About the role
About Our Client: Our client is a Canadian media company.
Position Scope: Our client is seeking an experienced and strategic HR leader to serve as a trusted business partner to designated client groups within the organization. This role provides senior-level human resources leadership that enables organizational growth, operational excellence, talent development, and a high-performance culture.
The Senior Director/Director, Human Resources partners closely with business leaders to develop and execute people strategies aligned with business objectives across a fast-paced media and entertainment environment. This role serves as a key advisor to leadership teams, providing guidance on workforce planning, organizational effectiveness, talent management, employee engagement, change management, employee relations, and HR program implementation.
This role will report to the EVP, Human Resources and is a hybrid position requiring in-office attendance at the head office in Toronto for a minimum of three (3) days per week.
Core Responsibilities and Duties: Strategic Business Partnership and Workforce Planning Serve as the primary HR advisor to senior leaders within assigned client groups. Translate business priorities into comprehensive people strategies that support growth, innovation, organizational effectiveness, and long-term business objectives. Participate in business planning discussions to ensure alignment between organizational needs and talent strategies. Lead workforce planning initiatives, including talent forecasting, succession planning, organizational design, and headcount planning. Provide recommendations regarding team structures, workforce capabilities, spans of control, and organizational effectiveness. Support organizational changes, restructurings, workforce transitions, and contract or role changes, including planning, communications, and implementation.
Talent Management and Leadership Development Partner with leaders and the Learning & Development team to implement talent management strategies, including succession planning, leadership development, and high-potential employee identification. Support leaders in setting performance goals and developing high-performing teams. Identify leadership capability gaps and recommend development solutions. Strengthen organizational bench strength through career pathing and talent development initiatives. Partner with Talent Acquisition to build diverse and sustainable talent pipelines.
Employee Engagement and Culture Lead action planning efforts related to employee engagement survey results. Analyze engagement, retention, and workforce data to identify trends and opportunities for improvement. Develop and implement retention strategies for key talent. Support culture initiatives that reinforce company values and foster an inclusive, high-performing work environment. Leverage employee feedback to drive continuous improvement in the employee experience.
Organizational Effectiveness and Change Management Lead and support organizational transformation, restructuring, integration, and change initiatives. Develop stakeholder engagement and communication plans that support successful adoption of change. Assess organizational health and recommend strategies to improve effectiveness, collaboration, and scalability. Champion change management practices that drive business outcomes and employee readiness.
Employee Relations and Risk Management Provide guidance and leadership on complex employee relations matters. Conduct or support workplace investigations and ensure appropriate documentation and resolution. Partner with leaders to resolve employee issues with sound judgment and a balanced approach to risk management. Ensure compliance with employment legislation, company policies, and HR best practices. Identify and mitigate legal, operational, and reputational risks related to people matters.
Leadership Coaching and Business Support Act as a trusted, proactive, and highly responsive business partner to leaders across assigned client groups. Coach managers and senior leaders on performance management, employee development, organizational effectiveness, and leadership practices. Participate in leadership team meetings and contribute strategic people insights to business discussions. Advise leaders on the people implications of business decisions and drive accountability for talent outcomes.
Talent Acquisition Partnership Partner closely with Talent Acquisition to develop hiring strategies aligned with business priorities. Participate in senior-level and critical role recruitment processes as required. Provide input into employer branding initiatives and talent attraction strategies. Support immigration and international hiring requirements where applicable. Monitor talent acquisition metrics, including diversity, time-to-fill, and hiring effectiveness.
HR Programs and Continuous Improvement Lead or participate in strategic HR initiatives and cross-functional projects, including HR technology implementations, AI initiatives, organizational integrations, compensation programs, and benefits enhancements. Support the rollout and execution of enterprise-wide HR programs, including performance management, compensation reviews, and talent processes. Contribute to policy development, communication, and implementation. Use data and analytics to measure program effectiveness and recommend improvements. Drive continuous improvement of HR processes, systems, and employee programs.
Qualifications and Experience: Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field. CHRL, CHRE, SHRM, or equivalent professional designation considered an asset. 12–15+ years of progressive HR experience, including significant HR Business Partner leadership supporting senior executives. Demonstrated success leading workforce planning, organizational design, talent management, and organizational transformation initiatives. Experience supporting fast-paced, high-growth organizations within media, entertainment, technology, digital, or creative industries preferred. Strong knowledge of employment legislation and HR best practices across multiple jurisdictions. Proven ability to influence, coach, and build credibility with executive stakeholders. Strong analytical skills with experience leveraging workforce data to inform decision-making. Curiosity and interest in AI and emerging technologies, with a focus on practical applications that enhance HR effectiveness and employee experience. Exceptional communication, relationship-building, coaching, and leadership skills.
Application Instructions: To apply, please send a resume to Allison Dwyer at dwyer@summitsearchgroup.com.
Summit Search Group is a fair and equitable search firm. We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process.
