Capacity Building Project Manager - Surrey, Canada - Fraser Region Aboriginal Friendship Centre (FRAFCA)

Fraser Region Aboriginal Friendship Centre (FRAFCA)

Verified Company

Surrey, Canada

3 weeks ago

Posted by:

Sophia Lee

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Description

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 3months 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 onsite

Job Duties & Responsibilities:

Identify the
root causes of frequent staffing challenges and high turnover rates within the organization.
Create and administer organizational genderbased violence GBV prevention Needs Assessment.
Conduct an indepth 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 departmentspecific capacity evaluations.
Secure ongoing
funding to support the organization's capacity needs, engaging with funders and negotiating existing program support.
Integrate
traumainformed 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
genderbased 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 genderbased violence.

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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 efficient client management and robust internal communication to enable a ho