Download Regional Director

JOB PROFILE
POSITION # MULTIPLE
TITLE: REGIONAL EXECUTIVE DIRECTOR
MINISTRY: FLNRO
CLASSIFICATION: STRATEGIC
BRANCH: REGIONAL OPERATIONS
SUPERVISOR: ASSISTANT DEPUTY MINISTER POSITION #: MULTIPLE
CONTEXT
Regional Operations purpose is to deliver integrated resource management services to BC. Regional
Operations ensures the effective, timely, and sustainable delivery of key government services to the natural
resource sector across eight regions organized into three areas. The Regional Executive Director works with the
Regional Management Team (RMT) and the Area Leadership Team (ALT) determining regional priorities and
allocating human and financial resources according to the strategic direction and guidance that has been
provided by ministry executive or has been regionally developed.
JOB OVERVIEW
Working at the regional level in resource management, the Regional Executive Director (RED) directs a broad
range of programs and services for a region, contributing a regional perspective to provincial policies,
programs and long range strategic planning. The RED leads business transformation that enables durable,
sustainable natural resource decisions.
ACCOUNTABILITIES

Periodically acts as the ADM for regional operations.
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Achieves regional, area and ministry goals through directing all operational, technical, financial, and
human resources within the region.

Provide strategic advice and direction for program development, planning frameworks, policies, action
plans, long-term strategies, legislation and regulation development, monitoring and reporting activities
and standards development ensuring they meet ministry service plan goals and provincial objectives.

Develops annual and long term business and work plans.

Leads the development of issue papers, business cases, forecasts and reports for Executive.
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Provide advice and options to executive on existing or emerging regional issues and priorities.

Resolves issues affecting operations and manages sensitive and potentially controversial regional
operational issues.

Primary accountability for delivery of “one land management” approach.

Primary contact for Provincial operations with respect to issues in the regions.

Contributes to the formulation of province wide performance management targets and client service
standards, and leads the implementation and evaluation of agreed performance standards.

Implements provincial policy and recommends changes and improvements to policies.

Using a corporate team approach, the position manages regional operations, projects and initiatives and
manages and resolves sensitive and potentially controversial regional operational issues.

Leads pro-active public engagement to develop and maintain cooperative working relationships conducive
to the achievement of ministry goals.

To protect the honour of the Crown, the RED directs FLNRO input into the development of strategic
agreements, partnerships and relationships with First Nations, and the provides regional oversight in the
delivery of the Crown’s constitutional and fiduciary responsibilities in resource management decisionmaking.

Represents the region or ministry on inter-jurisdictional committees and working groups (examples??).

Develops quality management compliance criteria, and establishes and monitors its application with a
consistent and comprehensive framework of professional standards for private and public sector
professional work.

Establishes and maintains effective working relationships with all Ministry groups, external agencies and
organizations, local government offices, the private sector and other stakeholders.

Acts as a statutory decision maker.

Establishes effective partnerships with external stakeholders and develops, negotiates and delivers
partnership agreements related to resource management.

Develops and advocates for funding priorities and manages allocation of financial and human resources
across the region to achieve program objectives.

Leads business transformation and change initiatives within the region, identifying and resolving issues as
they arise, managing sensitivities around changing roles and uncertainty, and fostering an engaged
workplace.

Manages human resources, budgets, facilities, agreements and other parameters of program and service
delivery

Supervises staff including assignment of work, development and evaluation of performance plans (EPDPs),
approval of leave, response to grievances and initiation of discipline processes.
JOB REQUIREMENTS

A degree in resource management or related studies, and a minimum of 7 years of experience in resource
management or the equivalent combination.

Experience in management and supervision of geographically dispersed multi-disciplinary staff.

Experience negotiating and mediating solutions in natural resource management.

Demonstrated experience in leading change and business transformation.

Demonstrated experience and ability to build and maintain cooperative and productive relationships and
effectively liaise with internal and external stakeholders.

Demonstrated experience and ability to manage effectively, provide strategic advice, and manage high
profile issues while working with multiple internal and external stakeholders.

Demonstrated experience and ability to develop, explain, and present high level policy, practices, and
strategic plans both verbally and in writing, in a clear and concise style that is appropriate to the audience.
COMPETENCIES
Vision and goal setting involves knowledge and skills in establishing official and operative goals for the
organization/units and to establish a system of measuring effectiveness of goal attainment
Promoting empowerment involves knowledge and skills in using processes such as delegation and
information sharing to enhance subordinate ownership and empowerment over their task and performance.
Creating and managing change involves knowledge and skills to manage in the organization through setting
direction and urgency, building a coalition of support, communicating widely, handling resistance to change
and facilitating implementation of successful change actions.
Solving problems creatively involves knowledge and skills in fostering creative problem solving in the
organization through critical reflection, problem analysis, risk assessment and rewarding innovation.
Building Strategic Alliances involves knowledge and skills to engage in internal and external stakeholder
analysis and to negotiate agreements and alliances based on a full understanding of power and politics.
Motivating for peak performance involves knowledge and skills in using motivational techniques such as job
design, role clarification, reward systems and performance appraisal to motivate optimum subordinate
performance
Communicating effectively involves good presentation skills (verbal and written), careful listening, problem
framing and use of presentation technologies.
Building team orientation involves knowledge and skills in developing group identity, participative decision
making and open and effective communication.
Designing strategy and structure involves knowledge and skills in the analysis of the environment, size of the
organization, strategy and use of technology.