1. Strategic Leadership

Operational Planning and Management                                              

• Implement policies and develop procedures to achieve the strategic plan and on-going operations; review and revise existing procedures on a regular basis. 
• Ensure that the operation of the organization meets the expectations of its Board, funders, and other key stakeholders.
• Prepare policies and procedures to achieve the strategic plan and on-going operations; review and revise existing policies and procedures on a regular basis.
• Oversee the efficient and effective day-to-day operation of all aspects of the organization.
• Ensure that all (including electronic) information is securely stored, and privacy/ confidentiality is maintained to meet all legal and ethical standards.

Program & Service Planning and Management

• Lead the agency’s program and service planning through an Indigenous trauma-informed lens.
• Ensure the agency’s programs meet the evolving demands of the human services sector.
• Ensure that the programs, projects, and activities contribute to the organization’s mission and reflect the priorities of the Board and what is most useful to the Indigenous community.
• Cultivate the strategic relationships necessary for effective program delivery.
• Oversee the planning, implementation, evaluation, and monitoring of the organization’s day-to-day delivery of programs, activities, and services.

Financial Planning and Management

• Work with agency accountant to develop annual budget and current financial information for presentation to the Board; work with Board members and staff where appropriate.
• Ensure that sound bookkeeping and accounting procedures are followed.
• Administer funds of the organization according to the approved budget and monitor the monthly cash flow of the organization.
• Work with accountant and staff to prepare comprehensive, regular financial and program reports as required by funders.
• Ensure the organization complies with all legislation regarding such matters as taxation, withholding payments, and charitable donations.

Risk Planning and Management

• Identify, evaluate, and implement measures to control the risks to the organization’s people (those involved with programs and services, staff, management, and volunteers), property, finances, goodwill, and image.
• Ensure that the Board of Directors and the organization carry appropriate and adequate insurance coverage and that the Board and staff understand the terms, conditions, and limitations of such coverage.

Fund Development Planning and Management

• Research funding sources, oversee the development of fund development plans, and write funding proposals to ensure adequate funding for the operation of the organization.
• Participate in fundraising activities as appropriate.

2. Building Relationships

Board Liaison

• Participate with the Board of Directors in developing the strategic plan, including the vision, mission, and values that guide the organization.
• Identify, assess, and articulate information to the Board about community trends and resources as they relate to enhancing the Board’s capacity for effective communication, decision-making, and long-term planning.
• Ensure the stability of the organization by having succession plans in place.
• Keep the Board informed of internal and external issues that affect the organization and the Indigenous community.
• Be a resource to the Board of Directors to promote informed policy decision-making.
• Be the spokesperson for the organization.
• Draft official correspondence on behalf of, or jointly with, the Board as appropriate.
• Work in collaboration with, and in support of, the Board through the development of agendas and meeting materials.

Community Relations/Advocacy

• Communicate with stakeholders to keep them informed of the work of the organization and relevant changes in the human services sector.
• Initiate and develop effective working relationships and collaborate with a broad range of systems and community sectors, including all levels of government, other non-profit organizations, community partners, funders, and other organizations.
• Contribute input to public policy in a range of ways.
• Represent the organization as appropriate (at meetings, activities) to enhance the profile and success of ACSA.
• Build and maintain relationships with internal and external stakeholders.

3. Human Resources Planning and Change Management

Human Resources

• Oversee the implementation of the human resource policies, procedures, and practices, including the development of staff job descriptions, performance management, compensation processes, and professional development.
• Establish a positive, healthy, and safe work environment in accordance with all appropriate legislation and regulations.
• Develop staff with succession and cross training in mind.
• Determine staffing requirements for optimal organizational management and project/ activity delivery.
• Recruit, interview, and select staff that have appropriate technical and personal qualifications and abilities to help further the organization’s mission.
• Ensure that all staff receive an orientation to the organization and that appropriate training is provided.
• Coach, mentor, and guide staff to improve performance.
• Respond promptly to staff performance issues, following a progressive disciplinary process.
• Provide staff with optimal remuneration and employee benefits, access to continuing education and professional development to promote employee retention and satisfaction.

Change Planning and Management

• Implement strategies to lead and support ACSA through ongoing change.
• Revise goals and plans to reflect changing priorities.
• Develop ACSA’s employees’ abilities to anticipate, respond to, and capably adjust to change.

4. General Qualifications

• Proven success managing a comparable non-profit, public sector, or other relevant community-based work environment, with progressively responsible leadership experience.
• University degree in social work, education, management, non-profit management, business, or a related field.
• Proof of education/credentials such as university or college diploma, certificate, or transcripts.
• Membership in good standing with any relevant profession associations
• Demonstrated alignment with the values of ACSA. (aboriginalcounseling.com/about)
• Thorough knowledge and experience working with the Indigenous community.
• Thorough understanding of the Indigenous community and the challenges it faces.
• Knowledge and experience in programming that addresses intimate partner violence and trauma through an Indigenous lens.
• Demonstrated strategic leadership, operational planning, and management.
• Strong financial management skills: planning, risk management and fund development.
• Demonstrated ability to build effective relationships and community.
• Strong verbal and written communication and public presentation skills.
• Demonstrated leadership and human resources management skills, with experience coaching, mentoring, and developing staff.
• Demonstrated change management skills.

5. Working Conditions

• In-person work in an office environment (Edmonton), but the mission of the organization will frequently take the Executive Director to out of office workplaces, and may involve travel within Edmonton and occasionally beyond.
• The work week includes scheduled evenings to accommodate Board meetings and to represent the organization at public events, meetings, conferences, and community events.

6. ACSA Offers

• Meaningful impact through culturally rich work.
• Annual health care spending account and joint group RRSP.
• Competitive salary range: $90,000 - $110,000 negotiable based on qualifications and experience.

Visit https://www.aboriginalcounseling.com/post/executive-director for the full Executive Director Profile.