Similar Jobs
About the role
About Our Client: Our client is a Canadian media company.
Position Scope: Our client is seeking an experienced and strategic HR leader to serve as a trusted business partner to designated client groups within the organization. This role provides senior-level human resources leadership that enables organizational growth, operational excellence, talent development, and a high-performance culture.
The Senior Director/Director, Human Resources partners closely with business leaders to develop and execute people strategies aligned with business objectives across a fast-paced media and entertainment environment. This role serves as a key advisor to leadership teams, providing guidance on workforce planning, organizational effectiveness, talent management, employee engagement, change management, employee relations, and HR program implementation.
This role will report to the EVP, Human Resources and is a hybrid position requiring in-office attendance at the head office in Toronto for a minimum of three (3) days per week.
Core Responsibilities and Duties: Strategic Business Partnership and Workforce Planning Serve as the primary HR advisor to senior leaders within assigned client groups. Translate business priorities into comprehensive people strategies that support growth, innovation, organizational effectiveness, and long-term business objectives. Participate in business planning discussions to ensure alignment between organizational needs and talent strategies. Lead workforce planning initiatives, including talent forecasting, succession planning, organizational design, and headcount planning. Provide recommendations regarding team structures, workforce capabilities, spans of control, and organizational effectiveness. Support organizational changes, restructurings, workforce transitions, and contract or role changes, including planning, communications, and implementation.
Talent Management and Leadership Development Partner with leaders and the Learning & Development team to implement talent management strategies, including succession planning, leadership development, and high-potential employee identification. Support leaders in setting performance goals and developing high-performing teams. Identify leadership capability gaps and recommend development solutions. Strengthen organizational bench strength through career pathing and talent development initiatives. Partner with Talent Acquisition to build diverse and sustainable talent pipelines.
Employee Engagement and Culture Lead action planning efforts related to employee engagement survey results. Analyze engagement, retention, and workforce data to identify trends and opportunities for improvement. Develop and implement retention strategies for key talent. Support culture initiatives that reinforce company values and foster an inclusive, high-performing work environment. Leverage employee feedback to drive continuous improvement in the employee experience.
Organizational Effectiveness and Change Management Lead and support organizational transformation, restructuring, integration, and change initiatives. Develop stakeholder engagement and communication plans that support successful adoption of change. Assess organizational health and recommend strategies to improve effectiveness, collaboration, and scalability. Champion change management practices that drive business outcomes and employee readiness.
Employee Relations and Risk Management Provide guidance and leadership on complex employee relations matters. Conduct or support workplace investigations and ensure appropriate documentation and resolution. Partner with leaders to resolve employee issues with sound judgment and a balanced approach to risk management. Ensure compliance with employment legislation, company policies, and HR best practices. Identify and mitigate legal, operational, and reputational risks related to people matters.
Leadership Coaching and Business Support Act as a trusted, proactive, and highly responsive business partner to leaders across assigned client groups. Coach managers and senior leaders on performance management, employee development, organizational effectiveness, and leadership practices. Participate in leadership team meetings and contribute strategic people insights to business discussions. Advise leaders on the people implications of business decisions and drive accountability for talent outcomes.
Talent Acquisition Partnership Partner closely with Talent Acquisition to develop hiring strategies aligned with business priorities. Participate in senior-level and critical role recruitment processes as required. Provide input into employer branding initiatives and talent attraction strategies. Support immigration and international hiring requirements where applicable. Monitor talent acquisition metrics, including diversity, time-to-fill, and hiring effectiveness.
HR Programs and Continuous Improvement Lead or participate in strategic HR initiatives and cross-functional projects, including HR technology implementations, AI initiatives, organizational integrations, compensation programs, and benefits enhancements. Support the rollout and execution of enterprise-wide HR programs, including performance management, compensation reviews, and talent processes. Contribute to policy development, communication, and implementation. Use data and analytics to measure program effectiveness and recommend improvements. Drive continuous improvement of HR processes, systems, and employee programs.
Qualifications and Experience: Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field. CHRL, CHRE, SHRM, or equivalent professional designation considered an asset. 12–15+ years of progressive HR experience, including significant HR Business Partner leadership supporting senior executives. Demonstrated success leading workforce planning, organizational design, talent management, and organizational transformation initiatives. Experience supporting fast-paced, high-growth organizations within media, entertainment, technology, digital, or creative industries preferred. Strong knowledge of employment legislation and HR best practices across multiple jurisdictions. Proven ability to influence, coach, and build credibility with executive stakeholders. Strong analytical skills with experience leveraging workforce data to inform decision-making. Curiosity and interest in AI and emerging technologies, with a focus on practical applications that enhance HR effectiveness and employee experience. Exceptional communication, relationship-building, coaching, and leadership skills.
Application Instructions: To apply, please send a resume to Allison Dwyer at dwyer@summitsearchgroup.com.
Summit Search Group is a fair and equitable search firm. We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process.