint, Excel; knowledge of Raiser’s Edge is an asset Position Details:
Monday to Friday 8:30 am to 4:30 pm; expectation to work some evenings and weekends as needed Interested candidates should forward a cover letter and resume to : Mission Services of London Director of Development & Communications
Email: eayalaronson@missionservices.ca
Aug 08, 2019
Mission Services of London (MSL), a Christian faith based, not-for-profit social service agency, has a full-time opening for a Development Officer – Events & Gifts-in-Kind. This position will report to the Director of Development & Communications. Duties and Responsibilities: To provide support to the Development Team by acting as the project manager that oversees/coordinates and carries out the special events and gift-in-kind programs at Mission Services of London. This role will:
Identify, cultivate, solicit and steward gift-in-kind donations, third party events and sponsorships
Serve as main liaison for third party event organizers designating proceeds to MSL programs, including representing MSL at presentations and photo opportunities
Identify, cultivate, solicit and steward employers who include MSL in their employee giving campaigns
Play the lead role in planning, executing and evaluating MSL’s signature fundraising events (Scan Away Hunger, Fall Banquet & Silent Auction, Coldest Night of the Year) with the aim of meeting event objectives and net revenue goals. This includes event logistics like sourcing and set-up of venue; sourcing/coordinating audiovisual, catering and other services or supplies; securing of permits; vendor negotiations and coordination; event volunteer orientation and supervision; committee leadership or support; sponsor recognition/stewardship and data tracking among others
Plan, execute and evaluate MSL donor cultivation and stewardship events as assigned
Work closely with other Development Team members to promote events, support or spearhead donor/sponsor engagement, co-create event remarks and marketing/promotion materials or plans as necessary, as well as to develop and manage event-related budgets
Manage online guest surveys (SurveyMonkey), event registration pages (Eventbrite) and event payment solutions (Square), coordinating transfer of data to MSL’s own database as needed
Consistent Raiser’s Edge record keeping and use of moves management for donor/sponsor engagement Qualifications:
Post-secondary education in fundraising, event planning or related area (or equivalent work experience)
2-3 years of relationship management experience and demonstrated success in planning, execution and budget management for special events (preferably fundraising events within a not-for-profit)
Results-orientation and creativity
Ability to maintain the high energy, physical effort and stamina involved in event management, including lifting and loading of materials/equipment
Knowledge of fundraising principles, practices and techniques; personal interest in fundraising
Experience working with and overseeing volunteers in the planning and execution of events
Excellent problem-solving, interpersonal, organization and project management skills, as well as multi-tasking ability, calm under pressure, and acute attention to detail
Ability and willingness to work both independently and as a collaborative member of a multi-disciplinary team
Valid driver’s license and unlimited access to a vehicle (role requires frequent out-of-office meetings and event material/equipment pick-ups or drop-offs)
Excellent verbal and written communication skills, including presentation experience to large and diverse audiences
Excellent skills in MS Word, PowerPoint, Excel; knowledge of Raiser’s Edge is an asset Position Details:
Monday to Friday 8:30 am to 4:30 pm; expectation to work some evenings and weekends as needed Interested candidates should forward a cover letter and resume to : Mission Services of London Director of Development & Communications
Email: eayalaronson@missionservices.ca
The Men’s Mission and Rehabilitation Centre of Mission Services of London, has openings for casual relief Resident Care Worker(s). The positions will work under the supervision of the Program/Intake Supervisor. Duties & Responsibilities:
Registration of new and returning clients.
Orientation of new clients
Monitoring (i.e., conflict intervention and resolution, security, etc.) and support (i.e., responding to the needs of residents, crisis intervention, listening, etc.)
Administration of medications
Appropriate and accurate record keeping
Distribution and proper record keeping of the Guest Meal program
Qualifications:
Graduate of Secondary School (Community College preferred)
Experience working within a social service agency a must
Physically fit, as some lifting may be required
Strong verbal and written communication skills
Good listening skills
Flexibility and a willingness to respond to the needs of those in the shelter
Ability to work both independently and as a member of a team
Current First Aid/CPR and CPI certificates a definite asset
French Language Skills an asset.
Position Details:
Casual Relief Hours (Days, Afternoons, Nights, Weekends)
Please submit a covering letter and resume as soon as possible to:
Mike Toth, Program / Intake Supervisor
Email: mtoth@missionservices.ca
Aug 01, 2019
Part-time
The Men’s Mission and Rehabilitation Centre of Mission Services of London, has openings for casual relief Resident Care Worker(s). The positions will work under the supervision of the Program/Intake Supervisor. Duties & Responsibilities:
Registration of new and returning clients.
Orientation of new clients
Monitoring (i.e., conflict intervention and resolution, security, etc.) and support (i.e., responding to the needs of residents, crisis intervention, listening, etc.)
Administration of medications
Appropriate and accurate record keeping
Distribution and proper record keeping of the Guest Meal program
Qualifications:
Graduate of Secondary School (Community College preferred)
Experience working within a social service agency a must
Physically fit, as some lifting may be required
Strong verbal and written communication skills
Good listening skills
Flexibility and a willingness to respond to the needs of those in the shelter
Ability to work both independently and as a member of a team
Current First Aid/CPR and CPI certificates a definite asset
French Language Skills an asset.
