Manager, Organizational Capability - People & Culture

About AGF Management Limited:

Founded in 1957, AGF Management Limited (AGF) is an independent and globally diverse asset management firm. Our companies deliver excellence in investing in the public and private markets through three business lines: AGF Investments, AGF Capital Partners and AGF Private Wealth.

AGF brings a disciplined approach, focused on incorporating sound, responsible and sustainable corporate practices. The firm’s collective investment expertise, driven by its fundamental, quantitative and alternative investing capabilities, extends globally to a wide range of clients, from financial advisors and their clients to high-net worth and institutional investors including pension plans, corporate plans, sovereign wealth funds, endowments and foundations.

Headquartered in Toronto, Canada, AGF has investment operations and client servicing teams on the ground in North America and Europe. AGF serves more than 820,000 investors. AGF trades on the Toronto Stock Exchange under the symbol AGF.B.

About the Role:

The Manager, Organizational Capability – People & Culture contributes to strengthening organizational capability through the design, implementation and management of initiatives focused on learning and leadership development, organizational design and talent development.

The role has a primary focus on supporting the development and execution of the Company's multi-year learning and development strategy, embedding leadership competencies into development programs and contributing to organizational design initiatives that support business growth and effectiveness. Additional responsibilities include managing talent mapping and succession planning processes and developing structured approaches to coaching and mentorship.

Working closely with People & Culture leadership, business stakeholders and external partners, the Manager translates organizational priorities into practical programs and initiatives. The role requires strong project and program management capabilities, including the ability to manage multiple initiatives, engage stakeholders, oversee external vendors and ensure effective implementation and ongoing delivery.

This position reports into the Vice President, People & Culture.

Key Responsibilities:

1. Learning & Leadership Development

• Support the design, development and implementation of the Company's multi-year learning and leadership development strategy, aligned with business priorities and future organizational capability requirements.
• Translate the Company's leadership competency framework into practical learning and development programs appropriate for different leadership levels.
• Research learning solutions, evaluate external providers and collaborate with vendors to develop relevant, high-quality learning content.
• Develop and execute implementation plans, including program sequencing, stakeholder engagement, communications and change management activities to support successful introduction and adoption.
• Partner with People & Culture leadership, HR Business Partners and business stakeholders to identify learning priorities and ensure programs address organizational needs.
• Manage the ongoing delivery of learning and development programs, including vendor relationships, program scheduling, participant communications and administration.
• Continuously assess learning content and delivery approaches, identifying opportunities to enhance existing programs and introduce new learning solutions.
• Establish measures to evaluate learning effectiveness, application of new capabilities and return on investment.
• Prepare management reporting on program participation, outcomes, effectiveness and recommendations for future program development.

2. Organizational Design & Effectiveness

• Support organizational design initiatives that strengthen organizational capability, clarify accountabilities and improve operating effectiveness.
• Work with People & Culture leadership and HR Business Partners to assess organizational structures, reporting relationships, role clarity and evolving capability requirements.
• Assist in developing organizational structures, role profiles and organizational charts.
• Support the implementation of approved organizational changes, including coordination of stakeholder communications and change management activities.

3. Talent Mapping & Succession Planning

• Manage the coordination and execution of AGF’s talent mapping and succession planning processes, ensuring consistency, quality and timely delivery.
• Embed AGF’s leadership competency framework into talent assessment, succession planning and development processes.
• Develop supporting materials, tools and guidelines to enable leaders to effectively assess talent, identify potential successors and establish development priorities.
• Coordinate talent review activities, consolidate findings and maintain accurate succession and talent information.
• Support the identification of organizational capability gaps and development opportunities arising from talent reviews.
• Prepare reporting that provides leadership with insights into talent pipelines, succession readiness and development priorities.

4. Leadership Coaching & Mentorship Programs

Coaching Program

• Design and establish a centralized coaching program framework, including program objectives, eligibility criteria, guidelines, governance and measures of effectiveness.
• Develop consistent processes for identifying coaching needs, selecting appropriate coaching resources and establishing development objectives.
• Establish appropriate reporting and feedback mechanisms while maintaining the confidentiality of individual coaching relationships.

Mentorship Program

• Research leading practices and evaluate opportunities to introduce a targeted mentorship program aligned with AGF’s talent development priorities.
• Develop a proposed mentorship framework, including objectives, target participants, selection criteria, matching processes and expected outcomes.
• Prepare recommendations and supporting materials for leadership review and approval.
• Following approval, coordinate program implementation, develop resources for mentors and mentees, and establish measures to evaluate program effectiveness.

5.  Program Management and Reporting

• Develop and maintain project plans, timelines, budgets and deliverables for assigned People & Culture programs and initiatives.
• Manage multiple priorities effectively, ensuring programs are delivered on time, within approved budgets and to a high standard.
• Build productive relationships with internal stakeholders and external vendors to support program development and execution.
• Develop practical tools, templates, guidelines and communications that support effective program implementation and adoption.
• Establish program objectives, success measures and evaluation frameworks to assess effectiveness, including participant outcomes, demonstrated capability development, business impact and return on investment.
• Prepare and assess meaningful management reporting that communicates program progress, effectiveness, costs and organizational value.
• Leverage technology, including Workday and other available tools, to improve program administration, reporting and the employee experience.

What You Bring:

• 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.
• Exposure to coaching programs, mentorship initiatives and change management practices would be an asset.
• Experience in financial services, asset management or another sophisticated professional services environment would be beneficial.
• Proficiency with Microsoft Office applications and experience using Workday, or other HR Information System.

Compensation:

The anticipated compensation range for this role is $115,000 - $145,000 annually, which represents base salary. Variable compensation components (e.g., annual discretionary bonus) may exceed this range. Actual compensation will be determined based on many factors such as role location, candidate experience / qualifications, market conditions, and internal equity.

AGF aims to offer a comprehensive and competitive total rewards package designed to support the success and well-being of our employees, which may include a combination of base salary, variable compensation, benefits, and retirement savings plans.

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No unsolicited agency referrals please.  
 

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. If you require accommodation at any stage of the application or hiring process, please contact us at hr@agf.com so that appropriate arrangements can be made.