Director, Family Wellness – Service Delivery

Job Overview

This employment opportunity is restricted to residents of Iqaluit only.

Reporting to the Assistant Deputy Minister, Family Wellness, the Director Family Wellness - Service Delivery is a crucial executive management and governance role tasked with providing vision and leadership in the strategic planning, direction, delivery, and evaluation of Child and Family Services. The role also oversees both regional and territorial operations and serves as the operational arm of the Division.

The portfolio responsibilities of the Director include overseeing child protection to ensure the safety and well‑being of children under threat, managing care arrangements for children in government custody, and supervising foster care through the recruitment, training, and support of foster families. The role also involves facilitating the adoption process to secure the best interests of the child, implementing prevention and family resource services aimed at preventing family breakdowns and enhancing resilience, providing diagnostic and therapeutic services through children’s assessment and treatment services, and administering residential treatment programs for children and youth.

• Assisting in developing content, in coordination with all divisions, for the departmental website and intranet pages and updating them regularly.
• Acting as a member of the Department of Family Wellness Senior Management Team, participating in strategic decision making, setting program priorities and directions, and allocating resources.
• Executing all duties and powers of an Assistant Director delegated by the practices stipulated by the Child and Family Services Act and the Child and Family Services Accountability Framework.
• Directing the planning, development, and evaluation of Child and Family Services, ensuring that quality standards are consistently maintained.
• Providing leadership for all human resources functions, which includes planning, recruitment, orientation, ongoing education, and the evaluation of manager and staff performance.
• Developing frameworks and processes to effectively manage services, ensuring appropriate and equitable access for all clients.
• Maintaining an effective organizational structure that aligns with the vision, legislation, standards, and policies of Child and Family Services.
• Actively maintaining and developing relationships between staff, the community, and Indigenous groups, ensuring the credibility and effectiveness of the services provided by the program area.

The ideal candidate will have a Bachelor of Social Work (BSW) degree, along with five (5) years of work‑related experience in child and family services, demonstrating comprehensive knowledge and practical application of Child and Family Services practices, foster care, and adoption processes. Three (3) years of management experience, showcasing strong leadership, strategic planning, and team‑building skills in a relevant setting is also required.

This is a Position of Trust, and a satisfactory Criminal Record Check is required.

The Official Languages of Nunavut are Inuktut, English, and French. Applicants may submit their resume in any of the official languages. Fluency in more than one of Nunavut’s official languages would be considered an asset. Knowledge of Inuit communities, culture, land, Inuit Qaujimajatuqangit, Inuktut and experience working in a northern cross‑cultural environment are also considered assets. Acceptable combinations of education and experience may be considered.

Applicants who possess equivalent education and/or experience that meets the requirements outlined above are encouraged to apply.

• The Government of Nunavut is committed to creating a representative workforce; therefore, priority will be given to Nunavut Inuit who self‑identify as being enrolled under the Nunavut Agreement in accordance with the Priority Hiring Policy.
• Government of Nunavut employees serving a probationary period must obtain and provide written authorization from the deputy head of their employing department. The authorization from the deputy head must accompany the application for it to be considered.
• Possession of a criminal record may not disqualify candidates from being considered. An assessment of the criminal record will be measured against the scope and duties of the position. This is a requirement for positions that require a satisfactory criminal record or vulnerable sector check.
• Only those candidates selected for an interview will be contacted.
• The onus is on candidates in receipt of foreign post‑secondary education credentials to have their foreign credentials assessed through a recognized Canadian education institution. Failure to do so may result in rejection.