Job Description
AltaGas - Senior Partner, Workforce Capability & Talent Development
Working at the intersection of Talent, Learning, Talent Acquisition, Organizational Design and Workforce Strategy, HR Technology and the business, the Senior Partner, Workforce Capability & Talent Development will shape AltaGas’ enterprise approach to employee capability development, career growth and internal talent mobility. This highly strategic individual-contributor role will translate priorities identified through business strategy, organizational design, strategic workforce planning and talent processes into scalable learning, development and mobility solutions. A central focus will be creating an integrated development ecosystem that connects formal learning, learning in the flow of work, experiences, projects, career pathways, internal mobility and personalized development. This is an opportunity for a systems thinker and strategic builder who can see the whitespace, connect ideas across the enterprise and turn future-focused concepts into practical solutions that deliver measurable business value.
What You'll Do
Enterprise Capability-Building and Skills Development Strategy
Lead AltaGas’ enterprise approach to developing employee capabilities and skills against priorities identified through business strategy, organizational design, strategic workforce planning and talent processes
Translate capability gaps and workforce requirements into prioritized reskilling, upskilling and development initiatives
Partner with Organizational Design and Workforce Strategy to interpret emerging trends and capability requirements and recommend priorities for enterprise learning and development investments
Connect Talent, Learning, Talent Acquisition, Organizational Design and Workforce Strategy, HR Technology and the business to coordinate development, succession, talent acquisition and mobility actions
Help evolve employee development from traditional training toward continuous capability building through experiences, mobility, peer learning and learning in the flow of work
Career Growth, Talent Mobility & Employee Empowerment
Develop the strategy for helping employees understand, develop and apply their capabilities in support of individual career aspirations and enterprise talent needs
Create approaches that empower employees to take greater ownership of their growth through personalized learning, career insights, mentoring, projects, stretch opportunities and capability-based development recommendations
Establish governance, leadership expectations and measures for internal talent mobility, career development and cross-enterprise development experiences
Create frameworks that help employees understand adjacent opportunities, emerging career paths and the experiences needed to prepare for future roles
Partner with Talent Acquisition and Organizational Design and Workforce Strategy to translate evolving role and capability requirements into future-oriented career pathways and development experiences
Learning Strategy, Governance & Capability Enablement
Partner with Learning and Development to set the enterprise direction for how learning and development will build priority employee capabilities and improve business performance
Evolve the learning and development strategy, governance and delivery model in response to business and workforce capability priorities
Define the optimal balance between enterprise-led, centralized and business-led learning
Establish principles for personalized, role-based and skills-based development experiences
Expand learning beyond formal programs to include experiential development, coaching, peer learning, communities of practice, internal mobility and learning embedded in day-to-day work
Establish measures that show whether learning and development investments are closing capability gaps, accelerating readiness, enabling internal mobility and improving relevant business outcomes
AI, Learning Technology & Skills…