Summary
Description
The Calgary Youth Justice Society (CYJS) is seeking an HR consulting company to support our growing organization by developing and updating policies and procedures, providing mentoring and support to supervisors during implementation, and helping to resolve employee concerns or circumstances as they arise.
The successful candidate must have proven experience working with not-for-profit organizations and their leadership team as well as supervisors.
The current CYJS team consists of 22 employees and contractors, and does not have a dedicated HR professional.
About Calgary Youth Justice Society (CYJS)
Since 1996, the Calgary Youth Justice Society has helped over 15,000 youth find what is strong in their lives through programs proven to build resilience, reduce risk, and nurture community connections. Our approach is always strength-focused, seeing beyond what’s wrong to nurture what’s strong. Our impact is young people who feel valued and supported to be a part of our community in a meaningful way.
Our Vision: Young people contribute to, and flourish in, safe, caring communities.
Our Mission: Through the power of restorative and strength-based practices, Calgary Youth Justice Society inspires young people to realize their potential, build meaningful relationships, and positively engage with their communities.
Our Values:
We believe that every young person matters
We relentlessly pursue strengths and possibilities
We build a connection between young people and their community
We foster meaningful relationships
We create win-win partnerships
We lead through innovation and excellence
We thrive in a healthy team with a positive spirit
Fractional HR Role
A. Policy and Procedures Development
CYJS requires the development and/or updating of HR policies, procedures, and resources:
1. Total Rewards (Compensation and Work Structure)
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Salary benchmarking (salary bands)
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Bonus and incentive programs
2. Performance Management
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Feedback systems
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Performance reviews
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Promotions and performance improvement plans
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Role clarity and accountability
3. Talent Management
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Leadership pipeline development and career progression
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Professional Development
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Employee engagement and recognition plan
4. HR Operations
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Updating, developing, and organizing mandatory policies and procedures to ensure alignment with legislation (ie: Workplace Compliance, OHS, and Employment Standards)
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Offboarding and termination processes
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Process and template review and updating (Employment contract, Contractor Agreement, performance documentation, expense and time sheets, vacation requests, incident documentation, reporting and investigation process, etc.)
5. Updating of Employee Handbook and Supervisor Guide
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Policies and procedures will be incorporated into a newly designed and updated Employee Handbook and Supervisor Guide.
B. Implementation
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Creating efficiencies with current and new HR processes and support rollout of new policies and procedures
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Providing mentorship to the leadership and supervision team to support implementation
- Conduct training sessions and workshops for supervisors & managers and staff to support interpretation and application of policies, procedures, and HR best practices and facilitate knowledge transfer to ensure long-term sustainability of HR processes and practices.
C. Situational Support
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As needed, will provide support and guidance with situations as they arise
Proposals should include:
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About your firm
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Bios of the team that will be working with CYJS, including professional designations and/or certifications
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Estimation of fees and estimated number of hours per week/month
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3 References, including a summary of the related scope of work performed
Response Submissions
Responses must be received by the deadline indicated in this RFP and emailed (PDF) to: Denise Blair dblair@cyjs.ca by July 20, 2026
