Director, People and Culture Strategy

Clear Destination Inc.; Toronto; On-site; CAD 150,000 - 190,000; Full time

Job summary

The Alcohol and Gaming Commission of Ontario (AGCO) is seeking a strategic, collaborative leader to serve as Director, People and Culture Strategy. Reporting to the CHRO, this role leads enterprise People strategy, transformation and modernization, including DI&A, AI adoption and executive reporting.

The ideal candidate translates priorities into practical roadmaps, builds governance mechanisms and tracks measurable impact while navigating a complex public-sector environment.

Qualifications

• Minimum of 8 years progressive leadership experience in strategic planning, organizational transformation, HR strategy, performance measurement, workforce analytics, DI&A, accessibility, digital enablement.
• Translate enterprise priorities into practical strategies, roadmaps, governance structures and measurable outcomes.
• Strong understanding of HR digital adoption, HRIS-enabled process improvement and change management.
• Knowledge of Ontario HR law, accessibility and inclusive workplace practices.
• Eligibility to work in Canada and ability to pass a criminal background check.

Responsibilities

• Lead development and refresh of AGCO’s People Strategic Plan aligned with priorities and workforce risks.
• Translate priorities into actionable people strategies, roadmaps and implementation plans.
• Oversee planning and delivery of People and Culture initiatives and divisional priorities.
• Establish governance, reporting and accountability for progress and impact.
• Provide strategic HR advice to CHRO, C-Suite and governance committees.
• Design enterprise dashboards, workforce analytics and executive reporting.
• Lead HR digital enablement and responsible AI adoption.
• Provide leadership for DI&A strategy, accessibility and inclusive leadership.
• Refresh and evaluate enterprise DI&A strategy with meaningful performance measures.
• Advise executives on inclusive talent practices and transformation.
• Lead and develop a high-performing, inclusive team.

Skills

Strategic leadership

Stakeholder engagement

Public-sector experience

Education

Post-secondary education in HR/OD/Organizational Psychology/Adult Education/Strategic Planning/Leadership/Public Policy

Tools

HRIS systems

Job description

The Alcohol and Gaming Commission of Ontario (AGCO) is an agency where innovation thrives, ideas flourish, and passion drives us to new heights of excellence. Reporting to the Ministry of the Attorney General, the AGCO is responsible for regulating Ontario’s vibrant alcohol, gaming, horse racing, and private retail cannabis sectors in accordance with the principles of honesty and integrity, and in the public interest.

The Alcohol and Gaming Commission of Ontario (AGCO) is seeking a strategic, collaborative and forward-thinking leader to serve as Director, People and Culture Strategy. Reporting to the Chief Human Resources Officer (CHRO), the Director People and Culture Strategy provides enterprise leadership for People and Culture strategy, transformation and modernization, with responsibility for advancing the People Strategic Plan, divisional priorities, enterprise metrics and executive reporting, HR digital enablement, responsible AI adoption, diversity, inclusion and accessibility (DI&A), inclusive leadership and high-performing team leadership.

This role translates enterprise and divisional priorities into practical strategies, roadmaps, implementation plans, performance measures and governance mechanisms that strengthen organizational readiness, workforce planning, evidence-based decision-making and measurable impact across AGCO.

The ideal candidate is a trusted strategic advisor who brings strong judgment, systems thinking and a collaborative leadership style. They are comfortable operating in a complex public-sector environment, balancing long-term transformation with immediate operational priorities, and translating data, risk, workforce trends and stakeholder needs into practical, inclusive and measurable people strategies.

If you are motivated by the opportunity to lead strategic HR transformation, advance responsible digital and AI adoption, strengthen diversity, inclusion and accessibility, and support a strong employee experience, this role offers a meaningful platform to make a lasting enterprise-wide contribution at AGCO.

What You Will Do:

• Lead the development, implementation and ongoing refresh of AGCO’s People Strategic Plan, ensuring alignment with enterprise priorities, government mandates, workforce risks and evolving organizational needs.
• Translate organizational priorities into actionable people strategies, roadmaps, initiatives, performance measures and implementation plans.
• Oversee the planning, prioritization and delivery of People and Culture initiatives, projects and divisional priorities that advance organizational goals.
• Establish planning, governance, reporting and accountability mechanisms to monitor progress against strategic commitments and demonstrate measurable impact.
• Provide strategic advice to the CHRO, C-Suite, senior leaders and governance committees on HR priorities, workforce implications, transformation risks and organizational readiness.
• Design and oversee enterprise People and Culture performance indicators, dashboards, workforce analytics and executive reporting to support transparency, accountability and evidence-informed decision-making.
• Lead HR digital enablement and responsible AI adoption by developing practical capability, governance practices and high-value use cases that improve service quality, efficiency and decision-making.
• Provide enterprise leadership for DI&A strategy, accessibility and inclusive leadership, embedding inclusion principles into AGCO culture, operations and people practices.
• Lead the refresh, implementation and evaluation of enterprise DI&A strategy, including the development and reporting of meaningful performance measures.
• Act as a senior subject matter expert on DI&A and accessibility, advising executives and senior leaders on inclusive talent practices, cultural transformation and emerging obligations.
• Provide leadership and direction to a team by setting clear expectations, prioritizing deliverables, supporting development and fostering a culture of inclusion, accountability, learning and high

You Have:

• Post-secondary education in Human Resources, Organizational Development, Organizational Psychology, Adult Education, Strategic Planning, Leadership, Human Rights, Public Policy or a related field, or equivalent work experience; a master’s degree is considered an asset.
• Minimum of 8 years progressive leadership experience in strategic planning, organizational transformation, HR strategy, performance measurement, workforce analytics, DI&A, accessibility, digital enablement and/or related areas.
• Demonstrated ability to translate enterprise priorities into practical strategies, roadmaps, governance structures, implementation plans and measurable outcomes.
• Strong understanding of HR digital adoption, HRIS-enabled process improvement, workflow automation, workforce analytics, digital service delivery, change management and responsible AI use.
• Knowledge of HR data governance, privacy, accessibility, security, records management and ethical use of workforce information.
• Experience developing executive-level reports, dashboards, briefings and presentations that translate complex information into clear insights and recommendations.
• Strong consultation, facilitation, public speaking and stakeholder engagement skills, with the ability to influence and build alignment across senior leaders, governance bodies and cross-functional partners.
• Demonstrated experience leading DI&A strategy, accessibility initiatives, inclusive leadership development, employee engagement forums, committees or enterprise-wide measurement frameworks.
• Strong knowledge of Ontario legal and regulatory frameworks related to human rights, accessibility, employment standards and inclusive workplace practices.
• Experience leading, coaching and developing teams in a complex, unionized and public-sector environment is an asset.
• Eligibility to work in Canada and the ability to successfully complete a criminal background check.