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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, advancing the People Strategic Plan, divisional priorities, enterprise metrics, and executive reporting. It translates enterprise and divisional priorities into practical strategies, roadmaps, implementation plans, performance measures, and governance mechanisms to strengthen organizational readiness, workforce planning, and decision-making.

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
Digital service delivery
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
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 with access to training programs, leadership resources, and reimbursement for professional memberships
24/7 confidential support through our Employee Assistance Program

About the Company

The Alcohol and Gaming Commission of Ontario (AGCO) is an Ontario provincial regulatory agency that reports to the Ministry of the Attorney General. We are responsible for regulating the alcohol, gaming, horse racing and cannabis retail 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.
Disability related accommodation during the recruitment process is available upon request.
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.