Employment Liaison

Employment Liaison

Calgary Homeless Foundation (CHF)

Calgary Homeless Foundation guides the fight against homelessness. Fueled by this purpose, we envision the day when homelessness is rare, brief, and non-recurring — perhaps an episode in someone's life, but never a condition that defines it. Working in alignment with governments and collaboratively with service providers and community partners, we help translate complex system needs into coordinated, efficient ground-level action that maximizes the impact of every resource and creates lasting pathways out of homelessness. 

We are uniquely positioned to observe the many challenges facing our city and strengthen the entire sector through strategic leadership, forward-thinking capacity development, and hands-on, day-to-day support.  

Our comprehensive data warehouse reveals the full picture of homelessness in our community, enabling us to anticipate challenges and identify effective solutions. And we unite diverse stakeholders around shared goals and help address complex situations that no single agency can solve alone.  

 

Our collective approach and focus on learning and evaluation equip us to address homelessness across our city while keeping the people experiencing it at the heart of our work.  When the system works better together, more people find their way home.

We are looking for passionate, entrepreneurial, and talented people to join our action-oriented, high impact team.

The Position

Reporting to the Manager, Evaluation and Employment Services, the Employment Liaison will provide support to CHF’s employment program that connects participants in supportive housing programs to meaningful, sustainable and living wage work. The Employment Liaison will work collaboratively with various employers and industries, and housing programs to facilitate and coordinate connections between participants seeking employment and prospective employers. In doing so, the Employment Liaison will support housing program staff, in particular Employment Specialists, and CHF leadership to understand available employment opportunities and assess appropriateness of roles for program participants. 

The Liaison supports the development and maintenance of collaborative relationships with prospective employers, funded program staff, and participants and ensures that program requirements are completed as needed. They will help steward funding through housing programs and support with reporting, monitoring and oversight, and contributing to iterative program development based on key learning. 

Our Staff

CHF staff are action-oriented individuals who are catalytic leaders, courageous collaborators, evidence inspired, and vision dedicated. They choose to bring their professional expertise and personal talents to the non-profit sector, to add value to the full community. They work cooperatively with others in a strong team environment; demonstrate flexibility in organizing and undertaking work; show a high degree of initiative, discernment and resourcefulness; exhibit excellent communication and relational skills; demonstrate thoughtfulness and intelligence in decision making; and are focused on creating positive outcomes for persons experiencing homelessness.

 

How we work here:

At CHF our approach is grounded in purpose, collaboration, and accountability. We believe that how we work together matters as much as what we achieve.

Here’s what you can expect from us—and what we expect from you:

• Ownership Under Pressure: We take responsibility for outcomes, even when challenges arise.

• Constructive Feedback: We give and receive feedback openly, with the goal of learning and improving.

• Pace with Purpose: We move quickly when needed, without sacrificing quality or integrity.

• Healthy Disagreement: We challenge ideas respectfully and invite discussion to make decisions stronger.

• Shared Understanding: Expertise means building clarity for others, not being “right by default.”

 

Our culture values transparency, inclusion, and resilience. We name real pressures – external and internal - and navigate them together. Interviews and development conversations focus on real examples of how we act when it’s hard, because that’s when our values matter most.

Accountability and Deliverables

Areas of Accountability 

Key activities include:

 

Collaboration & Agency Support

• Collaborate with funded agency key contacts, CHF teams and prospective employers to ensure clear line of sight, scope and understanding of the program framework.

• Act as a trusted representative and brand ambassador of CHF while interacting with key community partners and government representatives.
• Foster collaboration, cooperation, and teamwork with colleagues, community partners, and funded organizations, ensuring role clarity and working toward collective success.
• Liaise with funded program staff (especially Employment Specialist) to:
  • Connect participants in need of employment with prospective employers,
  • Ensure key program activities are being completed, such as employment readiness assessments and employment plans,
  • Ensure necessary program activities are being documented in the government reporting system, 
  • Support the program’s development over time, and,
  • Support funded programs with schedule preparation and contract execution using grant management software.

 

Employer Prospecting

• Liaise with prospective employers to:
  • Understand positions available and assess appropriateness of the positions for the program,
  • Understand employers hiring requirements, needs and concerns and subsequently support meeting the needs and address the concerns together with the funded program(s),
  • Connect employers with participants seeking employment and funded program staff, and,
  • Support mediation between employers and funded program staff where appropriate and needed.

 

Analytics & Reporting:

• Contribute to developing operational processes and corresponding program documentation,
• Ensure all necessary documentation and information is entered into the government reporting system where appropriate,
• Work with the developmental evaluator and data team to support data analyses, complete reporting, and evaluation requirements,

• Support with environmental scans and literature reviews to inform program adaptation and improvements, and,
• Other relevant duties as assigned by the Manager, Evaluation and Employment Services.

Education and Experience

The ideal candidate will have the following qualifications:

 

Education: A bachelor’s degree in social or health sciences, education, business, public administration, human resources certificate or similar.  

 

Experience: 5 years’ experience in related field, or previous recruiting, placement and staffing experience in a non-profit or collaborative environment preferred. 

 

Technical Knowledge: Solid working knowledge of recruiting and staffing, project coordination, program evaluation fundamentals (e.g., program logic models).  Familiarity with end-to-end recruitment practices for those potential program participants with atypical experience base is an asset.   Demonstrated proficiency with Microsoft Suite, including Word, Excel, and PowerPoint Presentations.

 

Project & Client Interface: Excellent project coordination and time management skills. 

 

Problem-Solving & Process Skills: Knowledge of problem solving and decision-making practices, and process improvement techniques.

 

Collaboration & Influence: Ability to work effectively across cross functional teams, influence stakeholders, prospective employers and candidates.  Translate organizational priorities into actionable program tasks.   Excellent verbal and written communication skills, including preparing reports.

 

Compliance & Privacy: Familiarity with relevant data privacy practices and regulations.  

General Competency Requirements

The ideal candidate will be expected to demonstrate and grow the following competencies:

Taking Accountability for Guiding the Fight Against Homelessness by:

• Regularly sharing our Purpose and Ambition and make decisions that move us toward it.
• Following through on my commitments to earn the trust of my colleagues and community partners.
• Identifying obstacles, admitting my mistakes, and taking ownership of solutions.

Fostering a Growth Mindset  by:

• Regularly seek new information and leveraging data to inform my solutions and decisions.
• Treating mistakes as learning opportunities and focusing myself & others on improving future results.
• Considering how I may have contributed to problems and regularly seeking feedback to discover how I can improve.
• Accepting ambiguity and taking action to move us in the direction of our goals without waiting for perfect information.

Empowering Others to Succeed by:

• Articulating and agreeing upon clear expectations and desired results.
• Meeting regularly with my key internal and external stakeholders to ensure they have what they need from me to succeed.
• Eliminating organizational constraints that hold people back.

Collaborating for Greater Impact by:

• Proactively collaborating with others and incorporating their input into solutions.
• Respecting the unique strengths and agency of others by encouraging them to propose solutions and make decisions.
• Having the courage to share difficult perspectives directly, respectfully, and in a timely manner, and encouraging others to do the same.
• Being willing to change my perspective when presented with new information.