Since 1992, fRI Research (formerly the Foothills Research Institute and the Foothills Model Forest) has been conducting applied research on the cultural, ecological, economic and social values of western Canada’s landscape.

fRI Research represents a unique community of partners joined by a common concern for the welfare of the land, its resources, and the people who value and use them. fRI Research connects managers and researchers to effectively collaborate in achieving the fRI Research vision and mission.

fRI Research works toward sustainable land and resource management. To do so, it engages a range of resource users, a consensus-driven partnership, and a shared decision-making process. Research is practical – in search of answers to specific land and resource management questions.

A priority of their organization and programs is knowledge transfer. They continue to work with their partners to best ensure that their knowledge and tools are applied in resource management policy, planning and practice.

For more information on fRI Research, please visit friresearch.ca  

THE ROLE

Reporting to the Board of Directors, this is an important leadership opportunity for an individual who combines strategic vision, relationship-building ability, organizational leadership and a genuine appreciation for applied science.

The Executive Director will work closely with the Board of Directors, program leaders, staff, shareholders and partners to ensure that fRI Research continues to deliver research that is relevant, credible and useful.

The head office is in Hinton but there is some flexibility in the work environment.

THE CANDIDATE

The Executive Director should be comfortable engaging with scientists and understanding research sufficiently to ask informed questions, assess opportunities and communicate the value of fRI Research’s work to non-scientific audiences. They need not be a career scientist, but must appreciate scientific inquiry, evidence-based decision-making and the importance of translating research into practical outcomes.

The successful candidate will bring the credibility to engage with scientists, the business acumen to build a sustainable organization, the diplomacy to work across diverse interests and the vision to identify where fRI Research can make its greatest contribution in the years ahead.

The successful candidate will ideally possess:

• A minimum of 10 years of progressive leadership experience, with increasing responsibility for people, programs, budgets and organizational outcomes.
• Senior leadership experience in a research organization, non-profit, natural-resource organization, government agency, industry association, academic institution or related environment.
• Experience working with Boards of Directors and supporting effective governance.
• Demonstrated success developing strategic partnerships and relationships.
• Experience with fund development, revenue generation, grants, government funding or partnership-based financing.
• Experience dealing with HR matters including recruitment, performance management, and termination.
• Experience working in an environment involving natural resources, forestry, wildlife, ecology, environmental management or related fields would be an asset.

A graduate degree in natural resources, forestry, environmental science, business, public administration or another relevant discipline would be considered an asset, but leadership capability, relationship skills and organizational experience will be more important than a particular academic credential.

Key Responsibilities

Board Relations and Governance

The Executive Director will serve as the key link between the Board and the organization. Responsibilities include:

• Maintain an open, constructive and trusted relationship with the Board.
• Provide the Board with timely, accurate and meaningful information.
• Support the Board in fulfilling its governance responsibilities.
• Prepare and present regular reports on organizational performance, finances, programs, risks and opportunities.

Strategic Leadership

• Work with the Board and staff to establish, refine and implement fRI Research’s strategic direction.
• Translate the organization’s mission and strategic priorities into clear objectives, priorities and measurable outcomes.
• In collaboration with others, identify emerging opportunities and challenges affecting land and resource management and position fRI Research to respond effectively.
• Ensure that programs remain relevant to the evolving needs of shareholders, partners and the broader resource-management community.

Leadership of Research and Programs

The Executive Director will provide organizational leadership rather than direct the scientific work of individual programs. Working with staff and activity teams, the Executive Director will:

• Ensure that research programs are aligned with organizational strategy and partner needs.
• Support program leaders in developing strong research agendas and securing appropriate resources.
• Promote collaboration across programs and disciplines.
• Ensure that research results are effectively communicated to decision-makers and stakeholders.
• Champion research that moves beyond academic findings to produce practical tools, knowledge and solutions.
• Maintain an organizational culture that values scientific integrity, curiosity, innovation and practical impact.

Partnership and Stakeholder Development

Partnership is central to fRI Research’s model. The Executive Director will be the organization’s senior ambassador and relationship builder. Responsibilities will include:

• Build and maintain productive relationships with shareholders and partners.
• Develop relationships with government departments and agencies at the provincial, federal and municipal levels.
• Strengthen relationships with Indigenous communities and organizations.
• Develop relationships with industry, academia, research organizations and environmental/non-government organizations.
• Identify opportunities for new strategic partnerships.

Fund Development and Financial Sustainability

The Executive Director will have primary responsibility for ensuring that fRI Research has the resources necessary to fulfill its mandate. This includes:

• Develop and implement strategies to secure research funding and organizational revenue.
• Identify new funding sources and partnership opportunities.
• Strengthen relationships with existing funders and shareholders.
• Diversify the organization’s funding base where appropriate.
• Oversee preparation of the annual organizational budget.

Organizational and People Leadership

fRI Research is fundamentally a people-driven organization. The Executive Director will create a collaborative environment where highly talented researchers and professionals can do their best work. The Executive Director will:

• Provide leadership to the organization’s management team and staff.
• Act as an effective and trusted conduit of information between the Board and staff.
• Develop and maintain a positive, collaborative and respectful workplace culture.
• Attract, retain and develop exceptional talent.
• Ensure appropriate human-resource policies and practices are in place.
• Encourage professional development, knowledge sharing and leadership development.
• Promote workplace safety and employee well-being.

Communications and Public Profile

The Executive Director will be a visible and credible spokesperson for fRI Research. They will:

• Clearly articulate the organization’s mission, impact and value.
• Communicate scientific and technical information effectively to non-technical audiences.
• Work with the communications team to strengthen fRI Research’s public profile.
• Represent the organization with government, industry, Indigenous organizations, academia, media and the broader public.

Risk, Compliance and Operations

• Ensure that fRI Research operates in accordance with applicable legislation, regulations, policies and contractual obligations.
• Maintain appropriate organizational policies and procedures.
• Oversee operational and organizational risk.
• Ensure appropriate financial, legal, human-resource and safety practices.
• Maintain effective systems for monitoring organizational performance.
• Ensure the organization has the operational capacity necessary to deliver its commitments.

We understand and appreciate our clients’ ever-increasing desire for candidates to reflect the communities in which they work and live. The Vogel Group is committed to inclusivity and diversity as we search for outstanding leadership talent for our clients.

We encourage candidates of all ethnicities, cultural backgrounds, physical challenges, sexual orientations, and identifications to feel confident in exploring and declaring candidacy for any of our search assignments.

For a full profile or to apply, please contact:

Rick Vogel, ICD.D                       

Founding Principal                       

780.665.4965 ext. 101                  rick@thevogelgroup.ca