Position Title:

Senior Manager, Talent Development and Engagement, Technology & Infrastructure (T & I) (Telework/Hybrid)

Status of Employment:

Permanent

Position Language Requirement:

English, French

Language Skills:

English (Reading - C - Advanced), English (Speaking - C - Advanced), English (Writing - C - Advanced), French (Reading - C - Advanced), French (Speaking - C - Advanced), French (Writing - C - Advanced)

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.

Unposting Date:

2025-08-04 11:59 PM

Behind the scenes, but ahead of the curve: help us develop the next-generation public broadcaster.

Created in 2015 to align, lighten and modernize infrastructure, the Technology & Infrastructure (T & I) team is the backbone and the future forward arm of CBC/Radio-Canada. We are the people that make stuff work. We make connections; between media content, systems, people and places. We are the space in between.

A place with purpose. CBC/Radio-Canada has always been a highly regarded pioneer of media technology. Not just in Canada, but around the world. Today, we’re transforming ourselves from conventional radio and television broadcaster into a modern digital media company. Technology is the driving force and we are the team making it happen.

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.

Summary:

We are looking for a dynamic and highly motivated individual to join our team and play an essential role in fostering a culture of continuous learning, growth, and career advancement for our employees. This role will be instrumental in designing, implementing, and managing programs related to career mapping, skills development, and personal growth, aligning individual aspirations with the organization’s strategic objectives.

Reporting to the Senior Director, Transformation, People & Engagement, you will spearhead workforce and talent planning initiatives for Technology & Infrastructure across our teams and projects to help us deliver on our priorities and achieve our objectives.

Specifically, you will be responsible for creating professional development strategies and acting with an internal consultant approach for the implementation of programs in collaboration with internal partners. Furthermore, you will also be responsible for making recommendations to managers, employees, and leadership regarding human resources and talent development. As part of your duties, you will be responsible for the strategic planning of career development needs within T&I and the implementation of certain resources supporting the programs. This position plays a key role in ensuring that T&I has the right talent, in the right place, at the right time, to achieve its objectives effectively and efficiently.

Key Responsibilities:

In conjunction with T&I Executive Team members, senior leaders and managers, as well as with the People & Culture and Recruitment teams, you will be responsible for the following:

Skills Mapping

• Planning for future skills needs: Anticipate and identify the essential skills required to drive the organization forward, with a focus on succession planning and evolving technical requirements.
• Ensuring effective talent management: Implement a robust talent planning process for the Technology & Infrastructure team.
• Analyzing skill gaps: Conduct regular analysis to identify critical skill gaps and anticipate the organization’s future needs.

Career Mapping

• Designing clear career frameworks: Develop and implement frameworks that provide clear visibility into internal mobility options (vertical, lateral, cross-functional) for T&I employees.
• Collaborating on personalized pathways: Work with managers and HR to create customized career paths for targeted employees.
• Drafting and monitoring development plans: Create and oversee the implementation of employee development plans, ensuring they align with individual career aspirations and organizational needs.
• Contributing to strategic workforce planning: Identify future skill needs and create development plans to address them, ultimately supporting our strategic workforce planning.
• Providing follow-up and feedback: Monitor the progress of employee development plans, provide constructive feedback and propose adjustments as needed.

Development Opportunities

• Creating and monitoring development plans: Support employees in their development journeys and ensure ongoing follow-up.
• Analyzing specialized training needs: Assess the need for specific training, particularly in technology and leadership.
• Designing and delivering training programs: Work with the Learning & Development (L&D) team to design and deliver targeted training programs, workshops and learning resources that close skill gaps and foster upskilling.
• Promoting mentoring and coaching: In conjunction with the People & Engagement team, establish and promote mentoring and coaching programs, connecting employees with experienced professionals for guidance and support.
• Encouraging self-assessment and self-awareness: Support employees in self-assessment exercises (e.g., internal surveys, psychometric tests, skill inventories) to foster self-awareness and informed career decisions.
• Putting in place tools and processes: Oversee the creation of essential tools and processes (for communications, documentation, meetings and follow-up) to optimize resource planning and management across T&I.

Specialized Talent Attraction

• Developing a specialized talent attraction strategy: Create a strategic outreach plan for specialized industry fairs (for SMPTE and/or other areas as needed), as well as at tech-oriented university and college conferences.

Job Requirements:

• University degree in business administration, human resources and/or PMP, change management or any other related discipline would be an asset.
• Experienced Program Manager.
• Minimum of five (5) years of relevant experience (experience in program development and deployment - for example, talent development/process implementation, PMP/change management, design and implementation of career mapping and skills development programs).
• Minimum of three (3) years of experience in personnel management.
• Minimum of three (3) years of experience in talent development, learning and development, HR or a related field.
• Entrepreneurial mindset, [intrapreneur] focused on problem-solving and developing comprehensive programs.
• Strong project management skills.
• Organized and able to handle multiple tasks with ease.
• Excellent communication, interpersonal, and facilitation skills.
• Ability to build strong relationships and influence stakeholders at all levels.
• Excellent facilitation skills and high comfort in presenting results and recommendations to senior leaders.
• Ability to analyze data and leverage insights to improve programs.
• Knowledge of the technological environment is an asset.
• Proficiency in both French and English (spoken and written).

Qualifications:

• Significant experience in organizational transformation, as a project manager or organizational consultant.
• High level of discretion and ability to handle confidential information.
• Excellent prioritization skills.
• Creativity and vision.
• Diligence and attention to detail.
• Initiative and independence.
• Positive leadership.

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

recruitment@cbc.ca

.

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.

Primary Location:

1000, Rue Papineau, Montreal, Quebec, H2K 0C2

Number of Openings:

1

Work Schedule:

Full time