OPPORTUNITY PROFILE CHIEF EXECUTIVE OFFICER

Transcription

1 OPPORTUNITY PROFILE CHIEF EXECUTIVE OFFICER

2 the right people BC NON-PROFIT HOUSING ASSOCIATION CHIEF EXECUTIVE OFFICER CONTENTS THE ORGANIZATION BC NON-PROFIT HOUSING ASSOCIATION 1 THE OPPORTUNITY CHIEF EXECUTIVE OFFICER 2 Key Areas of Responsibility 3 THE PERSON 5 Education, Experience, and Competencies 5 Personal Characteristics 6 COMPENSATION 7 CONTACT 7

3 THE ORGANIZATION BC NON-PROFIT HOUSING ASSOCIATION As the umbrella organization for the non-profit housing sector in British Columbia, the BC Non-Profit Housing Association (BCHNPHA) serves nearly 600 members that operate over 60,000 units of long-term, affordable housing in over 2,500 buildings across the Province. The BCNPHA is a strong voice for affordable housing in BC and plays a substantial role as a national leader in the sector, having been at the forefront of providing research, advocacy, tools, education, and support for affordable housing, working with all levels of government and housing stakeholders to advocate for continued development and high standards of management of affordable housing. The BCNPHA s vision and our mission is to make sure that everyone in the Province has a safe and affordable place to live. The BCNPHA over 20 staff and has an annual budget of approximately $2.5M, however the organization also has direct influence over an additional $60M in aggregated insurance, pooled accounts, and funds derived from strategic energy work. As of March 2018, the BCNPHA has $544.8M Assets Under Management (AUM) as well as an equity stake in Encasa Financial, which has over $500M AUM. With numerous member organizations and stakeholder groups, a dynamic political context, and in the face of rising housing costs across the region, the BCNPHA provides leadership and support to members and offers education, support, and services to help affordable housing providers. Developing education workshops, planning events, and advocating on provincial policies, the BCNPHA is dedicated to raising the sector s professional standards and fostering a sense of community, innovation, and entrepreneurship. To learn more, please visit the BCNPHA s website. 1 Page

4 THE OPPORTUNITY CHIEF EXECUTIVE OFFICER The Chief Executive Officer (CEO) is the leader of the BC Non-Profit Housing Association, providing operational leadership, vision, and strategy to all of its non-profit, charitable, and private sector subsidiaries. The CEO manages the interests of the Board of Directors and works with them to develop a long-term strategy for the organization and the sector. The CEO is a visible leader for the entire sector, forging collaborative relationships and strategic partnerships with government leaders, media, businesses, advocates, and other stakeholders in and related to the housing community. The CEO is responsible for implementing the organization's strategic plan by overseeing BCNPHA's operations including internal staffing decisions, financial management, and strategic partnerships. This work includes examining and advancing new areas of operation for the association that help achieve its aims of providing leadership and support to non-profit housing providers and improving access to affordable housing for all British Columbians. This also means taking a lead role in ensuring the organization is in strong operational health, which may require some inter-provincial and national travel. After a phase of successful advocacy and launching of new initiatives, the non-profit housing sector is entering an exciting time of increased resources and awareness; the CEO must ensure this activity is properly executed, that operations are sound, that partnerships are fostered, that member value is at the forefront. 2 Page

5 Key Areas of Responsibility Strategic Planning Works with the Board of Directors and a diverse range of stakeholders and partners to advance the Association's vision and strategic plan; Identifies and analyses broad and emerging issues and trends and their impact on members, services, other stakeholders, and the sector as a whole; Anticipates political challenges and takes proactive steps to determine the best course of action to address them; Develops organizational plans and strategies to meet the expected outcomes of the Board; Plans and capitalizes on new ideas that will expand or improve BCNPHA's service offerings and generate additional sources of revenue; Develops and plans for increasing the capacity of the sector; Helps prepare the sector for an evolving legislative, financial, and operational framework. Relationship Building and Advocacy Develops and maintains effective relationships with a wide variety of stakeholder groups and plans strategies to influence key opinion leaders that are important to the Association's and the sector's success; Forms strategic partnerships with like-minded organizations in order to improve efficiency, increase exposure, or better serve our members; Develops a compelling vision and plans for BCNPHA that align with and serve the interests of members and the sector, and builds support and enthusiasm for the accomplishment of these; Identifies core issues in complex situations and uses active listening, negotiating, and conflict resolution skills to balance conflicting needs and build understanding and communality of interest; Establishes and maintains alliances with other organizations and enlists their support, where appropriate, to advance the vision and mission of BCNPHA; 3 Page

