field_remote_option

field_job_employment_type

field_job_occupational_field_parents_all

field_job_experience

job_organization_name

Be Part of an exciting time within OAMHP 
The Ontario Association of Mental Health Professionals (OAMHP) is entering a new and exciting 
phase of growth and innovation. We are looking for an ambitious, strategic, and values-driven 
leader to join our senior team: 
 
Director of Member Programs and Engagement 
This role presents an outstanding opportunity for an experienced manager and leader who is 
ready to move into director-level leadership. If you're career-minded, passionate about mental 
health, and ready to help shape the future of a dynamic professional membership association 
— we want to hear from you. 


Job title Director of Member Programs &amp; Engagement 

Reports to Executive Director 

Employment Category Full-time, Permanent 

Compensation &amp; Benefits 
ï· Competitive salary commensurate with experience 
ï· Health and dental benefits 


Job Summary 
 
The Director of Member Programs and Engagement leads the strategy, design, and execution 
of programs, services, and partnerships that strengthen member value and foster a vibrant, 
engaged professional community. This role drives revenue through membership growth, 
professional development offerings, and strategic collaborations. The ideal candidate is a 
creative and self-motivated leader who inspires others through influence rather than authority 
and thrives in a highly networked, member-centric environment. 
 

Key responsibilities 

Strategic Leadership &amp; Engagement 
ï· Develop and implement a membership growth and engagement strategy aligned with 

organizational goals and financial sustainability. 
ï· Lead the creation of high-impact programs that enhance professional development, 

practice excellence, and peer-to-peer learning. 


Revenue Generation &amp; Innovative Programming 
ï· Design and deliver innovative continuing education offerings, including webinars, 

workshops, and conferences, that generate revenue and build member loyalty. 
ï· Introduce tiered offerings or exclusive content to support value-driven membership and 

sponsorship packages. 

Partnership &amp; Stakeholder Development 
ï· Establish and grow strategic partnerships with academic institutions, training providers, 

sponsors, and related associations to co-create value and expand reach. 
ï· Represent the organization in external networks, industry events, and collaborations 

that build visibility and influence. 

Committee and Certification Leadership 
ï· Provide professional guidance and staff support to the Professional Development and 

Certification Committees. 
ï· Oversee certification standards, pathways, and learning platforms to ensure a robust 

and credible credentialing experience. 

Operational Excellence &amp; Member Insights 
ï· Supervise membership and program staff, fostering a collaborative, high-performance 

culture. 
ï· Collect, analyze, and apply member feedback and engagement data to inform 

improvements and measure success. 
ï· Leverage digital tools, including LMS and CRM platforms, to enhance the member 

experience and streamline operations. 

Equity, Diversity, and Inclusion Lens 
ï· Embed equity, diversity, and inclusion principles into all aspects of member 

engagement, program design, and partnerships. 
ï· Ensure programming and services reflect the diverse identities, needs, and perspectives 

of members. 
ï· Actively seek opportunities to reduce barriers to access and foster a welcoming and 

inclusive professional community. 
 

Required Qualifications 
 
ï· Post-secondary degree in education, psychology, health, nonprofit leadership, or a related 

discipline. 
ï· Minimum 7 years of progressive experience in program development, membership 

engagement, or stakeholder management. 


ï· Proven track record of generating revenue through programming, partnerships, or 
membership models. 

ï· Exceptional planning, facilitation, and relationship-building skills. 
ï· Demonstrated ability to lead through influence, motivate teams, and manage competing 

priorities with creativity and initiative. 
ï· Knowledge of health or mental health professional sectors 
ï· Experience with learning management systems (LMS), CRM, or event management 

platforms would be an asset. 
ï· CSAE Association Management Certification (or willingness to pursue). 

Working conditions 
 
ï· Work is performed primarily in a standard office environment. 
ï· Ability to work remotely. 
ï· Flexibility to work some evening and or weekends. 
ï· Hybrid (3–4 days in office). 
ï· Some travel required. 

Physical requirements 
 
ï· Primary functions require sufficient physical ability and mobility to work in an office 

setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, 
reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to 
operate office equipment requiring repetitive hand movement and fine coordination 
including use of a computer keyboard. 

ï· The incumbent in this position frequently communicates with internal and external 
stakeholders who require information or need support regarding the association’s 
membership. 
 

Application 
 

OAMHP is an equal opportunity employer and is committed to building a diverse and inclusive 
workplace. We strongly encourage applications from Indigenous peoples, racialized persons, 
persons with disabilities, and members of the 2SLGBTQ+ community. 
 
Please submit your resume and cover letter in a single PDF to <a href="mailto:careers@oamhp.ca" target="_blank">careers@oamhp.ca</a>. 
 
Application deadline: August 15, 2025. 
 
We thank all applicants for their interest; only those selected for an interview will be contacted.

OAMHP

Director of Member Programs & Engagement

BB&amp;C Management Services Inc. has an opening for an Association Manager to work with a national association reporting to the Executive Director. Responsibilities will include attendance at business meetings, and professional support to elected leaders and committees in the delivery of programs and services to members across Canada. The Manager will foster effective relationships with provincial, national and international stakeholders to create greater awareness of the Association and industry standards and practices. Key Accountabilities<ul><li>Monitoring and administering association procedures and centralization of official files and documents.</li><li>Managing integrated databases for membership maintenance and marketing to prospective members.</li><li>Acting as recording secretary at National Board meetings, implementing and/or causing the completion of action arising from meetings.</li><li>Serving as key staff support to elected leaders and assigned committees.</li><li>Delivery of member services as administrative hub for the Association.</li><li>Establishing and maintaining effective working relationships with stakeholders, partners, service providers, and related organizations.</li><li>Providing leadership in the preparation and release of regular communication to members and stakeholders on the Association brand and services via email, social media and current web postings.</li><li>Staff lead for the planning, coordination and promotion of an annual conference and intervening educational/general interest programs, and management of on-site/virtual delivery for each event.</li></ul>Qualifications<ul><li>Experience in governance and planning and the implementation of key deliverables for not-for-profit organizations.</li><li>Exceptional written communication and interpersonal skills with demonstrated experience in relationship building.</li><li>Strong decision-making skills, including problem-solving and creative thinking abilities.</li><li>Detail orientated with an understanding of the importance of accuracy in day-to-day administration and delivery of member services.</li><li>Highly organized, flexible, and able to multi-task while working independently and as a team member</li><li>Experience in use of social media platforms, web management and the development of quality association communication programs and organization branding</li></ul>Education: University or college degree in business administration, NFP management or equivalent education Experience: Minimum of 3 years of experience in administration, development and management of association programs and services. Language: Fluency in English is essential. &nbsp;Proficiency in, or working knowledge of, the French language is an asset. Working Conditions: There will be occasional weekend meetings as well as travel within Canada. A hybrid work environment is offered with a requirement for scheduled in-office workdays in North Mississauga on a weekly basis. This is a full time salaried or contract position, offering a salary commensurate with experience. Benefits include comprehensive health, dental and life insurance; paid sick days and personal days; summer hours; and bonus vacation days between Christmas and New Year. &nbsp;Please send your Resume and Cover letter indicating how your experience matches the outlined requirements to: <a href="mailto:acurtis@bbandc.com" target="_blank">acurtis@bbandc.com</a> We thank all candidates for their interest. Only those most closely matching our requirements will be contacted.&nbsp;

BB&C Association Management Services, Inc.

Association Manager

Job Description 

Accounting &amp; Payroll Lead Job Description 1 
Version 2 – Approved July 2025 


Accounting and Payroll Lead 
Title Accounting and Payroll Lead 

Organization Purpose Forward 

Location Fully remote, must be legally entitled to work in Canada 

Reports To Chief Executive Officer 

Position Type Permanent Full-Time (35 hours/week) 

Base Salary $70,000-85,000 annually 

Target Bonus Up to 15% of annual salary 

Target Start Date By September 8, 2025 


About Purpose Forward 

We are a national non-profit that was founded in 2021 with a mission to activate operational capacity 

throughout the grassroots social purpose sector. Currently, we do this through ongoing back-office 

support (finance, HR, payroll, basic IT), consulting services, training, and research. Our team is fully 

distributed and has been remote since inception, providing monthly allowances to cover your home 

internet and a WFH reimbursement to ensure your home setup is suitable for your needs. 

Objective 

You keep the financials of us and our clients up to date with your exceptional attention to detail, critical 

thinking, and customer service skills. Your expertise in fund accounting, full-cycle accounting, payroll, 

and non-profit grant management will ensure our clients are well positioned to understand their 

financial story. You will have a savvy for identifying inefficiencies, documenting, and recommending 

business process improvements along the way. Overseeing the Accounting Specialist and working 

closely with the CEO, our Operations &amp; Client Success Lead, and directly with our non-profit clients, 

the Accounting &amp; Payroll Lead will be central to us achieving our mission of activating operational 

expertise across the grassroots social purpose sector. 

