Senior Director, Strategy & Business, Entertainment (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.

Role Summary

As part of the senior management team, the Senior Director, Strategy & Business, participates in the development of and implementation of annual and multi-year strategic objectives and business planning requirements. This person is a strategic partner, operational integrator, and trusted advisor to the General Manager.

The role includes operationalizing the GM’s vision, overseeing cross-functional deliverables, and ensuring the efficient execution of strategic objectives across the Entertainment department. The Director manages the department's internal operating cadence and acts as a central consultative interface across programming and leadership teams to turn high-level strategy into measurable corporate realities.

Key Responsibilities

1. Strategic Planning and Project Execution

• Annual Planning Synthesis: Coordinate and integrate strategic planning inputs from the Entertainment leadership teams, plays a key role in shaping the strategy with the team and assembling inputs into a unified operational roadmap under the GM’s direction.

• Operationalizing Vision: Convert high-level corporate strategies and long-term goals into clear, actionable, and measurable departmental initiatives and Key Performance Indicators (KPIs) and track initiatives. Drive innovation and adapt and revise strategy over time in changing landscape and incorporating relevant data/research. 

• Drive Portfolio Initiatives: Coordinate and drive the execution of high-priority, cross-functional projects; act as a the central point of contact to ensure interdepartmental alignment and timely delivery, while facilitating the practical implementation of workflow transformations, including digital (CBC.CA/Entertainment)  and AI strategy integration (including managing the Internal-facing AI Advisor).  

• Organizational Integration: Act as a central connector to ensure that internal sub-departments and programming portfolios are structurally aligned with overarching company priorities.

2. Operational Effectiveness and Business Rhythm

• Managing the Rhythm of the Business: Establish, maintain, and optimize the operating cadence for the leadership team, including regular management meetings, planning sessions, and systematic tracking of critical deliverables.

• Liaise with the Finance Team:  support GM in allocating, implementing and tracking budgets across Entertainment departments. 

• Executive Enablement: Prepare comprehensive briefing documents, pre-read materials, and operational data analysis to ensure the GM is fully equipped for high-stakes decisions and key meetings including for SET, Board of Directors and CRTC.

• Process Optimization: Proactively identify workflow bottlenecks, operational gaps, and structural inefficiencies, architecting streamlined systems to enhance overall departmental productivity.

• Issues Management: Track and manage emerging operational risks, driving the efficient execution of mitigation workflows across teams.

• Internal Communications Bridge: Oversee a team which will include a new Communications position, who will act as an articulate communications liaison and integrator between the GM, departmental leaders, and key internal business units to ensure total alignment of messaging.

• Departmental Representation: Attend designated operational forums and internal committees on behalf of the department, gathering intelligence and cascading insights back to the leadership team.

• Climate Assessment: Maintain a lucid, objective understanding of the organizational climate, operational hurdles, and employee sentiment, delivering candid feedback directly to the GM.

3. Culture, Talent, and Engagement Coordination

• Oversee the team in all activities related to culture and values alignment, staff engagement, equity and inclusion strategy, Indigenous strategy, and facilitation of training, town halls, speakers, 

• Talent Process Management: Manage the operational coordination of leadership, hiring workflows and liaise with People and Culture to assist with hiring needs, HR issues, and oversee the smooth execution of the annual performance review cycle for the department.

Qualifications

• Education: An undergraduate degree in Media, Business Administration, Communications, or a related field.

• Media Acumen: Strong familiarity with the media/entertainment landscape, including digital transformation trends, content relevancy models, and industry shifts.

• Project Leadership: Demonstrated success in directing cross-functional initiatives and organizing diverse teams toward unified deadlines.

• Core Competencies: Strong critical thinking, complex problem-solving abilities, and exceptional emotional intelligence. Must be able to synthesize and analyze complex, inter-organization information in order to make appropriate business recommendations.  Must be able to handle multiple priorities and respond to several urgent demands in a short time frame. This would include the initiation and monitoring of functions being done by others in response to urgent demands. Must be able to assess a situation, determine the root cause of the problem and initiate the course of action required. Required to exercise judgment and justify the position taken. Required to take initiative and work independently. 

• Communication & Influence: Superior writing, presentation, and public speaking skills; a demonstrated ability to influence without direct authority.

• Language: Bilingualism in French and English is preferred.

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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