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About the Role

The Manager, Organizational Capability – People & Culture strengthens organizational capability through the design, implementation, and management of initiatives focused on learning and leadership development, organizational design, and talent development. The role supports the development and execution of the Company's multi-year learning and development strategy, embeds leadership competencies into development programs, and contributes to organizational design initiatives. It also involves managing talent mapping and succession planning processes and developing structured approaches to coaching and mentorship.

Responsibilities

Support the design, development, and implementation of the Company's multi-year learning and leadership development strategy.
Translate the Company's leadership competency framework into practical learning and development programs.
Research learning solutions, evaluate external providers, and collaborate with vendors.
Develop and execute implementation plans, including program sequencing, stakeholder engagement, communications, and change management.
Partner with People & Culture leadership, HR Business Partners, and business stakeholders to identify learning priorities.
Manage the ongoing delivery of learning and development programs, including vendor relationships and administration.
Continuously assess learning content and delivery approaches for enhancement opportunities.
Establish measures to evaluate learning effectiveness, application of new capabilities, and return on investment.
Prepare management reporting on program participation, outcomes, and effectiveness.
Support organizational design initiatives to strengthen capability, clarify accountabilities, and improve operating effectiveness.
Work with leadership and HR Business Partners to assess organizational structures, reporting relationships, and capability requirements.
Assist in developing organizational structures, role profiles, and organizational charts.
Support the implementation of approved organizational changes.
Manage the coordination and execution of AGF’s talent mapping and succession planning processes.
Embed AGF’s leadership competency framework into talent assessment, succession planning, and development processes.
Develop supporting materials, tools, and guidelines for talent assessment and succession planning.
Coordinate talent review activities, consolidate findings, and maintain succession and talent information.
Support the identification of organizational capability gaps and development opportunities.
Prepare reporting on talent pipelines, succession readiness, and development priorities.
Design and establish a centralized coaching program framework.
Develop consistent processes for identifying coaching needs and selecting coaching resources.
Establish reporting and feedback mechanisms for coaching relationships.
Research leading practices and evaluate opportunities for a mentorship program.
Develop a proposed mentorship framework.
Coordinate mentorship program implementation and develop resources for mentors and mentees.
Develop and maintain project plans, timelines, budgets, and deliverables for People & Culture programs.
Manage multiple priorities effectively to ensure timely and high-standard program delivery.
Build productive relationships with internal stakeholders and external vendors.
Develop practical tools, templates, guidelines, and communications for program implementation.
Establish program objectives, success measures, and evaluation frameworks.
Prepare and assess management reporting on program progress, effectiveness, costs, and organizational value.
Leverage technology, including Workday, to improve program administration and reporting.

Requirements

University degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
A minimum of 5–7 years of progressive experience in Human Resources, learning and development, organizational development, and/or talent management.
Demonstrated experience supporting the design, implementation, and ongoing management of learning, leadership development, or organizational capability programs.
Practical understanding of leadership competency frameworks, talent development, and succession planning practices.
Experience supporting organizational design initiatives, including organizational structures, role clarity, and capability assessments.
Strong project and program management experience involving multiple stakeholders, competing priorities, and external service providers.
Experience evaluating program effectiveness and using data to support recommendations and investment decisions.
Proficiency with Microsoft Office applications.
Experience using Workday, or other HR Information System.

Skills

Learning and development
Leadership development
Organizational design
Talent development
Talent mapping
Succession planning
Coaching
Mentorship
Project management
Program management
Stakeholder engagement
Vendor management
Change management
Workday

Location

Toronto, Canada

Work Type

Hybrid

Experience Level

5-7 years

Education Level

University degree

Salary/Compensations

$115,000 - $145,000 annually

Benefits

Comprehensive and competitive total rewards package
Variable compensation components
Benefits
Retirement savings plans

About the Company

AGF Management Limited (AGF) is an independent and globally diverse asset management firm founded in 1957.
Its companies deliver excellence in investing in public and private markets through AGF Investments, AGF Capital Partners, and AGF Private Wealth.
AGF incorporates sound, responsible, and sustainable corporate practices.
The firm's investment expertise extends globally to a wide range of clients.
Headquartered in Toronto, Canada, AGF has investment operations and client servicing teams in North America and Europe.
AGF serves more than 820,000 investors and trades on the Toronto Stock Exchange.

Equal Opportunity

AGF is an equal opportunity employer committed to fostering an inclusive and accessible workplace.
We welcome and encourage applications from individuals of all backgrounds, including women, Indigenous peoples, racialized persons, persons with disabilities, and members of the 2SLGBTQIA+ community.
We do not discriminate on the basis of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, or any other status protected by applicable legislation.
We are committed to providing reasonable accommodations for applicants with disabilities throughout the recruitment process.