Duties and Responsibilities 

The duties of this role will vary as the organization evolves, making adaptability a core competency 

for the incumbent to possess. The primary focus areas for this position are: 

Finance &amp; grant management 

1. Oversee and review full cycle accounting duties for Purpose Forward as well as multiple 

clients, primarily in QuickBooks Online. 

2. Ensure payroll, payables, and receivables are processed in a timely manner for clients. 

3. Lead the period end (month, quarter, year) processes to ensure the accuracy of financial 

information. 

4. Manage all grants and funding restrictions, including supporting budget preparation, 

maintaining QBO and other systems, tracking cost allocations, generating financial reports, 

monitoring the receivables cycle, and generating funder reports. 

5. Develop and prepare remittances and reports for various stakeholders, including 

management, Boards, funders, government, and staff. 

6. Act as the primary support for the external auditors for our clients, gathering backup and 

coordinating responses. 

7. Lead the development of budgets, financial packages, process audits, and portfolio reviews to 

our clients. 

8. Oversee internal control procedures to document compliance with regulations and policies. 


Job Description 

Accounting &amp; Payroll Lead Job Description 2 
Version 2 – Approved July 2025 


Payroll 

1. Lead the administration and processing of all payroll, benefits, and pensions for us and our 

clients using various systems. 

2. Prepare remittances and reconciliations for various stakeholders, including management, 

Boards, funders, government, and staff. 

3. Oversee the year-end payroll processing for us and our clients. 

4. Load payroll journal entries, calculate accruals, allocate labour costs, and coordinate the 

development of updated labour projections as needed. 

5. Provide labour costing to clients for the development of new project budgets upon request. 

Client Support &amp; Technical Training 

1. Respond to client requests in a timely and professional manner, maintaining details within our 

ticketing system. 

2. Act as the first escalation point for most client requests and the primary point of contact for 

others, ensuring the client needs are met to their satisfaction. 

3. Work directly with clients and internal stakeholders to develop ticketing processes, immediate 

feedback loops, and other client-centric user enhancements. 

4. Develop training guides and knowledge bases for services we support broadly. 

Process Automation &amp; Standardization 

1. Under the leadership of the CEO and our IT team, you will automate routine activities (such 

as data collection, reporting, etc.) using Microsoft PowerApps, PowerAutomate, and PowerBI 

to improve efficiency and accuracy. 

2. Maintain and enhance existing automations, becoming the subject matter expert for 

automating financial processes internally and with our clients. 

3. Identify, consult, and execute initiatives to standardize our procedures across clients to 

improve data quality, reduce risk, and implement best practices. 

Qualifications and Requirements 

The ideal candidate: 

1. Has a Canadian CPA designation and at least 3 years of relevant industry/assurance 

experience OR has a minimum of 5 years of full-cycle accounting experience in the Canadian 

non-profit sector. 

2. Is an advanced MS Excel user or has relevant programming experience to effectively 

manipulate data for automated posting and reporting. PowerQuery and multi-level formulas 

will be evaluated during the interview process. 

3. May also have a payroll designation and/or payroll experience, which are a strong asset. 

4. Will be able to demonstrate good judgement, critical thinking skills, adaptability, and ability to 

communicate effectively. 

5. Will be comfortable with using technology and have a desire to learn new tools that make time 

for you to focus on the creative part of the job. 

6. Proficiency in English (written and verbal) is required, while French is considered an asset. 

How to Apply 

The application form will close automatically on Sunday, August 10, 2025. No responses will be 

accepted after that time. Applications will only be accepted through our website at 

<a href="https://www.purposeforward.org/join-our-team/" target="_blank">https://www.purposeforward.org/join-our-team/</a>. 


<a href="https://www.purposeforward.org/join-our-team/" target="_blank">https://www.purposeforward.org/join-our-team/</a>


Job Description 

Accounting &amp; Payroll Lead Job Description 3 
Version 2 – Approved July 2025 


Purpose Forward is dedicated to building an organization that reflects the diversity of communities 

across Canada. This includes diversity in languages spoken, culture, race, sexual orientation, and 

gender identity. Requests for accommodation due to disability can be made at any stage in the 

recruitment process by emailing <a href="mailto:joinus@purposeforward.org" target="_blank">joinus@purposeforward.org</a>. 

<a href="mailto:joinus@purposeforward.org" target="_blank">mailto:joinus@purposeforward.org</a>

