Executive Director, The Citadel Theatre
The Citadel Theatre acknowledges that the land on which it gathers is Treaty No. 6 territory and a traditional meeting ground and home of the First Nations, including both the treaty signatories – Cree, Saulteaux, Nakota Sioux, Stony and Cree-Iroquois – as well as other Indigenous peoples, such as the Blackfoot and Métis, who occupied this land. The Citadel extends its appreciation for the opportunity to live, create and perform on this territory.
The Citadel Theatre is a theatrical powerhouse, producing live performances that transport theatregoers to worlds beyond the imagination. Since opening its doors in 1965, Citadel has grown to become one of the largest not-for-profit theatres in North America with five performance spaces, over 7,000 regular subscribers, a total audience of 130,000 each season, and an annual operating budget of $13M. In addition to live performance, the Citadel builds community through its artistic development programs and event space. For more information about the Citadel—a true leader in the Canadian arts ecology—visit www.citadeltheatre.com.
Continuing to celebrate innovative and inclusive programming is central to the Citadel’s vision—at a time where sharing stories and providing memorable experiences is desired by so many. It is within this context that The Citadel Theatre invites nominations and applications for the role of Executive Director (“ED”), a position that will give a bold and community-focused leader the opportunity to lead the Citadel through the next phase of its development. Functioning as the Citadel’s co-lead alongside the Artistic Director and jointly reporting to the Board, the ED will further enhance the Citadel experience for employees, artists, partners, and audiences; raise the theatre’s profile locally, nationally, and internationally; and, lead fundraising and development efforts to support annual operations and strategic initiatives.
For the role of ED, the successful candidate is dynamic and tenacious—someone who comes with a compelling organizational vision that reflects the opportunities and complexities of a multifaceted arts landscape. They will be a skilled decision-maker and solutions-finder, bringing their unique ability to imbue personal wisdom into discussions focused on problem solving. The Executive Director will: embody a generosity of spirit and altruism; embrace diversity, equity, and inclusion in all its forms; and, be a fair and credible team player who can quickly gain the respect and confidence of the wider Citadel community. A true ideas-person and doer, the ED is able to conceive of multiple futures and possibilities when working alongside colleagues to bring exciting ideas to the marketplace.
The Citadel is partnering with BIPOC Executive Search to ensure an applicant list that has greater representation from Black, Indigenous, and People of Colour, thereby reflecting Canada’s diverse population. The Citadel is strongly committed to diversity within its community and especially encourages applications from candidates who will contribute to the further diversification of ideas.
Accommodation will be provided throughout the recruitment process to applicants with disabilities. All interested applicants can send their resume to Candice Frederick or Jason Murray by e-mailing [email protected].
The salary for the role of Executive Director will be approximately $165,000 depending on skills and experience. We thank everyone for their expression of interest—and are truly appreciative of the time individuals put into applying—but with the limitations of time only those selected for an interview will be contacted.
The Citadel endeavors to be the heart and hub of Edmonton’s arts community. As such, it is integral that we ensure that the stories we tell, as well as the composition of our artists, board, staff, students, and audience are reflective of the dynamic, multicultural city we call home. We commit to dismantling the systems of oppression that our organization has benefited from. We are building an anti-racism and anti-oppression intersectional framework through training, paid consultation, internal analysis, the building of an EDI Committee, a commitment to Edmonton’s 35//50 Initiative, and significant policy change through the entire organization.