OPEN POSITION : Technical Director
St-Lazare Hudson Soccer Club
Saint-Lazare / Hudson, Québec
Full-time | Availability required on certain evenings and weekends
About the Club
Founded in 2001, the St-Lazare Hudson Soccer Club serves more than 1,200 members from Saint-Lazare, Hudson and the surrounding communities. We offer a complete player pathway, from introductory and recreational soccer to competitive and elite programs.
Our culture is built on ambition, excellence, leadership, teamwork, respect and community.
The Club already has a strong technical structure in place and is now entering the next stage of its development. We are looking to further strengthen the quality of player development, support our coaches and advance our elite program.
The Role
The Technical Director is responsible for the Club’s soccer direction and the development of its entire technical structure.
The Technical Director reports to the Board of Directors, through the President or another individual designated by resolution of the Board, and works closely with the General Management as well as the leaders of the various programs.
The successful candidate will lead player development, the Club’s playing philosophy and game model, technical programs, as well as the development and supervision of technical staff.
The primary role is to ensure that the Club’s philosophy, game model, technical standards and player development pathway are effectively implemented on the field.
We are looking for someone who can bring a long-term vision while remaining highly present on the field.
The mandate is not simply to maintain or administer existing programs. The Technical Director must evaluate and develop them while establishing standards that measurably improve player and coach development. We are looking for someone who can move the Club forward and raise our development standards.
Key Responsibilities
Technical Vision and Development
Define, update, lead and develop the Club’s playing philosophy and game model.
Ensure consistent technical and tactical progression across the different age groups.
Implement the long-term player development pathway.
Establish technical, tactical and behavioural standards appropriate to each stage of development.
Ensure training content reflects the Club’s objectives.
Maintain consistency between the Club’s technical document, the programs offered and their actual implementation on the field.
Recommend improvements to the Board of Directors to further develop the Club’s technical structure.
Oversee technical programs, from grassroots development through competitive and elite programs.
Player Development and Monitoring
Establish a clear structure for player evaluation and progression.
Oversee evaluation and selection processes.
Establish criteria for progression between different levels.
Establish criteria for playing up when applicable.
Identify and support high-potential players.
Establish individual development objectives where appropriate.
Monitor technical, tactical and physical progression.
Create clear pathways toward regional and provincial selections and higher-level environments.
Promote the retention of high-potential players by providing a stimulating environment adapted to their needs.
Match results should not be the sole measure of success. Individual development, understanding of the game, collective progression and the Club’s ability to develop its players should also be measured.
Elite Program
The development of the elite program is an important priority of the mandate.
The Technical Director will:
Conduct an objective assessment of the current program.
Identify the age groups with the greatest potential.
Identify two or three groups that could become benchmark groups.
Evaluate the quality of the technical, tactical and physical development being provided.
Determine which additional resources could have the greatest impact.
Improve individual player monitoring.
Integrate video analysis and other evaluation tools where appropriate.
Develop training structures adapted to the needs of priority groups.
Ensure that lessons learned from priority groups can eventually benefit the entire program.
The objective is to go beyond simply meeting basic requirements and create genuine added value for the Club’s elite players.
Coach Development
Player development is directly linked to the quality of coaching.
The Technical Director will:
Recruit and recommend coaches and technical staff members.
Clearly define their roles and responsibilities.
Establish technical and behavioural expectations.
Regularly observe training sessions and matches.
Provide structured feedback.
Implement a mentorship program.
Identify training and education needs.
Support coaches in their certification pathways.
Encourage the sharing of knowledge and best practices among coaches.
Conduct regular evaluations of technical staff.
The technical department must create a culture in which coaches are supported, held accountable and encouraged to develop.
Technical Department Management
The Technical Director is also responsible for the planning and effective operation of the technical department.
This responsibility includes:
Annual program planning.
Coordinating technical staff schedules.
Identifying human resource needs.
Supervising program leaders.
Monitoring the quality of technical activities.
Preparing and monitoring the technical budget.
Making investment recommendations to the Board of Directors.
Identifying needs related to equipment, fields, technology and specialized expertise.
Producing regular technical reports.
Presenting annual recommendations for the following season.