Purpose Forward

Accounting and Payroll Lead

ACCESS TO JUSTICE BRITISH COLUMBIA (A2JBC)COLLABORATIVE LEAD ROLE: &nbsp;Lead BC’s Transform the Family Justice System CollaborativeLocation:&nbsp; Remote with some in-person (BC based) Position Type:&nbsp; Full-Time Contract (12 months, subject to renewal) Reports To:&nbsp;&nbsp;Collaborative Strategy Committee &amp; A2JBC Steering Committee Compensation:&nbsp;&nbsp;$80,000 to $120,000 per annum (see below for details)About the Transform the Family Justice System CollaborativeAccess to Justice BC (A2JBC) seeks expressions of interest from creative and strategic leaders and facilitators to be the Lead for a dynamic, intersectoral network, the <a href="http://www.transformfamilyjusticebc.ca" target="_blank">Transform the Family Justice System Collaborative</a>(the Collaborative).&nbsp;The&nbsp;Collaborative is a systems change network made up of committed individuals and organizations working to achieve child, youth, and family well-being by driving innovation in BC’s family justice sector. The Collaborative promotes capacity building, experimentation, and co-creation of new approaches that place families and their needs at the centre of the system.At the heart of the Collaborative is the&nbsp;<a href="https://transformfamilyjusticebc.ca/strategy/" target="_blank">BC TFJS Strategy Map</a>, which guides its collective efforts. The Strategy outlines key objectives to foster participants’ capacity to engage in systems change, understanding of brain science and social determinants of legal issues and collaboration on innovative prototypes and policies. Striving for and tracking progress on these objectives can lead to more accessible, effective, and people-centred processes that, ultimately, increase family well-being.Position OverviewThe Lead is a contractor and will work from their own premises with their own equipment. The contract is expected to be full-time, yet this is negotiable. The Lead, after consulting with A2JBC’s Strategic Coordinator, will set their hours, as necessary to deliver the work.The Collaborative Lead will be pivotal in advancing the Collaborative’s vision by:<ul>	<li>Educating and engaging stakeholders about the BC TFJS Strategy Map.</li>	<li>Moving forward the capacity-building and innovation objectives outlined in the TFJS Strategy Map.</li>	<li>Strengthening the involvement of youth and Indigenous participants, ensuring their voices and lived experiences shape the Collaborative’s work.</li>	<li>Building and maintaining relationships with BC’s First Nations and agencies that serve them, ensuring culturally relevant engagement and collaboration.</li>	<li>Facilitating the Collaborative Strategy Committee meetings and Communities of Action meetings that typically occur virtually to share, discuss, and reflect on innovative ideas, pilots, and prototypes.</li>	<li>Overseeing the Collaborative’s communications, outreach, and engagement, including one-on-one connections with justice sector leaders, volunteers, and current and potential participants.</li>	<li>Supporting and collaborating with Access to Justice BC’s (A2JBC) Strategic Coordinator and other contractors to align efforts.</li>	<li>Managing the Collaborative’s digital presence through website updates, newsletters, posts on LinkedIn and Bluesky and written reporting, assisted by&nbsp;an&nbsp;Administrative Coordinator.</li>	<li>Ideally, the Lead will also identify and show leadership in drafting and applying for grants to increase the Collaborative’s capacity and will be comfortable taking a team approach to support themselves and the work.</li></ul>The Lead is an independent contractor responsible to the A2JBC Steering Committee and guided by the Collaborative Strategy Committee. Agreed compensation will depend on experience and the amount of time dedicated to the role. If the services are provided at the equivalent of a full-time basis, this will be in the range of $80,000 to $95,000 annually, plus GST.&nbsp;&nbsp;A2JBC expects a full-time level commitment, or alternatively (upon negotiation) a minimum commitment of 4 to 4.5 days a week will be required. The contractor will be responsible for remitting their own tax, including GST. The contractor will submit monthly invoices for their fees and reasonable disbursements. The contractor will need to travel from time to time, as required. A2JBC related travel to meetings outside southern coastal BC is covered at A2JBC’s expense. Periodic A2JBC and TFJS Collaborative meetings take place in Metro Vancouver.Key Responsibilities1. Coordinating the Strategy Committee &amp; Communities of Action <ul>	<li>Organize and facilitate regular meetings of the Collaborative Strategy Committee, ensuring effective communication, agenda-setting, and documentation of outcomes.</li>	<li>Lead and oversee three to four virtual Communities of Action, supporting meaningful knowledge sharing, relationship building and collective input towards aligning efforts, furthering innovative ideas and prototyping.</li>	<li>Foster engaging, inclusive, and results-oriented discussions within all groups.</li>	<li>Ensure representation and meaningful participation of Indigenous and youth voices in all Communities of Action.</li></ul>2. Strengthening Indigenous and Youth Involvement<ul>	<li>Proactively engage with BC’s First Nations and Indigenous-serving organizations to build trusting, collaborative relationships.</li>	<li>Support meaningful participation of Indigenous partners in the Collaborative’s activities, ensuring culturally safe and respectful engagement.</li>	<li>Facilitate and promote youth involvement by identifying and collaborating with youth-serving organizations, ensuring that youth with lived experience in the family justice system have a platform for their voices.</li>	<li>Champion inclusive, accessible, and culturally safe spaces for youth and Indigenous participants to share their perspectives.</li></ul>3. Communications, Outreach &amp; Engagement<ul>	<li>Serve as a primary liaison with justice sector leaders, volunteers, Indigenous organizations, and Collaborative participants, strengthening relationships and promoting collaboration.</li>	<li>On a weekly basis, develop and post engaging content on LinkedIn and Bluesky, amplifying the Collaborative’s work and fostering dialogue with the broader family justice community.</li>	<li>On a monthly basis, manage and update the Collaborative’s website content.</li>	<li>On a bi-monthly basis, gather information from your own activities as well as those of fellow contractors to create cumulative, high-level update reports to share with the Collaborative Strategy Committee and A2JBC Steering Committee.</li>	<li>On a quarterly basis, create and distribute newsletters, featuring updates on Collaborative activities, innovations, and family justice sector news.</li></ul>4. Engagement in the Cross-Canada TFJS Alliance <ul>	<li>Participate in and engage with the Cross-Canada TFJS Alliance, representing the Collaborative and sharing insights.</li>	<li>Build connections with family justice systems change leaders across Canada, identifying opportunities for collaboration and knowledge exchange.</li></ul>5. Capacity &amp; Resource Development<ul>	<li>Actively contribute to strategic and sustainability discussions and planning, supporting the development and credibility of the Collaborative.</li>	<li>Work toward building a team of specialized contractors who can work with the Collaborative Lead to support the Collaborative’s objectives.</li>	<li>Ideally, work with the A2JBC Strategic Coordinator to develop volunteer guidance and supports and to identify and apply for grants and other opportunities to expand the Collaborative’s capacity and funding base.</li></ul>6. Collaboration with A2JBC and Contractors<ul>	<li>Work closely with A2JBC’s Strategic Coordinator to manage the TFJS Collaborative’s workflows and annual budget, alongside aligning and coordinating shared efforts with other contractors and sub-contractors.</li>	<li>Ensure consistent communication and collaboration with other contractors, involved representatives and participants and project or activity partners.</li></ul>Qualifications &amp; Experience<ul>	<li>Three or more years of experience in the justice sector or closely associated sectors, in legal practice, program coordination, stakeholder engagement, and facilitation, inclusive of the non-profit, social service, or social innovation sectors.</li>	<li>Degree in a related discipline or equivalent experience, including lived experience.</li>	<li>Experience building relationships with Indigenous Nations and working in culturally safe and respectful ways.</li>	<li>Experience in youth engagement and participation strategies, with a focus on amplifying youth voices.</li>	<li>Strong communication and relationship-building skills, with the ability to engage effectively with diverse stakeholders, including sector leaders, Indigenous communities, and diverse volunteers.</li>	<li>Strong skills in designing and facilitating virtual groups and fostering collaborative, action-oriented discussions.</li>	<li>Proficiency in digital communications (e.g., website management and social media platforms).</li>	<li>Knowledge of family justice and Indigenous justice issues, including&nbsp;some familiarity with the concept of legal pluralism and Indigenous legal orders, and a passion for access to justice and systems change.</li>	<li>Ability to work independently, collaboratively, and with adaptability on multiple activities and tasks with overlapping needs and deadlines.</li>	<li>Understanding of issues related to the use of technology in the justice sector, and personal proficiency in the use of work-related technology.</li>	<li>An appreciation for detail-oriented human resources and fiscal management.</li>	<li>Experience with team development, grant writing and&nbsp;partnership management&nbsp;are assets.</li></ul>Why Join Us?<ul>	<li>Build upon existing aspects of your leadership skills and develop new ones in an initiative driving collaborative innovation in BC’s family justice sector.</li>	<li>Work alongside and develop relationships with inspiring inter-sectoral leaders and changemakers committed to transforming family justice.</li>	<li>Build and strengthen meaningful connections with Indigenous organizations and youth, ensuring their ideas and views influence systems change efforts.</li>	<li>Enjoy flexibility and autonomy while in a dynamic, purpose-driven role.</li>	<li>Contribute your experience and skills to meaningful, system-level change activities that support the well-being of children, youth, and families.</li></ul>Next Steps Upon ApplicationA2JBC will request references from candidates under serious consideration and interviews will be in August 2024. Interested individuals should submit expressions of interest as soon as possible with a first deadline of August 11 and second deadline of August 31. The start date will ideally be in August and a “soft start” can be negotiated.Thank you!

Access to Justice BC

Collaborative Lead

Terms of Reference: External Evaluation Consultant 
At Home in Canada Phase 4 Project 


1. Background 

Mothers Matter Canada (MMC) is a national leader in delivering evidence-based, culturally 
responsive settlement programming to vulnerable and isolated, and often low-income 
newcomer mothers of children between two and five years of age. The programs have their 
entry point in early childhood education and parental support programming. The flag programs 
HIPPY (Home Instruction for Parents of Preschool Youngsters) and SMART (Supporting 
Mothers and Raising Toddlers) build mothers’ confidence, capacity, and community 
connections and catalyze families’ settlement processes in Canada alongside enhancing 
children’s school-readiness. As the licensing and monitoring body of HIPPY and SMART, MMC 
ensures standardization, model fidelity, innovation, and continuous quality improvement across 
a national network of Service Provider Organizations (SPOs). 
 
The At Home in Canada Phase 4 (AHIC4) project is a multi-year initiative (2025–2028) funded 
by Immigration, Refugees and Citizenship Canada (IRCC). It aims to strengthen the settlement 
and integration outcomes of vulnerable, isolated, and newcomer/refugee mothers and their 
children by supporting capacity building among coordinators and home visitors, many of whom 
are newcomer women themselves. 
 
The project includes activities such as trainings for home visitors and coordinators at 
settlement organizations housing HIPPY and/or SMART, tool and resource development to 
address existing and emerging needs of partner SPOs, program adaptation for partners serving 
rural, small centre, and francophone communities, building bridges with Indigenous 
communities, and knowledge mobilization and capacity building for partners and program staff. 
To ensure upward and downward accountability and to capture learning to further strengthen 
its processes and programs, MMC seeks an external evaluator to evaluate the AHIC4 program. 
Following are more details on the purpose, expectations, and consultant experience: 
 

2. Purpose of the Evaluation 

The external evaluation will serve multiple functions: 
a. Learning &amp; Improvement: To provide actionable insights for MMC, SPOs, and funders 

on what is working well, where there are gaps, and how to improve programming, 
training, and capacity-building initiatives across the national HIPPY/SMART network. 

b. Effectiveness &amp; Impact Measurement: To assess the extent to which the project has 
contributed to increased SPO capacity, integration outcomes for newcomer/refugee 
mothers, improvements in child development and school readiness, and broader 
systemic outcomes such as employment readiness, sustainable living, digital inclusion, 
cultural safety, and community building. 

c. Equity and Systems Change: To evaluate how well the project embeds, promotes, and 
contributes to sustainable livelihoods, gender-based analysis (GBA+), trauma-informed 
care, Indigenous-newcomer relationship building, anti-racism, and intersectional service 
delivery across multiple communities and languages. 


d. Knowledge Mobilization: To generate evidence, lessons learned, and promising 
practices that can be disseminated across the settlement, early childhood education, 
and gender equity sectors in Canada. 


