General Accountability Wanuskewin Heritage Park has been a sacred site and gathering place for more than 6,400 years. The role of the CEO is to advance the understanding and appreciation of the evolving cultures of the Northern Plains Indigenous peoples, leading in ways that affirm the diversity and distinction of Indigenous peoples, reflect cultural integrity and business acumen in processes and practices, and protect the peoples’ sacred relationship to land and bison by focusing on the sustainable conservation of the ecosystem.
The CEO reports to the Board of Directors and is responsible for the day-to-day operation of the organization and the design, development and implementation of the strategic plan approved by the Board. The CEO is primarily accountable for providing effective, strategic leadership and management in the areas of people management, finance management, risk management, facilities management, program and service delivery, community relations, fundraising and capital projects.
Specific AccountabilitiesThe incumbent provides leadership consistent with the strategic direction of Wanuskewin Heritage Park. Accomplishing these involves the following accountabilities:
1. Business Acumen and Leadership
- Responsible for leading Wanuskewin as a business endeavor, recognizing that revenue from Park operations and fundraising provide the majority of funds required to operate the Park.
- Develop strategies and programs through which the goals can be attained to grow and strengthen the organization and ensure its sustainability.
- Oversee the fundraising activities for the organization.
- Review and analyze the various Wanuskewin businesses including: visitor experiences, tourism development, art and curation and special events.
2. Strategic Planning
- Develop, communicate and lead the implementation of the strategic plan consistent with the organization’s mission, vision and values.
- Develops, collaborates and seeks approval of the Board in developing strategies for achieving that vision.
- Establish qualitative and quantifiable, strategic metrics of success, approved by the Board, through which the CEO is accountable for the business and cultural aims of the Park.
3. Operations
- Works with Board, Staff and Elders Council to ensure that the goals and objectives are accomplished through development and implementation of activities, policies and sustainable practices that ensure operational programming objectives are met.
- Ensure the development of operating plans are integral to the annual operating budgets.
- Implement approved strategies and execute the operating plan through leadership, consultation, delegation, organization, resource development and allocation, and sustainable practice.
- Fosters a positive, strong working relationship and culture among the managers and across the various departments across the organization.
4. Relational Accountability
- Responsible for the enhancement of Wanuskewin’s reputation in the community, attending external meetings and important functions, handling media relations and discovering networking opportunities.
- Provide leadership for the Park’s cultural vision and cultural initiatives, ensuring cultural integrity, alignment with community priorities, and support for Indigenous knowledge systems through active engagement with the Elders Council, and community partnerships.
- Maintain and establish good working relationships with the Elders Council, Indigenous communities, cultural organizations, agencies, donors, funders, government and the general public.
- Responsible for communication effectively with the Board, providing timely, accurate information necessary for the Board to function properly and to make informed decisions.
- Represent Wanuskewin on national, provincial and regional committees as required.
- Build partnership with community-based organizations, governments, and educational institutions.
5. People Management and Human Resources
- Develop and maintain a positive, diverse and inclusive work culture by holding all employees accountable for outcomes and a high level of performance.
- Build a high-performing senior leadership team and play an active role in attracting, retaining, motivating and developing staff capable of meeting the organization’s objectives.
- Cultivate an environment of consultation, collaboration, innovation and sustainable practice.
- Engage in succession and workforce planning initiatives focused on business strategy and culturally affirming practice, thereby ensuring ongoing excellence in the organization’s programming.
- Fosters a culture of business excellence, cultural sensitivity and accountability throughout the organization.
6. Resource Allocation
- Responsible for fiscal management within the approved budget, ensuring optimal resource utilization.
- Develop profitable revenue streams.
- Develop innovative solutions to resource challenges.
- Balance the limitations of charitable resources with the maintenance of a world-class facility.
- Provides leadership around capital and facility initiatives and maintenance.
7. Risk Assessment and Management
- Incorporates the identification, assessment and management of risks in the planning for each area of Wanuskewin.
- Ensures accountability and transparency of all Wanuskewin’s activities, information and reports.
- Ensures compliance with federal and provincial laws, regulations, policies and legislation.
- Fosters and promotes a culture of responsible risk taking.
- Ensures implementation and maintenance of checks and balances with respect to financial management and assets and sustainable practices.
