Director, Organizational Development and Change

3 weeks ago

Toronto, Canada AGCO Full time

**Position Title**: Director, Organizational Development and Change Management
**Term**: Permanent, Full-Time
**Division/Branch**: People & Culture Division / Organizational Development & Change Management Branch
**Application Deadline**: October 3, 2024
**Pay Level**: Level 13
**Pay Range**: $120,741 to $150,925
**Work Location**: Head Office, Toronto, ON; Hybrid
The Alcohol and Gaming Commission of Ontario (AGCO) is a regulatory agency that reports to the Ministry of the Attorney General. The AGCO is responsible for regulating the alcohol, gaming, horseracing, and private cannabis retail sectors in Ontario, in accordance with the principles of honesty and integrity, and in the public interest.
The People & Culture Division of the AGCO is seeking a Director, Organizational Development & Change Management to join their team. Reporting to the Chief Human Resources Officer, you will lead a team of organizational development and change management professionals and collectively are responsible for the oversight and direction of strategic organizational development and change management at the AGCO.
You will be responsible for leading the talent management strategy including developing and delivering a long-term education, talent development, training and awareness strategies for both internal and external stakeholders of the AGCO. These strategies build the knowledge, skills, understanding and capacity of agency employees, regulated sector participants and the public as the AGCO delivers on its strategic priorities. In addition, you will drive and lead organizational change initiatives across the AGCO.
- Develops Organizational Development and Change Management strategies, including short
- and long-term objectives which supports the AGCO Strategic Priorities.
- Provides strategic advice and guidance to C-suite, Senior Management and committees on all aspects of Organizational Development and Change Management.
- Develops, monitors and maintains the formal Succession Planning program - working with C-Suite members to identify the successors for mission critical roles; ensure all successors have a robust development plan in place, ensures competencies are in place for leadership roles.
- Oversees the employee engagement initiatives and ensure the effective management of change on the people and culture aspects across the AGCO
- Optimizes OD and Change Management data to identify opportunities to improve programs.
- Lead the development and oversee a unified education, training and awareness strategy that supports the agency’s strategic priorities, business transformations and maximizes employee potential.
- Manage and support the assessment of organizational needs and the design, implementation and evaluation of programs that facilitate the professional development, coaching and continuous learning of team members, particularly executives and emerging leaders.
- Lead the AGCO’s coaching program at all levels but specific focus on leaders to develop their coaching skills that increase team effectiveness, collaboration and relationship building skills.
- Lead the AGCO’s leadership development program design to prepare short and long-term successors for C-Suite positions.
- Ensure that executive leadership competencies are up to date and relevant through continuous discussion with C-Suite.
- Lead the design, development, and execution of change management strategies and tactics to support successful adoption of organizational change initiatives.
- Ensure change management framework and toolkit including guidelines, standards, processes, training modules are maintained and updated, and aligns with best practices.
- University degree in HR, Organizational Development, Psychology, Adult Education or related field coupled with extensive experience in senior management capacity
- Certifications and applied practice in one or more of the following: facilitation, coaching, talent management or leadership development.
- Change management certification or designation such as ProsciTM is required.
- 10 years of full scope of organizational development experience
- Extensive experience in change management or related roles, with a proven track record of leading successful organizational change initiatives.
- Subject matter expertise in change management principles, methodologies, and tools is required
- Expert knowledge of OD interventions including individual and team building
- Expert knowledge of organizational design with experience in supporting leaders through transformational initiatives
- Extensive experience in talent development strategies in the areas of Succession Planning, Organizational Development, Talent Management, etc.
- Demonstrated expertise in employee coaching, leadership, development and adult learning
- Excellent communication, interpersonal, and facilitation skills
- Experience managing stakeholder relationships, working with all levels of management and influencing senior executives across an o

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