3. Key Evaluation Questions 

These evaluation questions can be modified based on consultation between external 
evaluator/s at the time of finalization of the evaluation framework. 

a. Relevance and Design 
i. To what extent does the AHIC Phase 4 project respond to the evolving needs of 

newcomer and refugee mothers and their families? 
ii. Are the program tools, processes and resources culturally, linguistically, and 

contextually appropriate for diverse communities? 
b. Effectiveness and Outcomes 

i. What changes have occurred at the SPO level in terms of staffing, training uptake, 
coordination, and quality of service delivery? 

ii. How has participation in the HIPPY/SMART programs impacted mothers’ 
integration, language acquisition, social connection, digital literacy, and workforce 
readiness? 

iii. How has partner SPO and sector capacity enhanced through partnership for 
implementing HIPPY/SMART programs? 

iv. What improvements are observed in children’s early learning and school 
preparedness? 

c. Implementation and Fidelity 
i. How consistently are training, tools, and monitoring protocols being implemented 

across SPOs? 
ii. To what extent has MMC supported sites in maintaining fidelity to the 

HIPPY/SMART models while allowing for contextual adaptation (e.g., rural, 
Francophone, Indigenous partnerships)? 

d. Capacity Building and Innovation 
i. How effective have MMC’s capacity-building strategies been for coordinators and 

home visitors (including training, mentorship, professional development, and 
leadership pathways)? 

ii. What is the uptake and impact of new thematic modules (e.g., autism, 
gender-based violence, reconciliation, anti-racism) and digital tools? 

e. Equity, Inclusion, and Cultural Safety for all partner SPOs and clients broadly, and more 
specifically for rural, small centre, and Official Language Minority Communities (OLMCs) 
serving partner SPOs and clients 

i. To what extent does the project foster culturally safe, trauma-informed, and GBA+ 
aligned practices? 

ii. Are Francophone, rural, small centre, and racialized SPOs and families experiencing 
equitable outcomes? 

f. Sustainability and Systems Influence 
i. What structural changes (e.g., internal policies, workforce diversification, 

partnerships) have occurred within SPOs as a result of the project? 
ii. What are the opportunities to scale or replicate effective elements of the program 

model? 


iii. What are good practices, challenges, lessons learnt, and recommendations for 
partner SPOs, MMC, and IRCC to strengthen programming and catalyze settlement 
outcomes? 


4. Ethics and Values in Evaluation 
The consultant will be expected to uphold the highest ethical standards throughout the 
evaluation process. This includes: 

a. Adopting a trauma-informed, culturally safe, and anti-oppressive approach in all 
engagements with clients, home visitors, coordinators, and community partners 

b. Ensuring informed consent, privacy, and confidentiality for all participants 
c. Applying “do no harm” principles, particularly when engaging with vulnerable or 

equity-deserving populations 
d. Embedding Gender-Based Analysis Plus (GBA+) and intersectionality in both 

methodology and interpretation 
e. Respecting local and cultural norms, especially in communities with lived experience of 

displacement, marginalization, or trauma 
f. Maintaining full transparency with MMC and partners about intent, use of findings, and 

limits of confidentiality 
 
MMC reserves the right to approve all data collection tools and reserves the responsibility to 
intervene if evaluation processes do not align with the above values. 
 

 
5. Consultant Qualifications (Revised) 

The external evaluator may be an individual or a consulting firm/team, and must demonstrate 
the following: 

a. Education: Graduate degree (Master’s or PhD) in a relevant field such as Social Work, 
Public Policy, Evaluation, International Development, Education, Gender Studies, or 
Community Health. 

b. Professional Experience 
i. Minimum of 7 years of evaluation experience, including evaluations of large-scale, 

multi-site social or settlement sector projects 
ii. Demonstrated experience conducting mixed-methods evaluations using 

participatory, feminist, culturally responsive, and GBA+ frameworks. 
iii. Experience with early childhood development, family-centered or rights-based 

programming, or maternal health and wellbeing is a strong asset. 
iv. Familiarity with Canada’s settlement sector, IRCC-funded programs, and 

immigrant/refugee integration 
c. Technical Skills 

i. Proficiency in analyzing both qualitative (e.g., interviews, focus groups) and 
quantitative (e.g., database/ETO, surveys) data. 

ii. Experience in working with large datasets and performance measurement tools. 
iii. Ability to produce high-quality reports and accessible presentations tailored to 

diverse audiences, including community-based organizations, government funders, 
and policy stakeholders. 

d. Language and Accessibility 


i. Bilingualism (English and French) is highly preferred; at minimum, the team must 
have capacity to collect and analyze data in both official languages. 

ii. Demonstrated commitment to trauma-informed and inclusive evaluation practices. 
 


6. Deliverables 

# Deliverable Details Language Timeline 
1 Final 

Evaluation 
Framework 

Includes methodology, evaluation 
questions, tools, indicators, and timelines 

English Within 6 weeks of 
contract signing 

2 Mid-Term 
Evaluation 
Report 

Analysis of progress, recommendations, 
and emerging outcomes 

English &amp; 
French 

November, 2026 

3 Final 
Evaluation 
Report 

Full assessment of project effectiveness, 
outcomes, and implementation; includes 
follow-up on mid-term recommendations 

English &amp; 
French 

February, 2028 

4 Presentation 
Decks 

Visual presentation of findings for both 
mid-term and final reports 

English &amp; 
French 

Alongside each 
report submission 

5 Strategic 
Committee 
Participation 

Participate in 2 to 3 meetings to present 
methodology, approach, and key findings 

English 
and 
French 
(verbal) 

Ongoing 
throughout the 
evaluation cycle 

6 Submission 
of Raw Data 

All anonymized raw data, transcripts, 
surveys, and notes used in evaluation 

English 
and/or 
French 

At time of mid term 
and final report 
submission 


How to Apply? 
 
We strongly encourage applications from equity-deserving groups to apply, recognizing that 
they are “equity-deserving” rather than having to earn access to opportunities. 
 

a. The technical proposal should include: 
i. A cover letter outlining interest and availability 
ii. A detailed methodology and evaluation plan aligned with the scope and questions 

outlined in this ToR 
iii. A work plan with proposed timelines 
iv. CV(s) of the evaluator(s) highlighting relevant qualifications and evaluation 

experience 
v. Two examples of similar evaluation reports completed in the past five years 
vi. Contact information for at least two professional references 

b. The financial proposal should outline a total cost for the project (including fees, travel, 
taxes, and disbursements) with a breakdown by deliverable and timeframe. 


 
7. Assessment Criteria: 

 
Proposals will be assessed based on the following weightage: 
 

a. Technical Proposal (60%), including methodology (25%), evaluator/team experience 
(20%), and proposed work plan and timeline (15%) 

 
b. Financial Proposal (40%), based on cost-effectiveness and value for money 

 
Final selection will consider both the quality of the proposed evaluation approach and the 
ability to deliver within the allocated budget. 
 
 

8. Budget 
 
The available budget for this evaluation is CAD 55,000 to $60,000, all-inclusive of fees, travel, 
and other associated costs.

Mothers Matter Canada

External Evaluator for At Home In Canada Programs

Request for Proposal (RFP) 
 

Project Name: Enhanced Learning Community Development 
 

Deadline for Submission: August 15th 2025 
 

1. Introduction 

A Way Home Canada (AWHC) is seeking the services of a qualified consultant to 
support the development of an enhanced National Learning Community on Youth 
Homelessness. 

2. Background 

About A Way Home Canada (AWHC) 

AWHC is a national coalition reimagining solution to youth homelessness. Our work 
spans policy, planning, and practice and supports a proactive, prevention-focused 
approach. We collaborate with all levels of government, community organizations, 
service providers, and philanthropy, backed by evidence-driven strategies and a 
commitment to rights-based interventions. 

The National Learning Community on Homelessness (LC) 

The National Learning Community on Youth Homelessness is a pan-Canadian network 
composed of leading youth-serving organizations committed to collaborative learning 
and action. This pan-Canadian “community of practice” is dedicated to shortening the 
amount of time any young person is mired in an emergency situation. These passionate 
practitioners are fostering shifts in their local policies and practices in order to achieve 
this goal. The Learning Community also works closely with A Way Home Canada to 
ensure that our policy and planning work is both informed by what’s happening “on the 
ground” in communities, as well as guided by the voices of people with lived experience 
of youth homelessness. 

Formed in 2006 through the National Initiatives Program of Eva’s Initiatives (Toronto), it 
is the only network of its kind focused on youth homelessness in Canada. Today there 
are 29 member organizations from across Canada. 

<a href="https://awayhome.ca/about-a-way-home-canada/coalition-members/" target="_blank">https://awayhome.ca/about-a-way-home-canada/coalition-members/</a>

3. Project Scope of Work 

The selected consultant will be responsible for creating a comprehensive plan to 
enhance the Learning Community. The plan must include: 

 • Executive Summary 
 • Revised scope and purpose of the Learning Community 
 • Revised and updated Learning Community Theory of Change 
 • Revised Membership Manual including: 

o Roles and responsibilities 
o Expectations 
o Benefits 
o Time commitments 

 • Financial considerations outlined 
 • Evaluation plan and materials to assess the effectiveness of the Learning 

Community and to solicit regular feedback from members 
 • Action plan with next steps for implementation 

The consultant will also address the following guiding questions: 

 • Is the original purpose of the membership group still relevant? 
 • Does this group fulfill a unique need not met by other organizations? 
 • How has the context changed, or environment changed? 
 • What AWH needs can the LC help to meet? What needs of the LC members can 

AWH help to meet? 
 • What membership criteria should be in place? 