Required Qualifications and ExperienceTo accomplish the accountabilities, the CEO must have strong Indigenous cultural awareness and business acumen. Specifically:
- Honours Indigenous voices and values the contributions of all team members.
- Establishes networks and relationships with the Elders Council, Indigenous communities, cultural organizations and personal mentors.
- Appreciates the role that art and artisanship play in Indigenous community development and healing.
- Recognizes that ceremonies take different forms for different people, and is able to hold space for diversity.
In addition, the CEO should possess the following qualifications and experience
- A post-secondary degree with a minimum of 10 years’ experience in a senior leadership role with demonstrated financial and business acumen.
- Senior management experience in a profit organization.
- Ability to work with First Nations and Métis people with specific experience in working with Elders and Knowledge Keepers, and honouring their role in guiding the work.
- Knowledge of First Nation and Métis historical, cultural and economic issues as well as knowledge of traditional protocols and practices.
- Government relations experience including proposal development, reporting and engagement skills.
- Experience managing a team of diverse individuals and a proven track record in team building.
- Experience in board governance including document preparation and reporting.
- Knowledge of fundraising strategies and donor relations unique to non-profit sector.
- Strong ability to organize effectively, delegate responsibility, solve problems quickly and communicate clearly.
Required Competencies1. Financial and Business Acumen: Demonstrated financial and business acumen, with the ability to interpret financial information, assess organizational risk, and make sound financial and strategic decisions that ensure the long‑term sustainability and mission fulfillment of the organization.
2. Culturally Affirming Leadership: The ability to work with diverse groups of people with distinct cultural traditions, languages and protocols to ensure that representation, right relations, and stewardship of resources, artifacts and initiatives are carried out with respect for cultural integrity and Indigenous sovereignty.
3. Visioning and Strategic Thinking: The ability to provide leadership direction and communicate the vision to encourage alignment within the organization. Has the skill and mindset to address issues for sustaining competitive edge and provide the relevant organizational response.
4. Adaptability and Change Management: Personal willingness and ability to effectively work in, and adapt to change and adapts personal style to meet change requirements and is able to adjust to the changing needs.
5. Drive for Results: Motivated by success and passionate about working and achieving higher results. Persists to complete responsibilities, even in the face of difficulties; is optimistic and tenacious all through.
6. Team Leadership: Set and champion a clear future direction and demonstrate the actions expected in others, including a high standard of performance for self and others and providing clear direction for the team to achieve objectives.
7. People Development: A desire to work to develop the long-term capability of others. Fosters the growth of people to allow them to better meet organizational needs.
8. Entrepreneurial Skills: The ability to develop and assess business opportunities, generating creative ideas and applying sound commercial acumen. Takes an innovative approach to problem solving, including the ability to “think out of the box”, to go beyond the conventional, and a willingness to try out different solutions.
9. Values and Ethics: Abide by a strict code of ethics and behavior and encourages others to behave accordingly. Acts fairly by treating others with honesty, fairness and respect and making decisions that are objective and reflect the just treatment of others. Takes responsibility for one’s decisions and actions.
10. Client Focus: Demonstrates a high level of focus on client service (internal and extremal), setting priorities based on client needs and continuously seeking ways to meet and exceed client expectations.
11. Relationship Management & Collaboration: Leverages relationships with a diverse group of people (internal and external). Handles disagreements and conflicts and seeks to resolve them.
12. Planning and Organizing: Effectively organizes and plans work according to organizational needs. Efficiently manages time and effectively handles multiple demands and competing deadlines.
13. Quality Orientation: Promotes and maintains high standards of quality at work. Applies discipline and a detail orientation to work activities and constantly looks for ways to improve the quality of services. Encourages others to have high quality standards in their work.
14. Analysis and Problem Solving: Solves difficult problems through careful and systematic evaluation of information, possible alternatives and consequences. Considers many sources of information and evaluates the information against possible courses of action, and carefully deliberates before a final decision is made.
Why Join Wanuskewin?
Wanuskewin Heritage Park is more than a workplace—it’s a cultural hub where history, hospitality, and community come together. We prioritize Indigenous hiring and celebrate diversity in all its forms. If you’re passionate about service and cultural connection, we’d love to hear from you.
Application Process:
Wanuskewin has a priority to hire Indigenous candidates, please note in your cover letter if you choose to disclose.
Wanuskewin Heritage Park is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
