Senior Director, Resource Planning and Development (French Services) (Telework/Hybrid)

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Work at CBC/Radio-Canada

At CBC/Radio-Canada, we create content that informs, entertains and connects Canadians on multiple platforms. Our successes and accomplishments are driven by embodying and upholding values, which include creativity, integrity, inclusiveness and relevance. 
 
Do you think you have the ability and drive to keep up with this exciting, ever-changing industry? Whether it be in front of the camera, on air, online or behind the scenes, you would be joining a team that thrives on making connections and telling stories that are important to Canadians.

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In 2026, CBC/Radio-Canada is a public media organization undergoing a major transformation. Backed by an ambitious strategic plan, we are modernizing our operations to fully deliver on our mandate for all Canadians.

To support this evolution, the Productions division is shifting toward a more integrated, agile and collaborative model. This transition relies heavily on optimized resource planning, cohesive talent management and an enhanced capacity to support our teams in a rapidly changing media environment.

The Senior Director, Resource Planning and Development, plays a pivotal, cross-functional strategic role at the core of this transformation. You will focus on providing a comprehensive, consistent and proactive outlook on resource needs while establishing a structured framework for talent management and development practices. This position reports directly to Executive Director.

Key Responsibilities:

Strategic Resource Planning:

• Develop a comprehensive short-, medium- and long-term vision for resource needs in conjunction with senior leadership.
• Implement forecasting frameworks to anticipate resource demands for upcoming projects and day-to-day operations.
• Maintain a high-level overview of projects and their broader impact on resource capacity, expertise and competing priorities.
• Contribute to resource prioritization and trade-off decisions based on organizational priorities.

Resource Allocation and Governance:

• Lead the division’s assignment team.
• Review and transform the assignment function into a forward-looking, strategic asset.
• Establish and refine clear, transparent and fair resource allocation mechanisms.
• Foster seamless resource use and sharing across different departments.
• Partner with internal teams to optimize existing expertise and promote cross-functional versatility.

Talent Development and Engagement:

• Act as the chief architect of the talent development strategy within the Productions division.
• Define and implement structured frameworks for:
• Skills development.
• Employee support.
• Internal mobility and career progression.
• Work closely with managers to clarify their role in employee growth.
• Drive a consistent, structured approach to talent development across the division.

Process Optimization and Best Practices:

• Optimize and standardize practices across the talent life cycle, including:
• Hiring (attraction, recruitment).
• Onboarding.
• Professional development.
• Career pathing.
• Implement simple, effective and consistent processes across the division.
• Identify and spearhead opportunities for ongoing operational optimization.

Training and Organizational Development:

• Build a training curriculum that aligns with operational and strategic needs.
• Establish guidelines for instructional design, content updates and organizational rollouts.
• Ensure alignment between employee development needs and training initiatives.

Cross-Functional Collaboration and Operational Support:

• Help establish a dedicated project intake and analysis unit to link project pipelines directly to resource planning.
• Work hand-in-hand with senior leaders to balance resource requirements with operational constraints.
• Collaborate with the Innovation and Continuous Improvement team to ensure alignment between:
• Innovation projects.
• Organizational capabilities.
• Skills development.
• Actively contribute to cross-functional innovation and improvement initiatives, ensuring alignment between project scopes, organizational capabilities and resource availability.

Communication, Collaboration and Change Management:

• Foster a culture of collaboration, transparency and accountability in resource management.
• Guide teams and managers through the transformation of workplace practices.
• Champion the seamless adoption of new mechanisms and workflows.

Strategic Leadership:

• Play a key leadership role in shaping the future of the Productions division.
• Guide high-level executive decisions regarding human and operational resources.
• Actively contribute to building a more agile, integrated and high-performing organization.

This is a hybrid position with a mix of in-office and remote work. Work arrangements will be discussed with hiring managers per departmental guidelines.

What You Bring:

Qualifications:

• University degree in a relevant field (management, human resources, media studies or equivalent).
• Minimum eight (8) years’ experience in a management or strategic resource co-ordination role.
• Proven track record within complex, matrixed or transforming organizations.

Skills:

• Political savvy, with a natural ability to navigate organizational dynamics, lead change, build consensus and minimize resistance.
• Strong ability to analyze data and structure complex workflows.
• Ability to balance multiple competing priorities across operations, talent and planning.
• Influential leadership and the ability to engage a wide range of stakeholders.
• Deep understanding of operational workflows and human dynamics.
• Ability to develop practical, ground-level solutions tailored to operational realities.
• Solid command of English and French, spoken and written.

Personal Attributes:

• Exceptional organizational skills paired with high professional standards.
• Proven ability to build trust with colleagues and partners.
• Comfort navigating complexity.
• Collaborative mindset and facilitating approach.
• Sound judgment and decisive decision-making capabilities.

Candidates may be subject to skills and knowledge testing.
 

We thank all applicants for their interest, but only candidates selected for an interview will be contacted.

As part of our recruitment process, candidates who advance to the next

step will be asked to complete a background check. This includes:  

• A mandatory Criminal record check. 

• Other background checks may be conducted based on the operational requirements of the position.

CBC/Radio-Canada is committed to being a leader in reflecting our country’s diversity. That’s because we can only create and tell the stories that connect Canadians, by having a workforce that mirrors the ever-changing makeup of our country. That’s why we, as an employer, value equal opportunity and nurture an inclusive workplace where our individual differences are not only recognized and valued, but also extend to and pervade all the services we provide as Canada’s public broadcaster. For more information, visit the Diversity and Inclusion section of our website. If you have accommodation needs at this stage of the recruitment process, please inform us as soon as possible by sending an e-mail to [email protected].
 
You are invited to consult and familiarize yourself with our Code of Conduct, which can be found on our corporate website. All employees must adhere to the Code as a condition of employment. We also invite you to take a look at our policy on conflicts of interest. In the event that you become an employee, it will be important to inform us, as quickly as possible, of any situation that, because of your hiring, constitutes or could appear to constitute a conflict of interest.

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