 
4. PROCESS AND REQUIREMENTS FOR SUBMITTING APPLICATIONS 

Applicants must submit a written proposal including the following sections: 

A. Proposal Sections 
 

Section 1: Description of applicant’s understanding of the scope and purpose of the 
project 


Section 2: Description of applicant’s previous experience completing projects of a 
similar scope and nature (a minimum of three examples that identify the activities 
carried out and the impact of the project) 


Section 3: Timeline including milestones and deliverables 


Section 4: Listing of project team members 


B. Budget Breakdown: 
 

In compliance with our procurement policies, the budget for this project is $30,000. In 
addition to the components listed above, applicants are required to provide a detailed 
budget that is structured in the following way: 
 
Breakdown of hours and cost for each aspect of the project: 

The hourly rate of each project team member 

The hours required to complete each aspect of the project 
A list of any ancillary costs associated with the project (cannot exceed 10% of the total 
budget) 


C. Submission Process 
 

Applicants are required to email their completed proposal, including the specified 
sections listed above, in PDF format to Victoria Morgan by Friday August 15th at 5pm 
EST. Please include: “RFP Response: Business Plan” in the subject line. 
 
 D. Questions 


Applicants can submit questions to Victoria Morgan and expect a response within one 

business day. 


We look forward to receiving your proposal and partnering on this important work to 
advance youth homelessness prevention and systems transformation across Canada. 


<a href="mailto:vmorgan@awayhome.ca?subject=RFP%20Enquiry" target="_blank">mailto:vmorgan@awayhome.ca?subject=RFP%20Enquiry</a>
<a href="mailto:vmorgan@awayhome.ca" target="_blank">mailto:vmorgan@awayhome.ca</a>

<ul>	<li>1. Introduction</li>
	<li>2. Background</li>
<ul>	<li>About A Way Home Canada (AWHC)</li>
</ul>
	<li>3. Project Scope of Work</li>
</ul>

A Way Home Canada

Enhanced Learning Community Development

VER-09-2020 1 


Volunteer Title: Diversity, Equity, and Inclusion 
Coordinator 

Position Class: Team Lead 

Reports To: Vice-Chair of the Board of 
Directors/COO 

Term: N/A 

Volunteer Job Description 

Position Summary &amp; Job Purpose: 
The Diversity, Equity, and Inclusion (DEI) Coordinator will coordinate, review, enhance, and implement volunteer 
equity programs and systems that support the CPHS’s recruitment and retention strategies of a diverse volunteer 
workforce. The DEI Coordinator will also provide consultation and education on DEI issues for the organization 
and build strategic relationships that directly support the CPHS’s goals and DEI initiatives. 
 
Duties &amp; Responsibilities 

 • Designing and developing DEI programming designed to recruit and retain volunteers from marginalized 
communities. 

 • Maintaining and monitoring the CPHS’s Accessible Plan and accessibility requirements and initiatives. 

 • Building strategic relationships with stakeholders that supports CPHS’s goals of creating a diverse 
volunteer workforce and inclusive organization. 

 • Developing and delivering presentations and information sessions regarding DEI topics to stakeholders. 

 • Providing consultation to the Board of Directors and Executive on issues related to DEI. 

 • Create written content on DEI matters for the CPHS website, reports, and newsletter. 
 
Qualifications: 

 • Education and/or experience in Human Resources and/or DEI. 

 • Demonstrated commitment to DEI and understanding challenges face by marginalized communities. 

 • Experience and demonstrated effectiveness in promoting DEI programming and strategic planning. 

 • Motivated to stay abreast of trends, developments, and best practices in DEI. 

 • Proven skills in managing projects and delivering on tight timelines. 

 • Strong communication, presentation, and interpersonal skills. 
 

We are committed to ensuring our Board of Directors and supporting volunteer base are made up of a diverse 
group of individuals. We encourage the following groups to get involved with the CPHS: 

 • Trans Identified 

 • Non-Binary Identified 

 • Female Identified 

 • BIPOC 

 • Person with a Disability 

 • People aged 40+ 

 • French-speaking or other languages spoken besides English 

For more information on the CPHS please visit our website at <a href="http://www.cphs.ca" target="_blank">www.cphs.ca</a>. 

Interested applicants can apply at <a href="mailto:HR@cphs.ca" target="_blank">HR@cphs.ca</a> 


We thank you for your interest and will contact you if you are selected for an interview. 

<a href="http://www.cphs.ca/" target="_blank">http://www.cphs.ca/</a>
<a href="mailto:HR@cphs.ca" target="_blank">mailto:HR@cphs.ca</a>

VER-09-2020 2 


Titre du volontaire: Coordonnatrice / Coordonnateur 
de la diversité, équité, et 
inclusion 

Position Class: Chef d’équipe 

Supervisé par: Vice-présidente / Vice-président 
du Conseil des directeurs 

Durée: N/A 

Description du poste du volontaire 

Résumé du poste 
Le coordonnateur de la diversité, de l'équité et de l'inclusion (DEI) coordonnera, examinera, améliorera et mettra en 
Åuvre des programmes et des systèmes d'équité en matière de bénévolat qui appuient les stratégies de recrutement 
et de rétention de la Société Historique de la Fierté Canadienne (SHFC) d'une main-d'Åuvre bénévole diversifiée. Le 
coordinateur DEI fournira également des conseils et une formation sur les questions DEI pour l'organisation et établira 
des relations stratégiques qui soutiennent directement les objectifs de la SHFC et les initiatives DEI. 
 
Devoirs et responsabilités 

 • Concevoir et développer des programmes DEI conçus pour recruter et retenir des bénévoles issus de 
communautés marginalisées. 

 • Maintenir et surveiller le plan d'accessibilité de la SHFC et les exigences et initiatives en matière d'accessibilité. 

 • Établir des relations stratégiques avec les intervenants qui soutiennent les objectifs de la SHFC et créer une main-
d'Åuvre bénévole diversifiée et une organisation inclusive. 

 • Élaborer et offrir des présentations et des séances d'information sur les sujets DEI aux intervenants. 

 • Fournir des conseils au conseil d'administration et à l'exécutif sur les questions liées à la DEI. 

 • Créer du contenu écrit sur les questions DEI pour le site Web, les rapports et le bulletin d'information de la SHFC. 
 
Qualifications 

 • Formation et/ou expérience en Ressources Humaines et/ou DEI. 

 • Engagement démontré envers la DEI et compréhension des défis auxquels sont confrontées les communautés 
marginalisées. 

 • Expérience et efficacité démontrée dans la promotion de la programmation DEI et de la planification stratégique. 

 • Motivé à rester au courant des tendances, des développements et des meilleures pratiques en DEI. 

 • Compétences prouvées dans la gestion de projets et la livraison dans des délais serrés. 

 • Solides compétences en communication, en présentation et en relations interpersonnelles. 
 
Nous nous engageons à faire en sorte que notre conseil d'administration et notre base de bénévoles soient composés 
d'un groupe diversifié de personnes. Nous encourageons les personnes suivants à s'impliquer dans la SHFC: 

 • Personnes à identité trans 

 • Personnes à identité non binaire 

 • Personnes à identité femme 

 • PANDC (personnes autochtones, noires et de couleur) 

 • Personnes handicapée 

 • Personnes âgées de 40 ans et plus 

 • Personnes francophones ou autres langues parlées en plus de l'anglais 
 
Pour plus d'informations sur la SHFC, veuillez visiter notre site web à <a href="http://www.cphs.ca" target="_blank">www.cphs.ca</a>. Les candidats intéressés peuvent 
postuler à <a href="mailto:HR@cphs.ca" target="_blank">HR@cphs.ca</a> 
 
Nous vous remercions de votre intérêt et nous vous contacterons si vous êtes sélectionné pour un entretien. 


<a href="http://www.cphs.ca/" target="_blank">http://www.cphs.ca/</a>
<a href="mailto:HR@cphs.ca" target="_blank">mailto:HR@cphs.ca</a>

Canadian Pride Historical Society

Diversity, Equity, and Inclusion Coordinator | Coordonnatrice / Coordonnateur de la diversité, équité, et inclusion

