Manager, Strategic Workforce Planning (People & Culture) (Hybrid/Telework)

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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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This role is a hybrid work arrangement. Work schedule to be discussed with the Hiring Manager according to the guidelines defined by the department.

Position Summary

The Manager, Strategic Workforce Planning is responsible for operationalizing and scaling the organization’s workforce planning strategy. This role bridges the gap between high-level strategic planning and tactical execution, ensuring the organization has the right talent, capabilities, and capacity to meet its transformation objectives. The Manager will lead a team of specialists to analyze workforce data, model future talent requirements, and partner with business leaders and HR partners to deliver actionable, data-driven workforce strategies that foster organizational agility and sustainability.

Key Responsibilities:

Strategic Workforce Planning & Governance

• Oversee the implementation of enterprise-wide workforce planning frameworks, tools, and methodologies.
• Lead complex business-unit workforce planning exercises, translating organizational priorities into actionable 1-to-3-year human capital requirements.
• Develop and maintain workforce forecasts, succession risk analyses, and talent scenarios to proactively address capability gaps.
• Standardize planning processes across business units to ensure consistency, scalability, and alignment with enterprise goals.

Data Analysis & Labour Market Intelligence

• Direct the collection and synthesis of workforce analytics (e.g., attrition, turnover, demographic shifts) and external labour market intelligence.
• Translate complex data sets into executive-level dashboards and strategic recommendations that influence talent investment and location strategies.
• Monitor technological disruptions and emerging skills trends to ensure workforce plans remain forward-looking and relevant.

Team Leadership & Stakeholder Management

• Lead, mentor, and develop a high-performing team of workforce planning specialists, fostering a consultative and analytical mindset.
• Serve as a key advisor to business unit leaders and HR Business Partners, facilitating workforce planning sessions and guiding them through talent strategy implementation.
• Collaborate across the HR Centre of Expertise—including Talent Acquisition, L&D, and Total Rewards—to integrate workforce planning with broader talent lifecycle initiatives.

Inclusion, Sustainability & Change Management

• Ensure all workforce strategies proactively embed Equity, Diversity, Inclusion, and Accessibility (IDEA) principles.
• Lead change management initiatives related to workforce modernization, helping the organization transition toward more data-informed, proactive talent decision-making.
• Establish and monitor Key Performance Indicators (KPIs) to track progress against workforce goals and report on organizational readiness.

Qualifications:

Education

• University degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related field.

Experience

• 7–10 years of progressive experience in Human Resources, with a significant focus on strategic workforce planning, people analytics, or organizational effectiveness.
• Proven experience in a leadership or managerial capacity, with a track record of building teams and developing staff.
• Demonstrated success in managing complex projects and collaborating with diverse senior-level stakeholders.
• Experience working in unionized, public sector, media, or large complex organizations is considered an asset.

Knowledge & Competencies

• Expertise in workforce planning methodologies, forecasting models, and HRIS/analytics tools (e.g., Workday, Power BI, Excel).
• Strong understanding of labour market trends, talent management principles, and employment legislation.
• Exceptional analytical skills with the ability to synthesize complex qualitative and quantitative information.
• Strong change management, communication, and storytelling capabilities.
• Ability to balance long-term strategic thinking with immediate operational execution.

Leadership Competencies

• Strategic mindset: Attains strategic goals by systematically reflecting on priorities and objectives to be pursued along with consequences
• Persuasive communication: Helps people shift toward a different perspective in a collaborative and positive manner
• Accountability:  Recognizes, takes ownership, and engages in course correction of decisions and subsequent actions
• Critical thinking: Engages in reflective thinking and challenges one’s personal assumptions in light of new arguments and verifiable information
• Empathy: Acknowledges and appreciates others’ feelings, perspectives, and aspirations on the basis of their experience

What Success Looks Like in This Role:

• Workforce planning practices are standardized, integrated, and actively used by business units to inform decision-making.
• The organization maintains a clear pipeline of talent for critical roles, with identified risks proactively mitigated.
• Leaders at all levels have improved visibility into workforce gaps and are equipped with data-driven options to close them.
• Workforce strategies are demonstrably aligned with both business goals and organizational commitments to inclusion and sustainability.

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.

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