## Director, People and Culture **Position Title:** Director, People and Culture **Department:** People and Culture **Status:** Full-time/Permanent **Location:** Toronto, ON (Hybrid) **Application Deadline:** Friday, October 2, 2026 ### Company Description The Canadian Football League is Canada's home for professional football. With over a century of rich history and nine member teams across the nation, the CFL provides world-class entertainment and excitement to a passionate and dedicated fan base. A season-long journey of unforgettable moments and must-see - TV broadcasts culminates in Canada’s largest single-day sporting event – the Grey Cup, where the newly crowned champions earn the right to hoist the iconic emblem of Canadian football. The CFL is dedicated to entertaining fans in Canada and abroad, pursuing that goal through a continuing commitment to modernize and elevate both the game and the business. The league is transforming its digital ecosystem and maximizing fan engagement through captivating content, data analytics, personalized marketing, and more. Just as important as its industry-leading operations, the CFL proudly champions the values on which Canada was built – unity, diversity, inclusion, strength, and service to the community. The league is supportive of all peoples, cultures, and backgrounds, offering a respectful and inclusive working and playing environment. The CFL's successes are measured not only on the field but also in its impact on affecting positive change and bettering Canadian communities. ### Position Summary The Director, People and Culture creates a diverse and inclusive culture and ensures that the right people are in the right roles to drive business success. This role turns the league office strategy and business plan into actionable steps and executes efficiently. The Director researches, designs, implements, and manages best-in-class HR programs aligned with long-term goals. The Director will work with people managers to implement initiatives that drive engagement, collaboration, and operational excellence, fostering a diverse and inclusive environment that values top performance. ### Key Responsibilities - Collaborates with senior leadership to develop and execute the HR plan aligned with the league’s people strategy, budget, and priorities - Understands the business environment and translates it into meaningful people programs, processes, and policies - Consults and advises managers and employees on all elements of the employee lifecycle - Ensures alignment across the league office and delivers consistent solutions to meet business needs - Collaborates with senior leadership to own all facets of HR including talent acquisition, compensation, talent management, organization design, change management, and learning & development - Owns people and culture projects from inception to implementation - Actively promotes the CFL as a great place to work and builds the employer brand to attract and retain diverse top talent - Manages a direct report, a Manager of HR - Works with managers to execute the annual HR plan in line with business priorities and goals - Provides people management coaching to managers - Researches, develops, and executes employee engagement, development, and retention plans - Leads annual objective setting, performance review, and compensation adjustment processes - Drives implementation of learning & development and succession planning processes - Assists managers in meeting people objectives for their teams - Owns advocacy for an HRIS within the league office and with the Board if needed - Owns selection, implementation, and optimization of HRIS, ensuring integration and alignment with strategy - Leads HRIS implementation as a transformation initiative including process redesign, change management, data integrity, and user adoption - Uses data to identify trends and recommend solutions - Generates and analyzes people metrics to assist managers in making optimal decisions - Guides managers and employees in resolving people-related matters - Develops, interprets, and communicates HR policies and processes - Ensures processes adhere to and advance the CFL’s commitment to Inclusion, Diversity, Equity, and Accessibility ### Qualifications & Skills - University degree in a relevant discipline or equivalent experience - CHRL designation achieved or in progress is considered an asset - Minimum 7 years of progressive Human Resources experience; experience in sports and entertainment or a start-up business environment - Experience evaluating, selecting, and implementing an HRIS, including organizational communication and change management planning is a definite asset - Senior HR professional with generalist experience who has acted as the sole HR practitioner is a definite asset - Experience supporting all provinces across Canada with knowledge of provincial employment legislation - Accomplished relationship-builder, skilled at inspiring, motivating, and influencing - Strong business acumen and ability to build initiatives, programs, and policies to drive business success - Proven project management skills - Takes a pragmatic and balanced approach to all people and business matters - Confident with proven communication skills and ability to earn credibility and trust - Able to gain and maintain cooperation and collaboration of managers and employees - Translates vision and strategy into a plan and executes flawlessly - Able to maintain confidentiality and handle sensitive situations with discretion - Demonstrates courage and conviction in advancing the people plan - Creative problem-solver with conflict resolution skills - Team-player and mentor capable of functioning with confidence at every level - Thrives in a fast-paced, evolving environment - Able to manage multiple and potentially conflicting long-term projects and day-to-day priorities ### Expected Compensation The expected compensation range for this position is $125,000 - $150,000 which includes base pay plus bonuses and variable incentive pay, if eligible. This range represents a good faith estimate and should serve as a guide. The specific compensation offered may vary based on candidate experience, skills, budget, and location. ### Other Considerations - **Hybrid Model:** The incumbent will be required to attend the office in accordance with the CFL Hybrid Work Policy. Attendance at meetings and other business events at the office or other venues as business needs dictate is required. - **Work Schedule:** Due to the nature of the business, the incumbent must be available and willing to work evenings, weekends, and holidays as required. - **Travel:** As required. --- _This job was found on [bandana.com](