About the association At CAPE, we are committed to fostering an inclusive and equitable environment for all our members.&nbsp; Our organization offers:<ul><li>Health and dental benefits</li><li>Pension plan</li><li>Flexible work model &amp; remote work opportunities</li><li>Great work-life balance</li></ul>Position summary Under the direction of the general counsel and director of policy, the legal counsel provides legal advice on the interpretation of CAPE’s Constitution and By-laws, and on all legislation under which CAPE operates or under which its members are employed. Under the general supervision of the general counsel, the legal counsel may be called upon to provide legal advice to CAPE management staff and labour relations officers on complex human resources and labour relations matters. This includes performing requisite-related research, drafting policies of the association, and providing legal opinions on various matters including federal government policies affecting the association or its members. This role may also represent CAPE in mediation or arbitration before the Federal Public Sector Labour Relations and Employment Board, the Ontario Labour Board, and other judicial settings.&nbsp; Requirements&nbsp; Education &amp; Experience&nbsp;<ul><li>Law degree from a recognized institution and membership in good standing with the Law Society of Ontario.</li><li>5+ years of relevant experience (post call-to-bar).</li><li>Note: Equivalent combinations of education and/or experience may be considered.</li></ul>Key responsibilities&nbsp;<ul><li>Provides legal advice and support to CAPE on various matters including:<ul><li>Interpretation of the CAPE collective agreements</li><li>CAPE’s Constitution and By-laws</li><li>Current and proposed CAPE policies and procedures</li><li>Operational decisions</li><li>Member representation</li></ul></li><li>Keep up with changes to relevant legislation and evolving jurisprudence</li><li>Conduct legal research on various labour and employment matters</li><li>Provide support to labour relations officers in complex labour relations matters</li><li>Provide legal representation on cases being argued before the Federal Public Sector Labour Relations and Employment Board, the Ontario Labour Board and other judicial settings</li><li>Provide legal advice to senior management on the rights and obligations of CAPE as an employer</li><li>Consult with external counsel, CanadaPE labour relations officers and legal counsel of other bargaining agents to develop risk mitigation strategies to support CAPE and its members</li><li>Support the development of policies, and terms and conditions for the employment for CAPE employees</li><li>Other duties as assigned</li></ul>Other skills and abilities&nbsp;<ul><li>Professional knowledge of the theories, principles, and practices of Canadian common law and policy research in the fields of labour relations and employment law</li><li>Professional knowledge of Canadian labour and employment law jurisprudence, in particular the labour law jurisprudence applicable to employees of the Government of Canada</li><li>Professional knowledge of governance frameworks, organizational policies, and best practices</li><li>Professional knowledge of Ontario’s Employment Standards Act, Personal Information Protection and Electronic Documents Act, Labour Relations Act, 1995, Human Rights Code, Occupational Health and Safety Act, Accessibility for Ontarians with Disabilities Act, 2005, and other Ontario legislation, regulations, policies, and directives</li><li>Professional knowledge of the Public Service Employment Act and Regulations, Federal Public Sector Labour Relations Act and Regulations, Financial Administration Act, Parliamentary Employment and Staff Relations Act, Superannuation Act, Canadian Human Rights Act, Canada Labour Code, Canadanadian Charter of Rights and Freedoms, Employment Equity Act, Federal Public Sector Labour Relations and Employment Board Act and other federal legislation, policies and directives&nbsp;</li></ul>Condition of employment&nbsp;<ul><li>Must meet the language requirement of the position.</li><li>Must be a licensed lawyer with the Law Society of Ontario.</li></ul>Additional information&nbsp;<ul><li>Candidates must be fluently bilingual in both English and French at the time of application. This position requires advanced proficiency in both spoken and written English and French, and candidates should be prepared to demonstrate this fluency during the recruitment process.</li><li>If you are a member of an equity-deserving group, we encourage you to self-declare in this recruitment process. This self-declaration information may be factored into selection decisions and to address CAPE’s commitment to increase representation of these groups.</li><li>CAPE is committed to providing an inclusive and barrier-free work environment, starting with the hiring process. Should you require accommodation during any phase of the evaluation process, please contact <a href="mailto:rh-hr@acep-cape.ca" target="_blank">rh-hr@acep-cape.ca</a>. All information received in relation to accommodation requests will be kept confidential except when required to implement accommodation.</li><li>An eligibility list of applicants may be established from this process to staff similar positions within CAPE. </li><li>Acknowledgment of receipt of applications will not be sent; we will contact applicants when the screening and interview phases are completed.</li><li>The recruitment committee reserves all rights to use any methods that they deem appropriate to evaluate applicants.</li><li>Communication for this process will be sent via email. It is the responsibility of the applicant to ensure that accurate contact information is provided and updated as required and to update their personal information when it changes. Applicants who apply to this selection process should include an email address that accepts email from unknown users (some email systems block these types of email).</li><li>Time-sensitive correspondence may be transmitted via email, and it will be the applicant's responsibility to check their email regularly. Failure to respond to communications may result in elimination from this process.</li><li>CAPE may decide to use top-down or random selection or any other additional qualification to determine the number of applicants who will be considered for the next stage of the evaluation.</li><li>Beyond skills and experience, we’re looking for someone who’s the right fit for our team: a good communicator, adaptable, and passionate about the association’s mission of defending the rights of our members.</li></ul> ** Au sujet de l’Association L’ACEP est engagée à favoriser un environnement inclusif et équitable pour l’ensemble de ses membres. Nous offrons&nbsp;:<ul><li>un régime de soins de santé et dentaires;</li><li>un régime de retraite;</li><li>un modèle de travail flexible et des possibilités de télétravail;</li><li>un excellent équilibre travail-vie privée.</li></ul>Résumé du poste Sous la direction de l’avocate générale et directrice des Politiques, la conseillère ou le conseiller juridique («&nbsp;la personne titulaire&nbsp;») fournit des avis juridiques concernant l’interprétation des statuts et règlements de l’ACEP, ainsi que de toutes les lois qui régissent l’ACEP ou ses membres. Sous la supervision générale de l’avocate générale, la personne titulaire peut être appelée à fournir des avis juridiques au personnel de gestion et aux agentes et agents de relations de travail de l’ACEP sur des questions complexes en ressources humaines et en relations de travail. Cela comprend la recherche, la rédaction de politiques et la formulation d’avis juridiques sur diverses questions, notamment les politiques du gouvernement fédéral ayant une incidence sur l’ACEP ou ses membres. La personne titulaire peut également représenter l’ACEP lors de médiations ou d’arbitrages devant le Commission des relations de travail et de l’emploi dans le secteur public fédéral (CRTESPF), la Commission des relations de travail de l’Ontario et d’autres instances judiciaires. Exigences Études et expérience<ul><li>Diplôme en droit d’un établissement reconnu et membre en règle du Barreau de l’Ontario.