Capacity Building Project Manager

5 months ago

Surrey, Canada Fraser Region Aboriginal Friendship Centre Association Full time

**Capacity Building Project Manager - WAGE (Women & Gender Equality)**

**About Us**:
The Fraser Region Aboriginal Friendship Centre Association is a non-profit organization that provides a diverse range of culturally safe and supportive services to Aboriginal people in Surrey and the Fraser Salish region. The Friendship Centre works from a decolonizing perspective, and as such, works to strengthen family bonds between generations and within the family.

**About Surrey**:
The City of Surrey is one of 21 municipalities in Metro Vancouver in British Columbia, Canada. We are located on the Lower Mainland on the south side of the Fraser River and share a border with the United States of America. Surrey is situated on the traditional, ancestral, and unceded territories of the Salish Peoples, including the q̓ic̓əy̓ (Katzie), q̓ʷɑ:n̓ƛ̓ən̓ (Kwantlen), and Semiahma (Semiahmoo) land-based nations.

**Position Summary**:
The FRAFCA **Capacity Building Project Manager** working under the contract of Department of **WAGE (Women & Gender Equality) **will also develop and sustain the program’s ability to prevent and address gender-based violence (GBV) against Indigenous women, girls, and 2SLGBTQQIA+ people, with a focus on Indigenous people living on a low income and/or with disabilities in the Fraser region. This will be achieved by adapting organizational human resources products and tools, developing an Indigenous protocol handbook, conducting an organizational needs assessment to gauge impact on preventing GBV, developing and implementing a sustainability plan, and acquiring and implementing a client management tool to better understand clients’ needs around GBV. This position will work closely with FRAFCA’s **Director of Strategic Innovation** to establish partnerships for capacity and funding opportunities and decolonize the agency by striking a Cultural Committee and creating a Reconciliation Action Plan that focuses on prevention and education around GBV.

**Why FRAFCA**:

- Opportunity to work alongside cultural knowledge keepers & Elders
- Holistic, culturally safe, approaches to serving our clients and community
- Freedom to share and observe own cultural practices (i.e. smudging in the office)
- Access WorkBC Employers Training grants and other bursaries to fund training & other professional development
- Extended Health Benefits Package (Medical, Dental, Travel) and Employee Assistance Plan after 3-months on continuous employment
- 10 annual paid sick/personal leave days
- Paid vacation days (up to 25 days based on years of service)
- Flexible work hours
- Offices located along main transportation routes; main office by the Skytrain station
- Parking available on-site

**Job Duties & Responsibilities**:

- Identify the **root causes of frequent staffing challenges** and high turnover rates within the organization.
- Create and administer organizational gender-based violence GBV prevention Needs Assessment.
- Conduct an in-depth internal assessment of recruitment and retention challenges, followed by the development and execution of a comprehensive organizational strategy to address these issues.
- Devise **recruitment and retention plans**, striving for mínimal staff turnover by project completion, fostering organizational longevity.
- Lead the organizational **restructuring process**, aligning with continued growth while maintaining staff wellness and capacity limits.
- Develop and implement a recruitment and retention plan in collaboration with HR, including a succession strategy, with department-specific capacity evaluations.
- Secure ongoing **funding to support the organization's capacity needs**, engaging with funders and negotiating existing program support.
- Integrate **trauma-informed cultural safety training** into the organization's practices, particularly in working with Indigenous peoples and addressing intergenerational trauma.
- Collaborate with HR to establish a **cultural handbook** and organization procedures, aligning with the existing HR manual.
- Strengthen support for individuals experiencing **gender-based violence** by **attracting Indigenous talent** to FRAFCA.
- Define and incorporate **quality work standards** into organizational procedures, emphasizing balance between quality and quantity.
- Foster **cohesive and safe operations**, providing enhanced support for those experiencing gender-based violence.
- **Streamline organizational structure** to reduce multitasking, enabling increased focus on staff development and community needs, particularly related to gender-based violence support.
- Drive the development of a **cultural safety environment**, ensuring respect, understanding, and Indigenous employment optimization.
- Conduct a comprehensive **needs assessment**, culminating in a detailed plan to address identified needs.
- Develop or acquire a **client management tool** to enhance internal communication and service delivery.
- Implement systems for

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