Capacity Building Project Manager – WAGE (Women & Gender Equality)

Posted 3 weeks ago

About Us:

The Fraser Region Aboriginal Friendship Centre Association is a non-profit organization that provides a diverse range of culturally safe and supportive services to Aboriginal people in Surrey and the Fraser Salish region. The Friendship Centre works from a decolonizing perspective, and as such, works to strengthen family bonds between generations and within the family.

About Surrey:

The City of Surrey is one of 21 municipalities in Metro Vancouver in British Columbia, Canada. We are located on the Lower Mainland on the south side of the Fraser River and share a border with the United States of America. Surrey is situated on the traditional, ancestral, and unceded territories of the Salish Peoples, including the q̓ic̓əy̓ (Katzie), q̓ʷɑ:n̓ƛ̓ən̓ (Kwantlen), and Semiahma (Semiahmoo) land-based nations.

Position Summary:

FRAFCA is seeking a skilled and dedicated Project Manager to build capacity and to lead the implementation of the Innovative Capacity Building for Indigenous Organizations project. The successful candidate will be responsible for overseeing and driving the attainment of project objectives, contributing to the growth and sustainability of our organization. Through effective leadership and strategic planning, the Project Manager will play a pivotal role in addressing critical staffing issues, organizational restructuring, cultural awareness, and improved service delivery, particularly in the context of supporting individuals experiencing gender-based violence within Indigenous communities.

The FRAFCA Capacity Building Project Manager working under the contract of Department of WAGE (Women & Gender Equality) will also develop and sustain the program’s ability to prevent and address gender-based violence (GBV) against Indigenous women, girls, and 2SLGBTQQIA+ people, with a focus on Indigenous people living on a low income and/or with disabilities in the Fraser region. This will be achieved by adapting organizational human resources products and tools, developing an Indigenous protocol handbook, conducting an organizational needs assessment to gauge impact on preventing GBV, developing and implementing a sustainability plan, and acquiring and implementing a client management tool to better understand clients’ needs around GBV. This position will work closely with FRAFCA’s Director of Strategic Innovation to establish partnerships for capacity and funding opportunities and decolonize the agency by striking a Cultural Committee and creating a Reconciliation Action Plan that focuses on prevention and education around GBV.


  • Opportunity to work alongside cultural knowledge keepers & Elders
  • Holistic, culturally safe, approaches to serving our clients and community
  • Freedom to share and observe own cultural practices (i.e. smudging in the office)
  • Access WorkBC Employers Training grants and other bursaries to fund training & other professional development
  • Extended Health Benefits Package (Medical, Dental, Travel) and Employee Assistance Plan after 3-months on continuous employment
  • 10 annual paid sick/personal leave days
  • Paid vacation days (up to 25 days based on years of service)
  • Flexible work hours
  • Offices located along main transportation routes; main office by the Skytrain station
  • Parking available on-site

Job Duties & Responsibilities:

  • Identify the root causes of frequent staffing challenges and high turnover rates within the organization.
  • Create and administer organizational gender-based violence GBV prevention Needs Assessment.
  • Conduct an in-depth internal assessment of recruitment and retention challenges, followed by the development and execution of a comprehensive organizational strategy to address these issues.
  • Devise recruitment and retention plans, striving for minimal staff turnover by project completion, fostering organizational longevity.
  • Lead the organizational restructuring process, aligning with continued growth while maintaining staff wellness and capacity limits.
  • Develop and implement a recruitment and retention plan in collaboration with HR, including a succession strategy, with department-specific capacity evaluations.
  • Secure ongoing funding to support the organization’s capacity needs, engaging with funders and negotiating existing program support.
  • Integrate trauma-informed cultural safety training into the organization’s practices, particularly in working with Indigenous peoples and addressing intergenerational trauma.
  • Collaborate with HR to establish a cultural handbook and organization procedures, aligning with the existing HR manual.
  • Strengthen support for individuals experiencing gender-based violence by attracting Indigenous talent to FRAFCA.
  • Define and incorporate quality work standards into organizational procedures, emphasizing balance between quality and quantity.
  • Foster cohesive and safe operations, providing enhanced support for those experiencing gender-based violence.
  • Streamline organizational structure to reduce multitasking, enabling increased focus on staff development and community needs, particularly related to gender-based violence support.
  • Drive the development of a cultural safety environment, ensuring respect, understanding, and Indigenous employment optimization.
  • Conduct a comprehensive needs assessment, culminating in a detailed plan to address identified needs.
  • Develop or acquire a client management tool to enhance internal communication and service delivery.
  • Implement systems for efficient client management and robust internal communication to enable a holistic approach to service delivery.
  • Cultivate a culture of transparency, understanding, and collaboration across all departments.
  • Design and implement organizational training on how to take part in consultations on legislation, policies and programs.


  • Bachelor’s degree in a relevant field; master’s degree preferred.
  • Proven experience in project management, preferably within Indigenous organizations or related social services contexts.
  • Strong understanding of Indigenous cultures, trauma-informed care, and gender-based violence issues.
  • Exceptional leadership and interpersonal skills, with a track record of building effective teams and fostering a collaborative environment.
  • Demonstrated ability to develop and execute organizational strategies to address complex challenges.
  • Excellent communication skills, both written and verbal, to engage with diverse stakeholders.
  • Experience in securing and managing funding sources to support organizational growth.
  • Proficiency in project management software and tools.
  • Ability to work independently, manage priorities, and meet deadlines effectively.

We are an equal opportunity employer and strongly encourage applications from Indigenous candidates. This is a full-time position based at FRAFCA’s headquarters. Compensation will be commensurate with experience.

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We thank all applicants, but only those selected for interview will be contacted.

Applications will be accepted on a rolling basis. Open until suitable candidate is found. contacted.

*****Pursuant to S. 41 of the BC Human Rights code, preference may be given to Aboriginal Applicants.

“We are committed to the National Truth and Reconciliation Calls to Action. FRAFCA is engaged primarily in promoting or serving the interests of Indigenous peoples, FRAFCA prioritizes employment to Indigenous peoples. Preference will be given to Indigenous applicants, unless that preference or employment would constitute a discriminatory practice under the Canadian Human Rights Act”.

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