Climage Change, Climate Action

Position: Climate Change Coordinator
Employoyer: Grey County
Location: Owen Sound, Grey County, Ontario

Pay Type: Salary
Hiring Min Rate: 75,275.2 CAD
Hiring Max Rate: 86,395.4 CAD

Join us and help make a difference! At Grey County we work together to deliver essential public services that meet the needs of our communities. Grey County isn't just a great place to live; its also a great place to work!

We are proud to offer competitive wages and an attractive total compensation package. We support learning and continuous employee development, and champion career progression for our employees. We value work-life balance, so you can make the most of your career at Grey County, while making the most of your life in Grey County!

This is an 18 month contract position with a hybrid work environment.

Applicants are invited to submit their cover letter and resume by the deadline of Monday, August 18, 2025 at 11:59pm

Apply now to join our team!

Apply here: Apply

---

Purpose

The Climate Change Coordinator will join the Climate Action Initiatives Team in the CAO’s Office to support the implementation of Going Green in Grey the County’s Climate Change Action Plan (CCAP). The Coordinator will be a central point of contact for community and stakeholder groups, building capacity across the county and among its diverse population, to engage in climate action, with a focus on climate change adaptation and resilience.

The Climate Change Coordinator will also be responsible for leading the Resilient Grey planning process and initial implementation both within the Grey County organization and across our community.

Responsibilities

Climate Change Action Outreach

• Lead the finalization of the Resilient Grey Plan, in collaboration with the Climate Change Initiatives Manager:
  • Follow the Building Adaptive and Resilient Communities (BARC) milestones framework.
  • Oversee BARC partnership work, reviewing draft work products, providing feedback.
  • Convene and support Climate Adaptation Working Group meetings.

• Develop, and implement public outreach and engagement activities associated with Going Green in Grey, Grey County’s Climate Change Action Plan (CCAP) and the Resilient Grey planning process. This will include the following tasks:

• • Develop public education, outreach and communications initiatives and projects to build awareness of the County’s climate mitigation and adaptation work.
  • Work with Communications team to update Climate Action webpages with robust information on Going Green in Grey and Resilient Grey; Promote community implementation of Grey County’s climate work through grey.ca and other media platforms.
  • Support promotion of climate action opportunities through social media content for Twitter, Instagram, Facebook, LinkedIn, and others.
• Develop strong working relationships with community and stakeholder groups, building a shared sense of potential community benefit from climate action.
  • Attend community events to promote Going Green in Grey and Resilient Grey to present to students, community groups, stakeholders etc.
  • Respond to questions and inquiries from members of the public about Going Green in Grey, Resilient Grey and climate action.
• Develop strong working relationships with other County departments, building a shared sense of potential benefit from climate action and the importance of both mitigation and adaptation efforts in County projects and workplans:

• • Establish and facilitate cross-departmental collaboration through the establishment of committees and working groups to identify cross sectoral impacts and opportunities. (e.g., the impact of fleet charging on building electrical usage)
  • Develop a data collection strategy for corporate climate risk assessment and a corporate climate adaptation plan.
  • Develop an approach to implement a Climate Lens across corporate operations and capital work.
• Keeps the manager, senior staff aware of emerging issues and conflicts and works collaboratively to determine appropriate responses.
• Report progress on community engagement in climate action to senior management, Council, municipalities, and community groups through reports, presentations and briefing materials as required.
• Support the Municipal Climate Change Community of Practice, a working group of climate leads from Grey County’s member municipalities.
• Advance ongoing relationship building with local Indigenous organizations, and the traditional territory keepers, the Saugeen Ojibway Nation for climate action planning and implementation.
• Coordinate sustainability initiatives by organizing, administering, and facilitating multi-stakeholder meetings and teleconferences.
• Develop, issue, and manage procurement processes and manage consultants, in consultation with Climate Change Initiatives Manager, as needed.
• Work with staff to support internal green initiatives on request and coordinate the collection of outcomes data for tracking purposes.
• Research federal, provincial, and private sector funding for climate action and community engagement projects, oversee applications for funding in consultation with the Manager of Climate Change Initiatives, and manage progress and financial reporting requirements.
• Provide support to the County’s member municipalities and their respective Councils, County Council, senior management, staff, and vendors related to climate action engagement activities.

Other Duties

• Prepare program reports for management and Council and participate in committees as assigned.
• Performs other related duties as assigned by the Manager of Climate Change Initiatives.
• Comply with Provincial and County occupational health and safety legislation, regulations, policies, and procedures.
• Maintain confidentiality in accordance with the Municipal Freedom of Information and Protection of Privacy Act.

