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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