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Senior Manager, Diversity, Research, Advocacy, and Health Promotion, Heart and Stroke Foundation

Position:    Senior Manager, Diversity
Reports to:    Vice President, Research, Advocacy and Health Promotion
Department:    Research, Advocacy, and Health Promotion (RAHP)
Location:    Provincial Office
Status:        2 year contract
Grade:        D2


Reporting to the VP, Research, Advocacy and Health Promotion, the Senior Manager, Diversity directs the planning, implementation and support of the cross-foundational diversity work that has been directed by the Foundation's Board of Directors.  This includes the refinement and implementation of a 3-year diversity plan that has four components: governance, relationship management, mission and administration.
As an initial three-year focus, the Board has identified four communities for focus:  Chinese, South Asian, Aboriginal and African-Caribbean.

The ultimate goal for this position is to ensure that the diversity work of the Foundation is embedded across all Foundation work, with particular emphasis in the first several years in mission and human resource activities.

Key Accountabilities:

Plan Development and Approval (15%)

  • Working with Diversity Project Sponsors, VP, RAHP and VP, Human Resources, finalize 3 year diversity plan for presentation to Board as part of annual business planning cycle (June/08). This includes leading or supporting the work of the identified business leader in the 4 plan component areas: governance, relationship management, mission and administration

Plan Implementation & Support (50%)

  • Lead or support the key components of the plan as approved including but not limited to:
    • Board Development Committee accountabilities of governance, recruitment and volunteer structures
    • Mission activities in the 4 identified communities, working particularly with the 4 Community Mission Specialists (CMS) assigned to the four identified communities
    • Communications strategy and plan for 4 identified communities with Marketing and Parent Brand
    • a new Community Relationship Management Program, working with identified Vice Presidents and CMSs
    • audit, evaluation and plan of action for HSFO internal policies with HR
    • change management plan for staff and volunteers with OD
    • community engagement activities with CMSs and OCAG, and
    • continued roll out of HSFO's diversity statement.

Team Leadership & Development (25%)

  • Provide leadership to a virtual team of staff and volunteers to ensure diversity plan achieves milestones
  • Ensure optimal deployment of resources to achieve diversity goals
  • Act as champion to diversity initiative, both among staff and volunteers

Change Management (10%)

  • Ensure sound change management practices are implemented in all plan and project phases, providing leadership on integrating diversity attitudes, programs and practices into the Foundation as appropriate
  • Support key staff and volunteers through cultural shifts that arise as a result of the diversity work
  • Work with Senior Manager, Organizational Development and Internal Communication to  fully leverage change and communication resources to support diversity

Key Competencies:

Strategic Thinking and Planning Skills

  • strong business acumen with ability to articulate needs, challenges and solutions to staff and volunteer partners, including senior management and the Board of Directors
  • ability to lead complex projects through to a desired outcome, quickly identifying barriers or opportunities for completion
  • solid strategic thinking and project planning skills

Managing and Leading

  • ability to communicate effectively and lead others through cross-foundation change and new arenas
  • ability to act as champion with a vision
  • desire to embed vision in ongoing work of staff and volunteers

Influence and Interpersonal Effectiveness

  • Extraordinary cultural sensitivity in communicating messages to different audiences
  • proven, outstanding relationship building and rapport skills
  • Ability to influence and persuade without direct authority
  • Able to work with and leverage volunteers as well as staff

Lateral/Reporting Relationships:

  • reports to the Vice President, Research, Advocacy and Health Promotion
  • no direct reports
  • many key lateral relationships including:
  • Director, Government Relations and Health Partnerships
  • Director, Research
  • Senior Manager, Health Information
  • Senior Manager, Healthy Weights AIM
  • Director, High Blood Pressure AIM
  • Senior Manager, Organizational Development
  • Vice President, Human Resources
  • CFO
  • Vice President, Marketing

Key Challenges/Constraints:

  • multi-dimensional plan and deliverables across various lines of business of the organization
  • building internal culture of diversity and community engagement at same time as building and delivering plan
  • HSFO brand/reputation at very different stages with each of the 4 identified communities
  • Community development/engagement is not a proven competency for the organization and communities may be skeptical
  • plan still in early development including requiring budget sign-off by Board of Directors
  • plan must be delivered via existing staffing complement
  • managing expectations will be critical - both internally and externally; also early measures of success will be more qualitative than quantitative
  • appropriate governance interface mechanisms for the communities will take time and will likely require ongoing discussion and potential reformulation

Accountability Dimensions:

  • annual plan budget still being determined but likely to be $1-$1.5M per year distributed amongst various diversity plan components and owners
  • supports Foundation-wide plan with high organizational focus and attention

Other Requirements:

  • extensive working experience and knowledge in the area of diversity and cultural competency, particularly in introducing and embedding diversity and inclusion into organizations
  • experience working and partnering with ethno-racial communities in Ontario or elsewhere
  • knowledgeable about change management and organizational development principles, particularly with respect to diversity

Please send applications to

Human Resources Department
2300 Yonge Street, 13th Floor
Toronto, Ontario   M4P 1E4
Fax: 416-482-0948
resumes@hsf.on.caHeart and Stroke