Director, Modernization & Change Enablement – Hybrid in Montréal

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.

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

The Director, Modernization and Change Enablement will drive the establishment and embedding of the People & Culture Change Leadership workstream. This individual will design enterprise-wide change management strategies to foster collaboration, minimize resistance, optimize workforce agility, and ensure a smooth transition toward achieving the organization’s modern talent and strategic goals.

Main Responsibilities and Impact:

• Enterprise Change Governance & Council Leadership
  • Establish Governance: Design, stand up, and govern the newly formed Enterprise Change Council to serve as the central governing body for cross-functional change alignment.
  • Define Operations: Formulate the Council’s charter, objectives, membership, and operational cadence, ensuring active, collaborative representation across all components and key stakeholders.
  • Manage the Portfolio: Lead Council sessions to aggregate, review, and evaluate the enterprise change portfolio, proactively identifying change collision risks, sequencing conflicts, and organizational saturation points.
  • Facilitate Decisions: Drive strategic decision-making and prioritization within the Council to balance modernization velocities with employee absorbency and operational stability.
• Strategic Change Leadership & Transformation
  • Develop Strategy: Formulate and execute a comprehensive change management and organizational transformation strategy aligned with the broader talent and engagement roadmap.
  • Assess Impact: Identify the deep cultural and operational impacts of major modernization initiatives across diverse functions, processes, and teams, creating highly tailored intervention plans.
  • Embed Best Practices: Standardize and embed enterprise-wide change management methodologies, uniting human resources, operations, and leadership across various functions and regions.
  • Measure Readiness: Co-design organizational change readiness and cultural pulse frameworks aligned with the enterprise Employee Listening strategy to gauge and build the capacity for continuous strategic evolution.
• Talent and Stakeholder Engagement
  • Build Partnerships: Cultivate and maintain strong relationships with key business leaders and partners to drive deep buy-in and commitment to workforce modernization efforts.
  • Coach Leadership: Act as a trusted advisor and executive coach to leadership teams, guiding them on their roles as active, visible sponsors of change.
  • Drive Communications: Develop and execute strategic communication plans that elevate employee voices, promote transparency, and maximize engagement throughout transformation lifecycles.
• Organizational Capability & Learning Integration
  • Design Capability Programs: Oversee the coordination and design of integrated training programs to equip employees with the new skills, competencies, and mindsets required to embrace modern working models.
  • Align Systems: Ensure complete alignment between modern talent programs, organizational development initiatives, and learning systems to facilitate high adoption rates.
  • Support Transitions: Provide ongoing, empathetic support and framework resources to teams and individuals navigating complex structural transitions.
• Implementation, Analytics & Cultural Sustainability
  • Integrate with HR: Collaborate across broader People & Culture teams to seamlessly integrate change management actions into existing workforce initiatives and program lifecycles.
  • Mitigate Fatigue: Monitor progress and address change fatigue or institutional resistance proactively through data-driven, analytical approaches.
  • Sustain Success: Promote deep alignment between organizational culture, workforce behavior, and long-term strategic objectives to ensure sustainable, long-term success.
  • Support Pillars: Lead ad hoc strategic initiatives as assigned to support and advance CBC/Radio-Canada’s core strategic pillars.

Qualifications, Experience & Skills:

• Education & Certifications
  • Required: Bachelor’s Degree in Organizational Development, Human Resources, Business Administration, or a related field (required)
  • Advanced certification in Change Management (e.g. Prosci, ACMP, or equivalent)
• Experience
  • 8+ years of progressive leadership experience in change management, organizational development, talent management, or related fields
  • Proven success leading enterprise-wide modernization or human resources transformation initiatives within complex, cross-functional, and matrixed environments.
  • Direct, proven experience establishing, standing up, or operating an executive-level governance body or steering committee (such as a Change Council)
  • Experience operating in public service, media, or similarly regulated/bilingual landscapes is preferred
• Knowledge & Skills
  • Deep mastery of change management frameworks, portfolio governance, and workforce transformation methodologies.
  • Exceptional facilitation, communication, and emotional intelligence, with a natural ability to resolve conflicts and align matrixed stakeholders at the executive level.
  • Strong project management discipline, specifically regarding how to map portfolio-level change saturation and embed agile frameworks into massive organizational shifts.
  • An analytical and strategic mindset capable of turning workforce data and engagement metrics into actionable insights.
  • Experience with collaboration and project management tools, e.g. Google Suite (Gmail, Drive, Docs, Slides, Sheets, Meet)
  • Bilingualism (English/French) is required.

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 experiences

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.

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