Working Conditions

Usual hours of work are thirty-five (35) per week, Monday to Friday. Overtime is sometimes required to deal with the demands of the position, such as evening meetings that are convened for the public and committees’ convenience, plus normal operational and statutory deadlines, and peak periods.

Occasional off-site meetings are required; must have valid driver’s license and access to a vehicle for travel if required.

Contacts

Internal Working Relationships

Discusses plans, priorities and receives general policy direction from the Manager and other senior staff outside the Climate Change Initiatives team in the CAO’s Office. Works with staff and/or department heads in other County Departments. Prepares and presents reports to Committee of the Whole or associated task forces.

External Working Relationships

Staff and Council of member municipalities, neighbouring counties/municipalities, as well as Provincial Ministries, Conservation Authorities, farm organizations, and business associations. Solicitors, consultants, developers, contractors, special interest or user groups, businesses, and the general public.

Knowledge and Skill

• Excellent listening and relationship building skills
• Political acuity and communication skills
• Well-developed leadership skills and demonstrated ability to foster collaboration and consensus
• Post-secondary degree in Environmental Resource Management, Environmental Science/Studies, Sustainability, Geography, Planning, Engineering, or a related field.
• Minimum of three years’ experience in a related area, preferably in a municipal setting.
• Up-to-date knowledge of climate change issues and sustainable development principles and practices.
• Experience with communications activities including online promotion, social media engagement and public outreach.
• Excellent verbal and written communications skills including writing successful grant applications, analytical skills and demonstrated knowledge of Federal and Provincial climate change policies and legislation.
• Ability to coordinate the collection of data, and synthesize, analyze and communicate information from multiple sources.
• Experience with public engagement and consultation on municipal climate action issues; familiarity with the IAP2 spectrum and IAP2 training and certifications considered an asset.
• Knowledge of principles of equity, diversity and inclusion in municipal climate action work including Just Transition, and Climate Justice considered an asset.
• Excellent organizational, analytical, investigative, report writing, communication, presentation, and public speaking skills.
• Demonstrated presentation, project management and administrative skills with ability to develop recommendations for a wide range of climate change initiatives.
• Experience with procurement processes and overseeing consultant work.
• General knowledge of public policy, practices and current issues affecting local government with a broad understanding of the two-tier municipal governments.

• Working knowledge of solar, wind and geothermal energy systems, greenhouse gas and carbon measurement concepts, electric vehicle charging units and other green energy concepts.

• Ability to respect confidentiality, and to communicate effectively and courteously with all levels of staff, external government agencies/authorities, elected officials, media, the development community, business groups, farm organizations, special interest or user groups and the general public.
• Proficiency in Microsoft Office products.; experience with Adobe Suite, Canva and other visual communications software considered an asset.
• Familiarity with GHG inventories would be an asset.
• Interdisciplinary background is an asset as the position requires working across many departments and sectors.
• A valid driver’s license (minimum G2 Class) and access to a vehicle for travel if required.

Impact of Error

Judgement errors could cause potential harm to the public image through failure to exercise diplomacy when dealing with the public or government officials. Errors in judgement, miscommunication and breach of confidentiality would result in unfavourable relations between staff, council, and the public and a loss of trust in the County’s Climate Change Action Plan. A misinterpretation of County policies or provincial guidelines could directly impact public safety or the natural environment.

Technical errors could lead to higher legal and administration or materials costs. Errors in judgement or data interpretation may place the County in a position of liability from a financial and environmental perspective.

Staff management errors could reduce departmental and program effectiveness, increase costs or liability, decrease employee involvement or morale, lead to negative public relations, and inconvenience the public, businesses, or farm organizations.

Grey County is proud to be an equal opportunity employer, and promotes a culture of respect where all team members are valued for their unique talents, knowledge and lived experiences.

Accommodations are available for all parts of the recruitment process. Applicants are encouraged to outline accommodation needs when submitting their application. If alternate methods of application are required, candidates can email careers@grey.ca

While we thank all candidates for their interest, only those selected for an interview will be contacted.

Any personal information submitted will be managed in accordance with the requirements of the Municipal Freedom of Information and Protection of Privacy Act, and will be used only to determine eligibility for employment.

Based on the nature of the position, pre-employment screening may be required including but not limited to; Criminal Record Searches, Financial Credit Inquiries; Educational and Credential Verification; Driver’s Abstracts; Drug/Alcohol Testing; Pre-Medical Testing and Investigative Employment References.

Please mention you saw this at GoodWork.ca.