Senior Manager, Talent Development and Engagement, Technology & Infrastructure (T & I) (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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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 were 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 organizations 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 organizations 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 countrys diversity. Thats 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. Thats 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 Canadas 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 .

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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