6 Develops and implements a broad communications plan to build awareness and keep the sector informed of activities and the direction of BCNPHA, AHEAD, Encasa, BCNPHA Captive Insurance Inc., and any other subsidiary organizations; Understands and follows changes to the legislative framework and funding arrangements that guide the sector and advocates for changes to them when warranted; Is a key media spokesperson for the organization. Financial, Operational, and Human Resources Management Researches, plans, develops, implements, and evaluates member service programs; directs membership recruitment and retention efforts; Ensures accepted accounting practices and internal controls are in place and that the Finance Committee and Board are provided with up-to-date financial information; Develops and monitors the annual budget and risk management plan; Supports the Board and Committees in their work by providing reports, recommendations, and related information, as required, to assist them in making informed policy decisions; Maintains ongoing selection, training and development, evaluation and termination of all staff and resolves any employee conflicts, issues, and concerns; Provides effective coaching and routinely monitors performance to ensure all staff develop their skills and accomplish successful outcomes. 4 Page

7 THE PERSON The CEO should be a refined leader who is well experienced with the complexities of the non-profit housing sector, aligning strongly with the organization s mission. Possessing a collaborative leadership style, s/he builds engagement with both staff, partners, and the Board by creating a true team environment, leveraging the considerable expertise and strength that exists within the organization. The CEO should also be decisive, and possess sufficient business acumen and political savvy to assist the Board and partner organizations with complex decisions and operational plans, as well as guide staff through challenging initiatives. Education, Experience, and Competencies Relevant graduate degree or equivalent experience; Proven leader with a minimum of 5 years experience providing strategic leadership to a member-based organization; Experience working with all levels of government and a diverse range of partners and stakeholders; Board experience and a strong understanding of Board governance; Strong and authentic relationship building skills; entrepreneurial mindset; Demonstrated ethical and professional behavior; Innovative and strategic thinker with strong problem solving skills; Ability to influence others and gain understanding and acceptance of contrary opinions and viewpoints; Ability to succeed in a complex and ambiguous environment; A visionary with the ability to engage and inspire others; Highly developed communication skills: written, verbal and, listening a strong public speaker; Strong relationship development and interpersonal skills ability to consult and work with a wide range of partners and stakeholders; Strong administrative and organizational skills; and Experience developing and managing budgets financially savvy with strong business acumen. 5 Page

8 Personal Characteristics Leadership - Achieves desired organizational results by encouraging and supporting the contribution of others; a proactive and positive team player who acts with a sense of urgency and leads by example; sets and communicates clear goals. Accountable Holds self and others accountable for responsibilities; focuses on results and measuring attainment of outcomes in a business focus. Strategic Develops/implements a plan in support of organizational strategic direction. Demonstrates an understanding of the link between job responsibilities and overall organizational goals and needs, and performs one s job with the broader goals in mind. Integrity and Honesty Demonstrates a resolute commitment to and respect for the rules and core values of the organization, setting an example of professionalism and ethical propriety. Creativity and Innovation Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new, cutting edge programs/processes. Effective Working Relationships Treats colleagues, staff, and members with respect; resolves conflicts respectfully and in a timely manner, and negotiates effectively; provides effective feedback to employees. Influential and Collaborative Has an honest, open, consistent approach to working with others; possesses strong relationship and interpersonal skills, with the ability to build relationships and develop/maintain partnerships, obtaining stakeholder agreement. Communication Clearly presents written and verbal information and writes with clarity and purpose; communicates effectively in both positive as well as negative circumstances; listens well. People Development Fosters long-term learning and development of others through coaching, managing performance and mentoring; has a genuine desire to develop others and help them succeed; formally recognizes deserving staff and colleagues. Member-Focused Anticipates and attends to the needs of members, and other internal and external stakeholders of the organization; keeps the member interests in the forefront. 6 Page

9 COMPENSATION A competitive compensation package will be provided including an attractive base salary and excellent benefits. Further details will be discussed in a personal interview. FOR INFORMATION PLEASE CONTACT: Julian Manchon or Tony Kirschner DAVIES PARK EXECUTIVE SEARCH # Granville Street Vancouver, BC V7Y 1G5 Phone: (604) vancouver@daviespark.com Additional information can be found at