Director, Programs and Mission Impact

*** The Director, Programs and Mission Impact at Ronald McDonald House Charities Southwestern Ontario plays a crucial role in leading and managing the organization's mission-driven programs and operational functions. This role is dedicated to "Keeping Families Close" by ensuring excellence in program delivery, operational management, and continuous quality improvement. The Director, Programs and Mission Impact works in close collaboration with the Chief Executive Officer and the Senior Leadership Team to develop, implement, and oversee strategic initiatives that enhance the organization's impact and operational efficiency across Southwestern Ontario. **To ensure fair and equitable pay at RMHC-SWO, placement on the salary range will be based on your years of experience, skills and qualifications relevant to the Director, Programs and Mission Impact. Hiring salary range: $105,000 to $115,000. RMHC-SWO offers a 4-day workweek schedule for the employees.** **KEY RESPONSIBILITIES** **Strategic Leadership and Operational Excellence**: - Provide strategic, innovative leadership to the Board, staff and volunteers supporting the goals and values of Ronald McDonald House Charities Southwestern Ontario. - Develop and implement innovative strategies and initiatives that enhance the organization's impact and efficiency. - Facilitate strategic planning sessions, ensuring that all stakeholders are aligned with the organization's long-term vision and immediate objectives. - Lead change management processes to adapt to evolving operational needs and challenges, ensuring mínimal disruption to services and staff morale. **Collaboration with RMHC System**: - Actively engage with RMHC Chapters, RMHC Canada, and RMHC Global to stay abreast of global trends, best practices, and collaborative opportunities. - Participate in RMHC network meetings, conferences, and workshops to exchange insights, strategies, and resources. - Foster a culture of shared learning and collaboration, leveraging the collective expertise and experiences of the RMHC network to enhance local operations. - Represent RMHC Southwestern Ontario in the broader RMHC community, positioning the chapter as a proactive and contributing member. **Program Development**: - Spearheaded the creation of innovative family support programs and activities in partnership with program leaders, focusing on filling gaps and addressing evolving family needs identified through research and community feedback. - Establish a robust program evaluation framework that includes both qualitative and quantitative measures to assess program effectiveness, participant satisfaction, and impact. - Incorporate trauma-informed care principles in leadership and program development, ensuring sensitive and effective family support. - Regularly review and revise programs based on evaluation outcomes, ensuring they remain relevant, effective, and aligned with the organization's mission. **Research, and Data Insights**: - Engage in collaborative research initiatives with academic institutions or other organizations to gain deeper insights into the effectiveness of different program models and interventions. - Leverage research findings to introduce innovative approaches and techniques in program design and delivery, ensuring RMHC stays at the forefront of family support services and family-centered care. - Lead the development and implementation of a comprehensive data management system to capture key program metrics, including participant demographics, service utilization, and outcomes. - Develop and maintain a dashboard or reporting system that provides real-time insights into program performance, enabling quick adjustments and decision-making. - Collaborate with the leaders of each program area and staff to ensure consistent data collection and entry, fostering a culture of accountability and precision. **Team Development - Employees**: - Cultivate a collaborative, inclusive culture aligned with RMHC values through regular meetings and workshops for organizational goal alignment and idea exchange. - Implement an effective onboarding process with the Associate Director, People and Culture, to integrate new members by clarifying roles, organizational culture, and their work's impact on families and the broader community. - Collaborate with the Associate Director, People and Culture and other members of the leadership team to create personalized professional development plans, including training, mentorship, and career growth opportunities. - Regularly evaluate team performance, offer constructive feedback and recognition to maintain staff motivation and retention, while promoting a healthy work-life balance. **Team Development - Volunteers**: - Design and implement a comprehensive volunteer strategy aligned with organizational goals, focusing on effective recruitment and community engagement to attract a diverse and skilled volunteer base. - Establish a robust training program for volun