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About the Role
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. This role 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. 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.
Responsibilities
- 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 performance.
Requirements
- 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.
Skills
- Strategic Planning
- Organizational Transformation
- HR Strategy
- Performance Measurement
- Workforce Analytics
- Diversity, Inclusion, and Accessibility (DI&A)
- Accessibility
- Digital Enablement
- HR digital adoption
- HRIS-enabled process improvement
- Workflow automation
- Change management
- Responsible AI use
- HR data governance
- Privacy
- Security
- Records management
- Ethical use of workforce information
- Consultation
- Facilitation
- Public speaking
- Stakeholder engagement
- Inclusive leadership development
- Employee engagement
- Human rights
- Accessibility
- Employment standards
- Inclusive workplace practices
- Team leadership
- Coaching
- Development
Location
- Head Office, Toronto, ON
Work Type
- Permanent
- In-Office
Experience Level
- 8 years progressive leadership experience
Education Level
- 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
- Master’s degree is considered an asset
Salary/Compensations
- $149,307 to $186,631
Benefits
- Generous time-off policy, including 2 volunteer days
- Defined benefit pension plans
- Comprehensive health, dental, and vision plans, with 100% employer-paid premiums
- Well-being credits
- Employer-paid parental leave top-up
- Professional development opportunities
- 24/7 confidential support through our Employee Assistance Program
- Convenient, central location near the subway line
- Paid onsite parking
About the Company
- 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 AGCO is proud to be recognized as one of Greater Toronto’s Top Employers for the second year in a row.
- This annual distinction reflects our commitment to cultivating a workplace environment that prioritizes employee well-being, emphasizing work-life balance, mental health resources, and opportunities for professional growth.
- We remain committed to fostering a supportive and rewarding work environment for our employees.
Equal Opportunity
- The AGCO is an inclusive and equal opportunity employer.
- The AGCO has the responsibility to lead by example in advancing racial equity and to build a diverse, inclusive, accessible and respectful workplace where every employee has a voice and the opportunity to fully contribute.
- To this effect, you are encouraged to reflect upon the diversity you would bring to the role within your application including, but not limited to, individuals identifying with one or more of the under-represented groups identified within Ontario’s Human Rights Code.
- Disability related accommodation during the recruitment process is available upon request.
- Persons with disabilities who require accommodation during the application process, or who need job postings in an alternative format, may email their request to askhr@agco.ca.
- We do not use artificial intelligence (AI) tools to screen, assess, or select applicants at any stage of the hiring process. All applications will be reviewed and evaluated by our Human Resources team and hiring managers.