</li><li>Plus de 5&nbsp;ans d’expérience pertinente (après l’admission au Barreau).</li><li>Remarque&nbsp;: Des combinaisons équivalentes d’études et/ou d’expérience peuvent être prises en considération.</li></ul>Principales responsabilités<ul><li>Fournir des conseils juridiques sur&nbsp;:<ul><li>l’interprétation des conventions collectives de l’ACEP;</li><li>les statuts et règlements de l’ACEP;</li><li>les politiques et procédures actuelles et proposées;</li><li>les décisions opérationnelles;</li><li>la représentation des membres.</li><li>Suivre l’évolution des lois et de la jurisprudence pertinentes.</li><li>Effectuer des recherches juridiques variées.</li><li>Appuyer les agent·es de relations de travail dans des dossiers complexes.</li><li>Représenter l’ACEP devant différentes instances judiciaires.</li><li>Conseiller la haute direction sur les droits et obligations de l’ACEP en tant qu’employeur.</li><li>Collaborer avec des avocat·es externes et internes pour élaborer des stratégies de gestion des risques.</li><li>Appuyer l’élaboration des politiques et des conditions d’emploi pour les employé·es de l’ACEP.</li><li>Effectuer d’autres tâches connexes.</li></ul></li></ul>Autres compétences et habiletés<ul><li>Connaissance professionnelle des théories, des principes et des pratiques de la common law canadienne et de la recherche sur les politiques dans les domaines des relations de travail et du droit de l’emploi.</li><li>Connaissance professionnelle de la jurisprudence canadienne en matière de droit du travail et de l’emploi, en particulier de la jurisprudence en matière de droit du travail applicable aux employé·es du gouvernement du Canada.</li><li>Connaissance professionnelle des cadres de gouvernance, des politiques organisationnelles et des meilleures pratiques.</li><li>Connaissance professionnelle de la Loi sur les normes d’emploi, de la Loi sur la protection des renseignements personnels et les documents électroniques, de la Loi de 1 995 sur les relations de travail, du Code des droits de la personne, de la Loi sur la santé et la sécurité au travail, de la Loi de 2 005 sur l’accessibilité pour les personnes handicapées de l’Ontario et d’autres lois, règlements, politiques et directives de l’Ontario.</li><li>Connaissance professionnelle de la Loi sur l’emploi dans la fonction publique et de son règlement, de la Loi sur les relations de travail dans le secteur public fédéral et de son règlement, de la Loi sur la gestion des finances publiques, de la Loi sur les relations de travail au Parlement, de la Loi sur la pension de la fonction publique, de la Loi canadienne sur les droits de la personne, du Code canadien du travail, de la Charte canadienne des droits et libertés, de la Loi sur l’équité en matière d’emploi, de la&nbsp;Loi sur la Commission des relations de travail et de l’emploi dans le secteur public fédéral ainsi que d’autres lois, politiques et directives fédérales.</li></ul>Condition d’emploi<ul><li>Doit répondre aux exigences linguistiques du poste.</li><li>Doit être avocate ou avocat titulaire d’un permis délivré par le Barreau de l’Ontario.</li></ul>Informations supplémentaires<ul><li>Les candidates et candidats doivent être parfaitement bilingues, en anglais et en français, au moment de leur candidature. Ce poste requiert une maîtrise avancée de l’anglais et du français, tant à l’oral qu’à l’écrit, et les candidat·es doivent être prêt·es à démontrer cette maîtrise au cours de la procédure de recrutement.</li><li>Si vous êtes membre d’un groupe méritant l’équité, nous vous encourageons à le déclarer dans le cadre du processus de recrutement. Ces informations pourront être prises en compte dans les décisions de sélection et dans l’engagement de l’ACEP à accroître la représentation de ces groupes.</li><li>L’ACEP s’engage à offrir un milieu de travail inclusif et sans obstacle, en commençant par le processus d’embauche. Si vous avez besoin de mesures d’adaptation au cours d’une phase quelconque du processus d’évaluation, veuillez communiquer avec nous à l’adresse <a href="mailto:rh-hr@acep-cape.ca" target="_blank">rh-hr@acep-cape.ca</a>. Toutes les informations reçues concernant les demandes de mesures d’adaptation resteront confidentielles, sauf si leur divulgation est nécessaire pour leur mise en œuvre.</li><li>Une liste d’admissibilité des candidat·es peut être établie à partir de ce processus pour pourvoir des postes similaires au sein de l’ACEP.</li><li>Aucun accusé de réception des candidatures ne sera envoyé; nous communiquerons avec les candidat·es une fois les phases de présélection et d’entrevue terminées.</li><li>Le comité de recrutement se réserve le droit d’utiliser toutes les méthodes qu’il juge appropriées pour évaluer les candidat·es.</li><li>Les communications relatives à ce processus seront envoyées par courrier électronique. Il incombe à la personne candidate de s’assurer que ses coordonnées sont exactes et mises à jour, au besoin, et de mettre à jour ses renseignements personnels en cas de changement. Les candidat·es qui s’inscrivent à ce processus de sélection doivent indiquer une adresse électronique qui accepte les courriels provenant d’utilisateurs inconnus (certains systèmes de messagerie bloquent ces types de courriels).</li><li>Les communications urgentes peuvent être transmises par courrier électronique, et il incombe à la personne candidate de consulter régulièrement sa messagerie électronique. L’absence de réponse pourrait entraîner son exclusion du processus de sélection.</li><li>L’ACEP peut décider de recourir à une sélection descendante ou aléatoire ou à tout autre critère supplémentaire pour déterminer le nombre de candidat·es qui seront pris·es en considération pour la prochaine étape de l’évaluation.</li><li>Au-delà des compétences et de l’expérience, nous recherchons une personne qui s’intégrera parfaitement à notre équipe&nbsp;: dotée de solides aptitudes en communications, Canadapable de s’adapter et animée par la mission de l’Association, qui consiste à défendre les droits de nos membres.</li></ul>How to Apply Interested candidates must send the necessary documents to <a href="https://codebeautify.org/htmlviewer" target="_blank">rh-hr@acep-cape.ca</a> by Friday, August 15, 2025, to be considered. Attach a cover letter to their curriculum vitae. Your cover letter must:<ul><li>Clearly state your interest in the position of legal counsel (competition number: 2025</li><li>Highlight your qualifications, experience and language skills</li><li>Provide specific examples demonstrating your expertise in Federal and Ontario labor and employment law, as well as your experience in providing legal advice to organizations or unions</li><li>Confirm that you are a member in good standing of the Law Society of Ontario</li><li>Indicate your availability and desired start date</li><li>Include your contact details and the names and contact details of two professional references</li></ul>Please note: Applications without a cover letter addressing these points will not be considered. ** Comment postuler Les personnes intéressées doivent faire parvenir les documents nécessaires à l’adresse <a href="https://codebeautify.org/htmlviewer" target="_blank">rh-hr@acep-cape.ca</a> au plus tard le vendredi&nbsp;15&nbsp;août&nbsp;2025 pour que leur candidature soit prise en considération. Veuillez joindre une lettre de motivation à votre curriculum vitae, dans laquelle vous devez&nbsp;:<ul><li>indiquer clairement votre intérêt pour le poste de conseillère ou conseiller juridique (numéro de concours&nbsp;: 2025-6);</li><li>mettre en valeur vos qualifications, votre expérience et vos compétences linguistiques;</li><li>fournir des exemples précis démontrant votre expertise en droit du travail et de l’emploi tant au niveau fédéral qu’ontarien, ainsi que votre expérience dans la prestation de conseils juridiques à des organisations ou à des syndicats;</li><li>confirmer votre statut de membre en règle du Barreau de l’Ontario;</li><li>indiquer votre disponibilité et la date de début souhaitée;</li><li>inclure vos coordonnées ainsi que les noms et coordonnées de deux références professionnelles.</li></ul> Remarque&nbsp;: Toute candidature non accompagnée d’une lettre de motivation traitant des éléments demandés ne sera pas prise en considération.

