Director, People and Culture Strategy

Position Title: Director, People and Culture Strategy

Employment Type: Permanent

Existing Vacancy: Yes

Division/Branch: People and Culture Division / People and Culture Strategy

Application Deadline: August 14, 2026

Pay Level: 13

Pay Range: $149,307 to $186,631

Work Location: Head Office, Toronto, ON; (In-Office)

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 Alcohol and Gaming Commission of Ontario (AGCO) is seeking a strategic, collaborative and forward‑thinking leader to serve as Director, People and Culture Strategy. Reporting to the Chief Human Resources Officer (CHRO), the Director People and Culture Strategy 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.

The ideal candidate is a trusted strategic advisor who brings strong judgment, systems thinking and a collaborative leadership style. They are comfortable operating in a complex public‑sector environment, balancing long‑term transformation with immediate operational priorities, and translating data, risk, workforce trends and stakeholder needs into practical, inclusive and measurable people strategies.

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.

What You Will Do:

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

You Have:

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.

About the AGCO

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.

What we offer

• Generous time‑off policy, including 2 volunteer days to contribute to causes that matter to you.
• Defined benefit pension plans to secure your financial future.
• Comprehensive health, dental, and vision plans, with 100% employer‑paid premiums.
• Well‑being credits to support gym memberships, therapy, financial planning, and more.
• 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.
• Convenient, central location near the subway line for easy access when working in the office. Paid onsite parking is also available.

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. The subject line should read “Accommodation in Application – [Position Title].

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.

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