Vice-President, Donor Experience & Chief of Staff

Position Information

Job Title:	Vice-President, Donor Experience and Chief of Staff
Department:	Culture, Business Intelligence and Donor Experience
Reports to:	President & CEO

Department SUMMARY

St. Michael’s Hospital Foundation (SMF) is the exclusive fundraising organization to generate and manage philanthropic funds for St. Michael’s Hospital and Providence Healthcare, within Unity Health Toronto. Through multiple lines of fundraising income generation and stewardship activity, SMF, in conjunction with Unity Health will define and promote the St. Michael’s and Providence brands to maximize philanthropic revenue to fuel their healthcare, research, teaching and health equity missions. We will inspire our communities, local, provincial, national and international, to invest in our organizations’ priorities to drive and implement innovation that will equitably support all members of our society to manage and overcome disease and health crises and live healthier lives to create a more inclusive and thriving society.

Position SUMMARY

The Vice-President, Donor Experience and Chief of Staff (VP/COS) leads five business functions core to the strategic direction of the Foundation: 1.) Culture and HR; 2.) support of all governance bodies including the Board and its committees; 3.) Business Intelligence and Information Technology, including analytics; 4.) organizational strategy; and 5.) the cumulative donor experience across the Foundation, including the donor relations and stewardship function. The VP/COS will function as the Chief of Staff, working with the President and CEO to unite the four functional units of the Foundation by focusing on the internal operations and ensuring they act cohesively to create an optimal staff and donor experience and efficient administration, enabling the Foundation to maximize its philanthropic revenue.

RESPONSIBILITIES & ACTIVITIES

Responsibility Culture and Human Resources

Activities:

As the Foundation executive leading Culture and HR (Human Resources) the incumbent will be responsible for curating behaviours, practices and policies that enable SMHF to deliver on its promise of creating an inclusive, respectful and diverse organization that is a leader in the non-profit field for retaining and attracting top talent.

Working with other leaders, the leader will align our cultural best practices with the desire to be a sustainable, high-performing fundraising organization. They will ensure that our peoples’ needs are met in a manner that allows sustainable growth and performance.

Specific responsibilities will include:

• Reviewing or establishing policies and procedures to communicate and support our cultural and HR objectives;
• Working with Foundation peers and the President & CEO (PCEO), as well as the Board of Director’s HR Committee, establish policies on compensation, perquisites, and education and professional development;
• Develop a coaching and wellness program, appropriate to our organization’s size, to maximize the wellness and performance of our team;
• Overseeing the regular performance management systems of the foundation, including intra-and inter-institutional equity;
• Supporting the PCEO to lead diversity, equity and inclusion work, both from a staff and volunteer/donor perspective; and,
• Managing other projects to support the team as required.

Responsibility Support of Governance Bodies

Activities:

Working with the President & CEO and the Executive Assistant to the President & CEO (EAPCEO), support the Board of Directors and its Committees.

With the PCEO and EAPCEO schedule and support all meetings of the Board of Directors and its committees. Coordinate all material preparation for governance bodies (with significant support from the EAPCEO and peer Vice Presidents).

Ensure Board and Committee workplans and meetings are consistent with the strategic plan for the Foundation. Ensure workplans are established and followed for the Board and each committee, and with the EAPCEO ensure actions arising from each meeting are assigned and completed by relevant staff.

Ensure other volunteer bodies (giving circles, campaign cabinets or fundraising councils) are staffed appropriately and have a governance tie-in to the Board.

Work with the PCEO, Chair of the Board of Directors and Chair of the Governance & Nomination Committee of the Board to set and implement a long-term volunteer management, recruitment and experience strategy that enables the Foundation to attract and retain the best possible calibre of volunteer leadership for the Foundation.

Responsibility       Business Intelligence and Information Technology, including analytics

Activities:

With the Director of Business Intelligence and Information Technology, ensure the long-and short-term business intelligence and technology needs of the Foundation are forecast and met, including:

• Liaising with Unity Health Toronto to manage our IT environment, including cyber-security;
• Identifying technology needs that need to be implemented or involved to advance the Foundation in its use of technology and analytics to efficiently run the multiple businesses;
• Identify and develop a plan to implement technology systems that will enhance donor experience, as well as staff and hospital beneficiary experience;
• Support the Director, BIIT, in their leadership of a business intelligence function, setting research strategies that enable us to learn about market conditions, potential and current donors and volunteers, and potential disruptions and opportunities to our businesses; and,
• Identify the opportunities to use analytics to set strategy across business units and make us more efficient.

Responsibility       Organizational Strategy

Activities:

Support the PCEO and the Board in setting and monitoring organizational strategy.

Conduct ongoing monitoring of the philanthropic environment to identify the need to revisit strategy and to shape its periodic formal establishment,

Set efficient monitoring mechanisms to track execution of the strategic plan, identify emerging issues that need attention and collect data on experiences to feed into the next strategic plan.

Responsibility       Donor experience

Activities:

In conjunction with the Director, Stewardship and Donor Relations, develop and implement a comprehensive plan to create a differentiated donor and wider stakeholder experience that sets SMHF apart in the philanthropic marketplace.

Consider all elements of a donor’s or volunteer’s interactions with the Foundation, and develop the processes and programs that creates an experience that positively distinguishes SMHF and delights our stakeholders, with an emphasis on respect, transparency, inclusiveness, involvement and tailoring the experience to the donor or volunteer needs.

Oversee the development of policies, systems, processes and culture that enables SMHF to deliver on the brand promise developed to our donors and volunteers.

KNOWLEDGE & SKILLS

• Demonstrated commitment to and understanding of the mission and values of St. Michael’s Foundation;
• A university degree, ideally at a graduate level or with other professional training, or a combination of comparable skills and experience;
• 15-20 years of progressive experience in philanthropy, including a number of the specific job responsibilities
• Experiences in people management and leadership;
• Experience supporting volunteer bodies, and ideally Boards of Directors, as well as familiarity with governance systems;
• Strong analytical skills including the ability to analyze trends from quantitative and qualitative data and work in developing and implementing strategic plans;
• Demonstrated excellent written and verbal communication skills;
• Excellent organizational and time management skills; ability to work towards multiple and competing goals within deadlines;
• Enjoy working in a fast paced, dynamic organization with the ability to relate to a variety of personality and communication styles;
• Highly collaborative with the ability to coach and mentor teams to perform, and who builds integrative bridges across business functions; and,
• Willingness to work flexible hours