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, May 29th 2026 COMPANY DESCRIPTON: 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. The league pursues that goal through a continuing commitment to modernize and elevate both the game and the business. The CFL 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, centered on acceptance and understanding. The CFL's successes are measured not only on the field and within its ranks, but also in its unparalleled impact in affecting positive change and bettering Canadian communities and lives. POSITION SUMMARY: The Director, People and Culture creates a diverse and inclusive culture and ensures that the right people are in the right roles doing the right things to drive business success. The Director, People and Culture turns the league office strategy and business plan into actionable steps and executes efficiently and effectively. This role helps enable business success by researching, designing, implementing and managing best in class HR programs aligned with the long-term goals. The Director, People and Culture will work with people managers to implement initiatives that drive individual and cross-functional engagement, collaboration and operational excellence. The incumbent will help foster a diverse and inclusive environment that values top performance and leverages all forms of diversity to drive results and effect a positive work culture. KEY RESPONSBILITIES: • Collaborates with the senior leadership team to develop and execute the HR plan aligned with the league’s people strategy, budget and priorities • Understands the business environment and strategy and translates this 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 the senior leadership team 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 • Manage a direct report, being a Manager of HR • Works with managers to execute the annual HR plan, in line with business priorities, goals and Initiatives • Provides people management coaching to managers and contributes to enhancing their managerial skills • Researches, develops and executes employee engagement, development and retention plans • Leads the annual objective setting, performance review and compensation adjustment processes • Drives implementation of learning & development and succession planning processes • Assists managers in meeting and exceeding people objectives for their team and function • Owns the advocacy for an HRIS within the league office and with the Board, if needed • Owns the potential selection, implementation, and continuous optimization of the HRIS, ensuring it is fully integrated, scalable, and aligned with business and people strategy • Leads the potential HRIS implementation as a transformation initiative, including process redesign, change management, data integrity, and user adoption • Uses data to identify trends and recommends solutions to support the business • Generates and analyzes people metrics to assist managers in making optimal people-related decisions • Guides managers and employees in the resolution of people-related matter •

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