Lead, Human Resources

Canadian Media Producers Association
Toronto (City), Ontario
Competitive salary plus benefits, bonus, additional paid time off, flexible work and industry fun!
June 3, 2021
August 2, 2021
Job Level
AVP, Director
Employment Type
Full time
Designations Required/Preferred

The Canadian Media Producers Association is the national advocacy organization for independent producers, representing hundreds of companies engaged in the development, production, and distribution of English-language content made for television, cinema, and digital media channels. We work to promote the continued success of the Canadian production sector and to ensure a bright future for the diverse content made by our members for both domestic and international audiences.

The CMPA is currently seeking a dynamic and experienced Lead, Human Resources to join our Toronto or Ottawa office (currently remote). Details are found below.

FUNCTION MANDATE: The office of Human Resources is responsible for all human resources functions impacting people and culture within the organization, from pre-hire to exit of employment and sets HR strategy leading progressive programs and initiatives that enhance the CMPA culture. This role will also partner with the lead for CMPA’s equity, diversity and inclusion strategy with a focus on internal programs.

POSITION OVERVIEW: The Lead, Human Resources is a key role within the CMPA, and participates as a member of the Senior Leadership Team, reporting to the Chief Operating Officer. The Lead, Human Resources oversees legal and reputational risk in relation to employee relations, and oversees all strategy, programs and initiatives in this area. The role will nurture a culture of excellence, respect, engagement and inclusivity.

ROLES & RESPONSIBILITIES: The following is a list of key accountabilities for this role.

General talent and HR initiatives:

Provide strategic HR partnership and leadership in the areas of:

  • Talent Acquisition (end-to-end strategy, onboarding and orientation)
    • This includes development of recruitment strategy, policy and process
    • From pre-hire, to posting and working with leaders to hire through onboarding to 90-day check-ins
    • Create and develop new roles with use of existing Job Evaluation tools
    • All other talent management (promotion criteria, guidelines, etc.)
    • Update and maintain all operational documentation
  • Total Compensation
    • Partner with VP of Finance and COO on all aspects of total compensation philosophy, benefits plans and other total rewards
    • Includes Benefits strategy and administration in partnership with Finance
    • Define Employee Value Proposition and update
    • Create program documentation, including any merit increases, or bonus or other total rewards, recognition and benefits
  • Change management for all initiatives, working with Communications
  • Performance management
    • Develop a revised performance management process
    • Create tools and educate all managers on utilization
  • Talent management and development/training
    • Develop and/or procure various options of development for management and employees
    • Ensure any mandatory and compliance training is completed
    • Provide coaching
  • Health and Safety
    • Create Health and Safety program, policy and/or other requirements in partnership with all areas
  • Employee engagement
    • Lead initiatives to enhance employee engagement
    • Work with management and employees to design a culture of growth
    • Survey as required
  • Conflict resolution and Employee Relations
    • Manage any escalated issues
    • Ensure highly effective employee relations and conflict resolution management
    • Work in partnership with external legal counsel and internal stakeholders to address any legal issues, including workplace and violence investigations
  • All other HR-related requirements as they arise, including departures, reorganization or other people-related activity
  • Provide creative solutions to manage leadership and employee needs, and provide recommendations to streamline existing processes and procedures where possible
  • Lead and participate in a wide range of both HR and management/departmental projects
  • Manage budgetary responsibility

Equity, diversity and inclusion initiatives (staff and operations):

  • Support the equity, diversity and inclusion strategy for internal initiatives
  • Oversee staff and operational Equity, Diversity and Inclusion strategy and programs that will enable CMPA to attract, retain, deploy and develop diverse talent and that fosters a workplace culture that is welcoming and inclusive.
  • Develop and oversee the execution of innovative and powerful strategies to embed diversity, inclusion and cultural competency across CMPA staffing and operations, including awareness and education initiatives, programs that foster visible leadership commitment, and equity outreach programs.
  • Partner with Lead for external projects related to equity, diversity and inclusion (as required).
  • Collaborate across the organization (internally) to promote diversity initiatives to all employees.
  • Ensure that the CMPA is an organization that encourages equity, diversity, inclusion and belonging and has policies and processes in place to be competitive with other industry workplaces.
  • Support organizational compliance with government and regulatory compliance as it relates to diversity and inclusion, including but not limited to accessibility, pay equity and other requirements in order that CMPA may access funding programs.

Competencies required:

  • Post-secondary degree or certificate in Human Resources Management, Industrial Relations or a related field.
  • Professional designation, CHRP or CHRL, is required (or in progress).
  • Minimum 8 to 10 years of progressive HR experience.
  • Demonstrated ability to use sound judgement and decision-making skills when solving difficult HR issues, with the ability to implement action plans effectively.
  • Experience with organizational development work including team building and group facilitation.
  • Demonstrated success in managing complex employee relations issues.
  • Experience developing and executing inclusion and diversity strategies.
  • Excellent skills in all Microsoft Office, and up-to-speed on industry trends and social media use as a business tool.
  • Superior written and verbal communication skills, including listening and interpretative skills.
  • Outstanding interpersonal and influencing skills, and a demonstrated ability to develop relationships and influence at all levels within the organization.
  • Openness to diverse perspectives and ideas, and differing points of view is critical.
  • Understanding of the film and television industry is an asset.


Some travel may be required in the future, we have offices in Toronto, Ottawa and Vancouver.

The CMPA is committed to equity, diversity and inclusion in our organization and in our work. We welcome all applicants, and in particular applicants in equity-seeking groups.

Accommodations are available on request for applicants taking part in all aspects of the selection process.

Please submit a CV and cover letter by June 11, 2021, at 5 pm ET to Helen Patterson at helen.patterson@cmpa.ca with the subject line:  Application Lead, Human Resources.