Position Details:
Casual Relief Hours (Days, Afternoons, Nights, Weekends)
Please submit a covering letter and resume as soon as possible to:
Mike Toth, Program / Intake Supervisor
Email: mtoth@missionservices.ca
The Development officer role for Sarnia-Lambton and Chatham-Kent area is a full-time position w orking under the direction of the Vice President of Development; in this capacity, the Development Officer is primarily involved in fundraising related activities within the Sarnia-Lambton and Chatham-Kent communities aimed at increasing charitable revenue. This also includes: meeting annual fundraising targets in support of YMCA Strong Kids through strategic fundraising initiatives including campaign teams, branch campaigns, mailings, events, face to face asks and grant applications. Responsibilities: Annual Campaign Fundraising
Manage, Recruit and support the YMCA Strong Kids Campaign Volunteer Team with annual campaign in Sarnia and Chatham
Assist with Health, Fitness and Aquatics (HFA) locations (2) successful annual fundraising campaigns to meet annual goals
Build relationships and steward donors and supporters in Sarnia and Chatham
Complete Sponsor funding requests and stewardship for local fundraising
Technical & Admin Support
Compose and produce philanthropy related communications, marketing and stewardship material for Sarnia and Chatham Kent Community
Preparation and update of presentations for foundation and campaign meetings
Ensure timely gift deposits and recognition
Maintain donor records for Sarnia and Chatham- Kent donors
Qualifications & Experience:
Satisfactory Police Records Check
University or College Degree in related field
Minimum 3 years’ Development experience or equivalent; donor relations, community fundraising, volunteer management and corporate development
Proficiency in MS Office applications is required; experience with pulling reports, registration management, input on event website creation and updates, marketing and communication materials regarding stewardship is an asset
Competencies:
Ability to develop relationships quickly and easily
Must be able to work well under pressure and manage multiple tasks and priorities
Approaches all tasks and responsibilities from a customer service perspective
Strong problem-solving and organizational skills; effective time management and ability to meet deadlines; ability to manage a flexible schedule
Must hold a valid driver’s license and have own vehicle or Reliable transportation to facilitate weekly travel between branches
Knowledge of Revenue Canada rules around donation receipting and general Fund Development topics
To Apply :
Submit resume to workforymca@swo.ymca.ca
Deadline for application is August 23, 2019
Please answer the following questions in the body of your email. Please do not include the responses in a separate document. Only those applicants that complete these instructions will be considered for an interview. A cover letter in addition to this information is not required:
a. Please describe your philosophy of fund development’s role within an organization. b. Please identify the 5 key competencies you believe are critical to success in this role and provide an example of how you have demonstrated each of those through your professional experience. c. Please indicate your salary expectations.
We thank all applicants for their interest; however only those selected for an interview will be contacted.
Jul 31, 2019
The Development officer role for Sarnia-Lambton and Chatham-Kent area is a full-time position w orking under the direction of the Vice President of Development; in this capacity, the Development Officer is primarily involved in fundraising related activities within the Sarnia-Lambton and Chatham-Kent communities aimed at increasing charitable revenue. This also includes: meeting annual fundraising targets in support of YMCA Strong Kids through strategic fundraising initiatives including campaign teams, branch campaigns, mailings, events, face to face asks and grant applications. Responsibilities: Annual Campaign Fundraising
Manage, Recruit and support the YMCA Strong Kids Campaign Volunteer Team with annual campaign in Sarnia and Chatham
Assist with Health, Fitness and Aquatics (HFA) locations (2) successful annual fundraising campaigns to meet annual goals
Build relationships and steward donors and supporters in Sarnia and Chatham
Complete Sponsor funding requests and stewardship for local fundraising
Technical & Admin Support
Compose and produce philanthropy related communications, marketing and stewardship material for Sarnia and Chatham Kent Community
Preparation and update of presentations for foundation and campaign meetings
Ensure timely gift deposits and recognition
Maintain donor records for Sarnia and Chatham- Kent donors
Qualifications & Experience:
Satisfactory Police Records Check
University or College Degree in related field
Minimum 3 years’ Development experience or equivalent; donor relations, community fundraising, volunteer management and corporate development
Proficiency in MS Office applications is required; experience with pulling reports, registration management, input on event website creation and updates, marketing and communication materials regarding stewardship is an asset
Competencies:
Ability to develop relationships quickly and easily
Must be able to work well under pressure and manage multiple tasks and priorities
Approaches all tasks and responsibilities from a customer service perspective
Strong problem-solving and organizational skills; effective time management and ability to meet deadlines; ability to manage a flexible schedule
Must hold a valid driver’s license and have own vehicle or Reliable transportation to facilitate weekly travel between branches
Knowledge of Revenue Canada rules around donation receipting and general Fund Development topics
To Apply :
Submit resume to workforymca@swo.ymca.ca
Deadline for application is August 23, 2019
Please answer the following questions in the body of your email. Please do not include the responses in a separate document. Only those applicants that complete these instructions will be considered for an interview. A cover letter in addition to this information is not required:
a. Please describe your philosophy of fund development’s role within an organization. b. Please identify the 5 key competencies you believe are critical to success in this role and provide an example of how you have demonstrated each of those through your professional experience. c. Please indicate your salary expectations.
We thank all applicants for their interest; however only those selected for an interview will be contacted.
