Manager, Organizational Capability - People & Culture

AGF Investments; Toronto; On-site; CAD 90,000 - 130,000; Full time

Job summary

AGF Management Limited seeks a Manager, Organizational Capability - People & Culture to drive multi-year learning and leadership development strategies, embed leadership competencies, and strengthen organizational design to support business growth and effectiveness.

You will partner with senior People & Culture leaders and stakeholders to map talent, plan succession, and implement coaching and mentorship programs while managing external vendors and delivery across the organization.

Qualifications

• Learning & Leadership Development planning and strategy development

Responsibilities

• Learning & Leadership Development: Support the design, development and implementation of the Company's multi-year learning and leadership development strategy, aligned with business priorities and future organizational capability requirements.
• Translate the Company's leadership competency framework into practical learning and development programs appropriate for different leadership levels.
• Research learning solutions, evaluate external providers and collaborate with vendors to develop relevant, high-quality learning content.
• Develop and execute implementation plans, including program sequencing, stakeholder engagement, communications and change management activities to support successful introduction and adoption.
• Partner with People & Culture leadership, HR Business Partners and business stakeholders to identify learning priorities and ensure programs address organizational needs.
• Manage the ongoing delivery of learning and development programs, including vendor relationships, program scheduling, participant communications and administration.
• Continuously assess learning content and delivery approaches, identifying opportunities to enhance existing programs and introduce new learning solutions.
• Establish measures to evaluate learning effectiveness, application of new capabilities and return on investment.
• Prepare management reporting on program participation, outcomes, effectiveness and recommendations for future program development.
• Organizational Design & Effectiveness: Support organizational design initiatives that strengthen organizational capability, clarify accountabilities and improve operating effectiveness.
• Work with People & Culture leadership and HR Business Partners to assess organizational structures, reporting relationships, role clarity and evolving capability requirements.
• Assist in developing organizational structures, role profiles and organizational charts.
• Support the implementation of approved organizational changes, including coordination of stakeholder communications and change management activities.
• Talent Mapping & Succession Planning: Manage the coordination and execution of AGF's talent mapping and succession planning processes, ensuring consistency, quality and timely delivery.
• Embed AGF's leadership competency framework into talent assessment, succession planning and development processes.
• Develop supporting materials, tools and guidelines to enable leaders to effectively assess talent, identify potential successors and establish development priorities.
• Coordinate talent review activities, consolidate findings and maintain accurate succession and talent information .
• Support the identification of organizational capability gaps and development op.

Job description

About AGF Management Limited:

Founded in 1957, AGF Management Limited (AGF) is an independent and globally diverse asset management firm. Our companies deliver excellence in investing in the public and private markets through three business lines: AGF Investments, AGF Capital Partners and AGF Private Wealth.

AGF brings a disciplined approach, focused on incorporating sound, responsible and sustainable corporate practices. The firm's collective investment expertise, driven by its fundamental, quantitative and alternative investing capabilities, extends globally to a wide range of clients, from financial advisors and their clients to high-net worth and institutional investors including pension plans, corporate plans, sovereign wealth funds, endowments and foundations.

Headquartered in Toronto, Canada, AGF has investment operations and client servicing teams on the ground in North America and Europe. AGF serves more than 820,000 investors. AGF trades on the Toronto Stock Exchange under the symbol AGF.B.

About the Role:

The Manager, Organizational Capability - People & Culture contributes to strengthening organizational capability through the design, implementation and management of initiatives focused on learning and leadership development, organizational design and talent development.

The role has a primary focus on supporting the development and execution of the Company's multi-year learning and development strategy, embedding leadership competencies into development programs and contributing to organizational design initiatives that support business growth and effectiveness. Additional responsibilities include managing talent mapping and succession planning processes and developing structured approaches to coaching and mentorship.

Working closely with People & Culture leadership, business stakeholders and external partners, the Manager translates organizational priorities into practical programs and initiatives. The role requires strong project and program management capabilities, including the ability to manage multiple initiatives, engage stakeholders, oversee external vendors and ensure effective implementation and ongoing delivery.

This position reports into the Vice President, People & Culture.

Key Responsibilities:

• Learning & Leadership Development
  Support the design, development and implementation of the Company's multi-year learning and leadership development strategy, aligned with business priorities and future organizational capability requirements.
  Translate the Company's leadership competency framework into practical learning and development programs appropriate for different leadership levels.
  Research learning solutions, evaluate external providers and collaborate with vendors to develop relevant, high-quality learning content.
  Develop and execute implementation plans, including program sequencing, stakeholder engagement, communications and change management activities to support successful introduction and adoption.
  Partner with People & Culture leadership, HR Business Partners and business stakeholders to identify learning priorities and ensure programs address organizational needs.
  Manage the ongoing delivery of learning and development programs, including vendor relationships, program scheduling, participant communications and administration.
  Continuously assess learning content and delivery approaches, identifying opportunities to enhance existing programs and introduce new learning solutions.
  Establish measures to evaluate learning effectiveness, application of new capabilities and return on investment.
  Prepare management reporting on program participation, outcomes, effectiveness and recommendations for future program development.


• Organizational Design & Effectiveness
  Support organizational design initiatives that strengthen organizational capability, clarify accountabilities and improve operating effectiveness.
  Work with People & Culture leadership and HR Business Partners to assess organizational structures, reporting relationships, role clarity and evolving capability requirements.
  Assist in developing organizational structures, role profiles and organizational charts.
  Support the implementation of approved organizational changes, including coordination of stakeholder communications and change management activities.


• Talent Mapping & Succession Planning
  Manage the coordination and execution of AGF's talent mapping and succession planning processes, ensuring consistency, quality and timely delivery.
  Embed AGF's leadership competency framework into talent assessment, succession planning and development processes.
  Develop supporting materials, tools and guidelines to enable leaders to effectively assess talent, identify potential successors and establish development priorities.
  Coordinate talent review activities, consolidate findings and maintain accurate succession and talent information .
  Support the identification of organizational capability gaps and development op