The Technical Director works collaboratively with General Management and the administrative team on operational matters that do not fall directly under soccer development.
Relationships with Soccer Governing Bodies
The Technical Director represents the Club on technical matters with:
Soccer Lac St-Louis;
Soccer Québec;
Canada Soccer;
partner clubs;
other organizations relevant to player and coach development.
The Technical Director must ensure that the Club complies with the standards, regulations, certifications and requirements applicable to its status.
Qualifications
Canada Soccer B Diploma or a recognized equivalent. A candidate with significant experience who is actively working toward this certification may also be considered.
Significant experience in youth soccer player development and coaching.
Experience in technical leadership, program management or coach supervision.
Strong understanding of long-term player development.
Ability to develop and implement a consistent playing philosophy and game model.
Experience in player evaluation, selection and individual development.
Demonstrated ability to mentor, develop and evaluate coaches.
Experience in annual planning and program management.
Ability to prepare and manage a technical budget.
Good knowledge of Soccer Québec, Canada Soccer and the regional soccer environment, or the ability to quickly become familiar with this environment.
Strong leadership, communication and organizational skills.
Excellent command of French. The ability to also work in English is an important asset.
Availability to attend Club training sessions, matches and activities, including certain evenings and weekends.
A university degree in kinesiology, physical education, sport management or a related field is an asset; however, practical experience and accomplishments within the soccer environment will be given equal consideration.
Assets
The following will be considered assets:
Canada Soccer A Diploma;
Children’s Licence, Youth Licence or other advanced certifications;
experience in an elite or high-performance program;
experience with players progressing toward regional, provincial, collegiate or higher levels;
knowledge of physical preparation as it applies to youth soccer;
experience with video analysis;
experience with individual development plans;
experience in coach mentorship and development;
knowledge of the Québec soccer system;
experience within a non-profit organization or sports club.
The First 90 Days
0–30 Days: Understand and Evaluate
The Technical Director will:
Meet with key technical and administrative staff.
Meet with coaches and program leaders.
Observe training sessions and matches across several age groups.
Review the Club’s technical document.
Analyze the program structure.
Review the current player pathway.
Identify gaps between established standards and their implementation on the field.
30–60 Days: Establish Priorities
The Technical Director will present an initial assessment of strengths, weaknesses and opportunities for improvement, particularly regarding:
technical standards by age;
the game model;
training quality;
coach development;
player evaluations;
individual monitoring;
the elite program;
physical preparation;
retention of high-potential players;
human and material resources.
The Technical Director will also identify the areas and groups with the greatest potential and propose concrete ways to advance the elite program.
60–90 Days: Present a Plan
Before the end of the first 90 days, the Technical Director will present:
a 12-month technical action plan;
recommended priorities and actions;
responsible individuals;
timelines;
required resources;
recommended investments;
coach development objectives;
player-related objectives;
measurable indicators;
the foundation of a three-to-five-year technical vision.
Performance Evaluation
We want to measure success by more than match results.
The Technical Director’s performance should take into account:
players’ technical progression;
teams’ tactical progression;
the quality and consistency of training sessions;
coach development and stability;
the quality of the elite program;
player retention;
player progression toward higher-level environments;
the quality of implementation of the Club’s technical document;
achievement of annual objectives agreed upon with the Board of Directors;
the quality of planning, reporting and budget monitoring.
Player progression, coaching quality, retention, consistency throughout the development pathway and progression toward higher levels are also part of our definition of success.
Compensation and Conditions
Competitive compensation will be established based on experience, qualifications and the agreed contractual structure. Compensation, contractual structure and final conditions will be determined and approved by the Board of Directors prior to hiring.
Working conditions, vacation, professional development support and other terms will be discussed with the successful candidate.
The Profile We Are Looking For
Above all, we are looking for a soccer leader.
Someone who can develop players, but also the people who coach them. Someone who can establish high standards, clearly explain what they expect to see on the field and support coaches in achieving those standards.
We are looking for someone who can turn a vision into concrete, measurable actions and who wants to play an important role in the next stage of the Hawks’ development.
How to Apply
Please submit your CV and a short cover letter to:
Application deadline: October 1
Only candidates selected for an interview will be contacted.