ACEP-CanadaPE

Legal Counsel // Conseillère ou conseiller juridique

Philanthropy Tech Project Manager (Salesforce focus)At Grantbook, we celebrate, support, and thrive on diversity, and we strive to create an inclusive environment for our teammates, our client partners, and our communities. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. We welcome and encourage applications from all qualified candidates.We want to remove barriers that may limit you from joining Grantbook. Email us at <a href="mailto:hiring@grantbook.org" target="_blank">hiring@grantbook.org</a> to let us know how we can provide you with reasonable accommodations through our application process.WHO WE AREGrantbook is a strategic tech consultancy and<a href="https://bcorporation.net/" target="_blank"> Certified B Corp</a> exclusively serving philanthropy. Our diverse team of techies and do-gooders work closely with grantmakers to transform and optimize their grantmaking operations—the suite of people, process, data, and tech that empowers changemakers worldwide to achieve their full potential.&nbsp;We’ve worked with some of the world’s largest foundations, including David and Lucile Packard Foundation, Margaret A. Cargill Philanthropies, and George Kaiser Family Foundation.HOW WE WORKWe’re an ideal match if you seek autonomy, mastery, and purpose in your work. We take pride in a participatory work culture, where learning trumps ego. Curiosity, experimentation and a human-centered approach are core to how we do meaningful work together and to how we respond to the evolving needs of our clients.We live our values of accountability, Canadandour, empathy and daring. Policies are transparent and team members are empowered to make decisions about areas that affect them most. This allows our team to work flexible hours and from where they are most inspired (even pre COVID-19!). We trust each other to stay accountable and get stuff done.&nbsp;WHO YOU AREYou are a self-motivated Philanthropy Tech Project Manager (Tech PM) who is equally adept at communicating with computers as you are at communicating with people. You are passionate about how technology can help grantmakers have a greater impact on causes you care about, and bring experience with Salesforce in particular. You thrive on creating structure from chaos and are always thinking proactively about how to smoothly navigate the road ahead. You are comfortable navigating changing situations and will jump in and learn when you encounter unfamiliar topics.&nbsp;WHAT YOU’LL DOYou’ll be a part of the Delivery team providing consulting services to grantmaker clients. The main objective of this role is to manage a portfolio of system implementation and ongoing support projects, with a focus on Salesforce implementations. Given your Salesforce experience, you’ll be a go-to project manager on Salesforce projects, though you may manage projects for other systems as well. As the project manager, you will be the primary liaison between the client and Grantbook. You are responsible for planning and managing client technology implementations from initiation to completion, and managing the ongoing success of our long-term support clients.&nbsp;Some projects may be small projects where you work with one other team member, others may involve larger teams of 4-8 consultants. On smaller projects you may also take on the Business Analyst role, contributing to the client facilitation, requirements elicitation, analysis, and creation of project deliverables. On larger projects you will be working with other roles that may include an Architect, Implementation Consultants, Business Analyst, Quality Assurance, Change Readiness Specialist and a Learning &amp; Development Specialist.Our large Salesforce implementations can span 9-18 months and are typically a hybrid of waterfall and agile methodologies. They have complex requirements and interconnected components to build. Situations may arise during the project that require changes to resourcing, scope, timelines, etc. Your responsibilities include keeping the project organized and progressing, maintaining clear lines of communication with your team and the client, and helping everyone navigate uncertain situations. Due to the project size, you will need to be comfortable understanding the system architecture but not every technical detail.YOUR PRIMARY RESPONSIBILITIES:<ul>	<li>Build and maintain trusting client relationships through project delivery, leveraging a human-centered approach and strong communication skills.&nbsp;</li>	<li>Generate and maintain project plans, estimated timelines and milestones necessary for the success of projects informed by your knowledge of the software development lifecycle (SDLC) and the client’s business context.&nbsp;&nbsp;</li>	<li>Prioritize &amp; coordinate project work to ensure that key deadlines and deliverables are met throughout a project’s life cycle: requirements gathering, design, build, UAT and defect management, data migration, learning &amp; development, system deployment, and ongoing maintenance and enhancements.</li>	<li>Proactively manage and mitigate project risks, including navigating changes to scope, budget and staffing; facilitate difficult conversations and collaborative decision making.</li>	<li>Organize and lead regular check-in meetings and frequently communicate with clients, Grantbook team members, and 3rd party partners, tailoring your communication style to meet the client’s needs.</li>	<li>Track and evaluate technology adoption of implemented cloud solutions.</li></ul>ADDITIONAL RESPONSIBILITIES:<ul>	<li>Lead the solicitation of detailed client requirements, probe areas of complexity, document requirements, analyze requirements and recommend solutions.</li>	<li>Assist Growth team in scoping follow-on work with the same client, and share information with client about Grantbook's other services that may be relevant to them.</li>	<li>Occasional travel to client sites across North America as required (optional).</li></ul><ul>	<li>Support Grantbook’s marketing &amp; sales efforts through sharing of your expertise.</li>	<li>Participate in our culture of learning and striving for excellence by contributing to service innovation and development, and proactively sharing your knowledge with the rest of our team.</li>	<li>Log your working time in Grantbook’s time tracking system as billable hours are the basis for revenue as Grantbook is a consultancy.</li>	<li>Co-create your own personal and professional development plan.</li></ul><ul>	<li>Have fun, work as a team, and "get it done."</li></ul>WHAT YOU CAN OFFER - Experience &amp; Skills<ul>	<li>2-3+ years of project management experience in a leadership capacity on technology implementations.&nbsp;	<ul>		<li>Experience managing comparable sized Salesforce implementations (9-18 months, teams of 4-8 people) is ideal.</li>		<li>Formal project management education or certification, for example in agile project management methodologies (e.g. Scrum) or Project Management Professional (PMP) certification is an asset but not required.</li>	</ul>	</li>	<li>Experience with Salesforce, e.g. through managing a Salesforce implementation or as a Salesforce admin.	<ul>		<li>Knowledge of Salesforce architecture and data model. Salesforce certifications are of interest but not required.</li>		<li>Able to understand Salesforce architecture/design conversations and extract key implications for a project, e.g. general level of effort.</li>	</ul>	</li>	<li>Consulting experience, especially in client-facing roles, is an asset. You are comfortable working with multiple diverse clients in parallel, managing ambiguity and helping clients define problems and collaboratively find solutions.&nbsp;</li>	<li>2-3 years of philanthropy sector and/or nonprofit experience would be advantageous, ideally with a grants management, technology, process or data focus.</li>	<li>Experience translating, designing and prioritizing user requirements in a comprehensive and systematic, human-centered way is an asset. Effectively act as a translator between design requirements and technical considerations for a system configuration/build.</li>	<li>High proficiency in the use of cloud solutions such as G Suite, Office 365, Asana, and Jira; able to quickly learn any tools you aren’t already familiar with.</li>	<li>Demonstrated ability to work in a dynamic hybrid/remote environment. You’ve developed strategies to manage the continual intake of requests for your attention, self-organize to prioritize your tasks to meet tight deadlines across multiple projects, and communicate proactively your progress with team members. You are a keen independent problem-solver, but also know when it’s appropriate to seek help to deliver efficiently.</li>	<li>Exceptional written and oral communication skills, including ability to translate technical information into plain English and presentation skills.</li>	<li>Proven interpersonal skills and a customer service oriented approach.</li>	<li>Eligibility to work in Canada, and ideally to travel to and work in client offices across North America.</li></ul>HOW YOU’LL BENEFITSALARY &amp; BENEFITSGrantbook has a transparent salary structure with 6 levels, from A through F. We are looking for skilled and experienced candidates at level C. We consider various factors in determining our salary offer including your years of experience with technology project management, Salesforce implementation project management, consulting, and the philanthropy sector. The start of the C level, CanadaD$78,000 - CAD$85,000, often aligns with candidates with at least 2 years of experience project managing system implementations. The middle of the C level ranges from CAD$85,000 -CAD$93,000, which may be suitable for candidates with several years of experience project managing Salesforce implementations with consulting and/or philanthropy experience. Candidates with many years of experience project managing complex Salesforce implementations, with substantial consulting and/or philanthropy sector experience, may be considered for the top of the C level, CanadaD$93,000 - CAD$100,000.Throughout your interview process, we’ll learn more about your skills and experience and determine your starting salary based on what you bring to the team.In addition, Grantbook boasts an Employee Ownership Trust which allows team members to participate in profit sharing (after the probation period).We take pay equity at Grantbook very seriously and strive to ensure everyone on our team is accurately and fairly compensated for their work. This means someone who is less comfortable negotiating a higher salary won’t be financially penalized compared to someone who readily argues for higher pay. Our salary bands are tied to similar roles in the market. We scan similar organizations—size, sector, culture— with the goal to provide competitive compensation. Each level reflects a stage of progress at Grantbook defined by expected experience and skills for that level.&nbsp;Grantbook also boasts a flexible work culture (even pre-COVID-19), and all team members receive four weeks of paid vacation per year, and a comprehensive benefits package with health spending account. For more information, visit our <a href="https://grantbook.com/careers#Benefits" target="_blank">Culture &amp; Careers</a> page.CAREER &amp; PROFESSIONAL DEVELOPMENTAs a growing organization there are continual opportunities to learn, whether it is developing a new skill set or bringing a new product/service offering to market. You, along with the rest of our team, will be key to driving our impact on philanthropy forward.We also have a professional development pool that team members can access after their first three months of employment, in order to help them reach their career goals at Grantbook.WHERE WE WORKWe are a mostly remote-first team, with a fantastic office for collaborating (and having pizza lunches) centrally located by the Sherbourne subway station in Toronto. The majority of our staff is located in and around Toronto and have the option to work hybrid. We have team members across Canada, with several clustered in Vancouver and Calgary. These team members work with us fully remotely. We're happy to discuss your individual work situation with you during our recruitment process.HOW WE HIREAs a company dedicated to social good for our clients, our team, and the world, we try to be as transparent as possible about how we work. That includes <a href="https://grantbook.com/what-to-expect-from-grantbooks-recruiting-process" target="_blank">how we hire</a>.&nbsp;A word of advice: we greatly value communication skills, empathy, and self-awareness in our team. This means the cover letter is a major factor when we hire. Please keep this in mind as you prepare your application!

Grantbook

Philanthropy Tech Project Manager (Salesforce focus)

ROLE Endeavour Volunteer Consulting for Non-Profits is seeking a dedicated volunteer to join the Alumni Relations Portfolio as the Director of Alumni Relations (Fundraising). In this role, you will focus on building and cultivating relationships with alumni to generate financial support and drive fundraising efforts for the organization. Your work will ensure the sustainability and growth of the organization to achieve its mission and the nonprofits that it serves. RESPONSIBILITIES Leadership<ul>	<li>Lead the Fundraising team with a focus on creating and executing effective fundraising strategies to secure financial support</li>	<li>Develop and manage a robust fundraising program that encourages ongoing financial contributions</li>	<li>Design and implement fundraising campaigns and events, including corporate matching programs, annual giving, major gifts, and planned giving opportunities</li>	<li>Cultivate and maintain relationships with key alumni donors, ensuring they are engaged, recognized, and informed of the impact their contributions have made &nbsp;</li></ul>Organizational Contribution<ul>	<li>Oversee and maintain the fundraising database using Salesforce CRM</li>	<li>Collaborate effectively with other teams to support overall organizational goals</li>	<li>Develop and implement fundraising strategies that align with Endeavour’s long-term objectives</li></ul>As the Director, Alumni Relations (Fundraising), you will also be responsible for:<ul>	<li>Assisting the Vice President, Alumni Relations in planning, developing, and executing fundraising initiatives</li>	<li>Participating in regular portfolio meetings to review and strategize on fundraising efforts</li></ul>QUALIFICATIONS Required:<ul>	<li>Proven success in designing and executing initiatives, events, and programs to attract funds and grants</li>	<li>Experience managing multiple projects with competing deadlines</li>	<li>Have a passion for and interest in the non-profit sector</li>	<li>Strong leadership skills with the ability to effectively manage team members</li>	<li>Have a proactive mindset in identifying and implementing new initiatives</li>	<li>Ability to collaborate and deliver results in a virtual work environment</li>	<li>Excellent analytical, organizational, interpersonal, and problem-solving abilities</li>	<li>Excellent communication and relationship-building abilities</li></ul>Preferred:<ul>	<li>Experience in fundraising, donor relations or development strategy</li>	<li>Prior volunteer experience with Endeavour</li>	<li>Familiarity with Salesforce and Microsoft Office 365 (Word, Excel, PowerPoint, SharePoint) or similar platforms</li></ul>BENEFITS<ul>	<li>Enhance and expand your leadership and management skills through hands-on experience</li>	<li>Build meaningful relationships with a diverse group of professionals and organizational leaders</li>	<li>Explore future opportunities to volunteer in other roles and across different portfolios within Endeavour</li>	<li>Enjoy a flexible schedule that accommodates your lifestyle</li>	<li>Play a key role in shaping the strategic direction and success of a growing non-profit organization</li>	<li>Make a meaningful impact while enjoying a dynamic and rewarding volunteer experience</li></ul>

44 Consulting / Professional Services Jobs