AltaGas - Senior Partner, Workforce Capability & Talent Development

AltaGas; Calgary; On-site; CAD 150,000 - 210,000; Full time

Job summary

AltaGas is seeking a Senior Partner, Workforce Capability & Talent Development to shape enterprise learning, capability development and internal mobility. This strategic role connects learning with business strategy, workforce planning and HR technology, aiming to create an integrated development ecosystem across the organization.

The role emphasizes translating priorities into scalable programs and driving continuous capability building through experiences, projects and personalized development

Qualifications

• 8-12 years experience in enterprise learning strategy, capability development or related talent disciplines.
• Experience designing enterprise-wide skills, learning and career development strategies in large organizations.
• Proven ability to translate business priorities into scalable learning, development and mobility programs.

Responsibilities

• Lead AltaGas’ enterprise capability-building and skills development strategy.
• Translate capability gaps into prioritized reskilling and upskilling initiatives.
• Interpret trends with Organizational Design and Workforce Strategy to set investment priorities.
• Coordinate development, succession, talent acquisition and mobility actions across the enterprise.
• Evolve learning strategy and governance to balance centralized vs. business-led learning.

Skills

Enterprise learning strategy

Capability development

Skills strategy

Career architecture

Internal talent mobility

Job description

Job Description

AltaGas - Senior Partner, Workforce Capability & Talent Development

Working at the intersection of Talent, Learning, Talent Acquisition, Organizational Design and Workforce Strategy, HR Technology and the business, the Senior Partner, Workforce Capability & Talent Development will shape AltaGas’ enterprise approach to employee capability development, career growth and internal talent mobility. This highly strategic individual-contributor role will translate priorities identified through business strategy, organizational design, strategic workforce planning and talent processes into scalable learning, development and mobility solutions. A central focus will be creating an integrated development ecosystem that connects formal learning, learning in the flow of work, experiences, projects, career pathways, internal mobility and personalized development. This is an opportunity for a systems thinker and strategic builder who can see the whitespace, connect ideas across the enterprise and turn future-focused concepts into practical solutions that deliver measurable business value.

What You'll Do

Enterprise Capability-Building and Skills Development Strategy

• Lead AltaGas’ enterprise approach to developing employee capabilities and skills against priorities identified through business strategy, organizational design, strategic workforce planning and talent processes
• Translate capability gaps and workforce requirements into prioritized reskilling, upskilling and development initiatives
• Partner with Organizational Design and Workforce Strategy to interpret emerging trends and capability requirements and recommend priorities for enterprise learning and development investments
• Connect Talent, Learning, Talent Acquisition, Organizational Design and Workforce Strategy, HR Technology and the business to coordinate development, succession, talent acquisition and mobility actions

Help evolve employee development from traditional training toward continuous capability building through experiences, mobility, peer learning and learning in the flow of work

Career Growth, Talent Mobility & Employee Empowerment

• Develop the strategy for helping employees understand, develop and apply their capabilities in support of individual career aspirations and enterprise talent needs
• Create approaches that empower employees to take greater ownership of their growth through personalized learning, career insights, mentoring, projects, stretch opportunities and capability-based development recommendations
• Establish governance, leadership expectations and measures for internal talent mobility, career development and cross-enterprise development experiences
• Create frameworks that help employees understand adjacent opportunities, emerging career paths and the experiences needed to prepare for future roles

Partner with Talent Acquisition and Organizational Design and Workforce Strategy to translate evolving role and capability requirements into future-oriented career pathways and development experiences

Learning Strategy, Governance & Capability Enablement

• Partner with Learning and Development to set the enterprise direction for how learning and development will build priority employee capabilities and improve business performance
• Evolve the learning and development strategy, governance and delivery model in response to business and workforce capability priorities
• Define the optimal balance between enterprise-led, centralized and business-led learning
• Establish principles for personalized, role-based and skills-based development experiences
• Expand learning beyond formal programs to include experiential development, coaching, peer learning, communities of practice, internal mobility and learning embedded in day-to-day work

Establish measures that show whether learning and development investments are closing capability gaps, accelerating readiness, enabling internal mobility and improving relevant business outcomes

AI, Learning Technology & Skills Innovation

• Provide thought leadership on the future of employee capability development, learning, career mobility and skills-based talent practices
• Develop the functional roadmap for how AI, learning technology and talent intelligence can enable personalized development, career navigation, learning at scale and skills-based talent practices
• Explore and implement AI-enabled approaches to capability assessment, learning curation, coaching, career guidance and development recommendationsIdentify opportunities to connect skills, learning, performance, talent and mobility data to generate stronger insights and more targeted development actions
• Partner with HR Technology and IT to shape future learning and skills technology requirements and employee experience considerations

Monitor emerging practices and translate them into practical, scalable solutions for AltaGas

What You'll Have

• 8-12 years experience in enterprise learning strategy, capability development, skills strategy, career architecture, internal talent mobility or related talent disciplines
• Experience designing enterprise-wide skills, learning, career development, talent mobility or capability-building strategies within a complex organization
• Demonstrated ability to translate business, workforce and capability priorities into scalable learning, development, career and mobility strategies
• Strong understanding of skills-based organizations, career architecture, experiential learning and learning in the flow of work
• Experience developing skills and capability-development frameworks, career pathways or internal mobility strategies is a strong asset
• Understanding of emerging HR, learning and talent technologies, including practical applications of AI, talent intelligence and workforce analytics
• Strong consulting, facilitation, stakeholder management and executive influence capabilities
• The ability to move between strategy, architecture and execution, turning future-focused concepts into scalable enterprise solutions
• Experience in regulated energy, utilities or midstream environments is a strong asset

Ability to travel 15%

Why Join AltaGas

This is a new role with the opportunity to build, not simply maintain. You will help shape how AltaGas connects business strategy, workforce planning, organizational design, learning, talent, technology and career mobility into an integrated enterprise capability strategy.

You will work across the enterprise to create scalable approaches that help employees build relevant capabilities, navigate career possibilities and take greater ownership of their development, while strengthening the organization’s readiness for emerging workforce needs.

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For Canadian hires : AltaGas hires personnel on the basis of job-related qualifications. All qualified applicants will receive consideration without regard to a person's ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity or expression, age, record of offences, marital status, family status or disability or any other characteristic protected by applicable law.

For U.S. hires : WGL/SEMCO/AltaGas offers a total rewards package that includes competitive pay, incentive bonus plans, holiday pay, 401K matching and a wide array of benefits. These benefits including medical, dental and vision coverage are designed to help you and your family stay healthy. We also have paid time off (PTO) to balance the demands of your work and personal life. Available benefits vary depending upon the specifics of the role.

U.S. affiliates of AltaGas are committed to equal employment opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, ethnicity, religion, gender, age, national origin, marital status, sexual orientation, gender identity, family responsibilities, matriculation, physical or mental disabilities, political affiliation, genetic information, status as a protected veteran or any other characteristic protected by federal, state, or local law.