Chef, programmes de développement des compétences et d'apprentissage organisationnel

Job Type: Permanent

People are at the heart of our success. Our culture encourages collaboration, transparency, and accountability to generate value and achieve sustainable results. Being part of the team means committing to an environment where everyone's impact truly matters.

The Enterprise Learning and Capability Program Manager plays a key role in creating value for the company by aligning learning investments with the organization's critical capabilities, fostering rapid skill development of the workforce, and supporting the successful implementation of Agropur's strategic initiatives.

As the central point of contact for all non-technical training needs, this person contributes to the establishment of a coherent, targeted, and evolving learning ecosystem across the organization.

This role ensures the effective implementation of Agropur's Learning & Development (L&D) model by promoting its adoption, alignment with business priorities, and measurable impact on workforce skills.

*At Agropur, every role aims to generate value and have a concrete impact on collective performance.*

A context to maximize your impact

• Recognition year of service for vacation calculation;
• Flexibility of remote work;
• Flexible collective insurance regime including a telemedicine service;
• Employee assistance program;
• Possibility to invest in yourself (career development, etc.);
• Annual bonus;
• Retirement regime with company contributions;
• Salary scale 007: $118,000 to $147,500 (The base salary will be determined based on your academic background, experience, training, and skills related to the position.)

The levers where you will create value

• Translate business priorities and workforce planning analyses into clear skill needs so that training solutions effectively support the development of key capabilities across the organization. Promote a culture of continuous learning.
• Manage the entire lifecycle of training programs, from design to evaluation, ensuring uniform execution across the company.
• Serve as the single point of contact for non-technical training needs, evaluate requests to ensure alignment with organizational priorities, and avoid redundant or low-value initiatives.
• Collaborate with business teams, Talent Management, CH (HCBP) business partners, and operations to identify skill gaps and translate them into evolutionary and high-impact development approaches.
• Manage the training provider ecosystem by overseeing relationships with external partners and ensuring that the offered solutions are relevant, evolutionary, and produce the expected results.
• Ensure the effective use of learning platforms, the implementation of structured development pathways, and a seamless user experience, in partnership with the HR technology team.
• Measure the impact of initiatives and support informed decision-making using data, reports, and feedback to evaluate program effectiveness, guide priorities, and continuously improve learning investments.
• Ensure consistency and rigor in learning investments by reinforcing organizational standards, prioritizing high-impact initiatives, and contributing to a simple and evolutionary development ecosystem.
• Manage the training and development budget and optimize its cost-benefit ratio.
• Other responsibilities
• Team Management
• Manage relationships with employees, including job orientation, recruitment, training, performance evaluations, policy and procedure enforcement, disciplinary measures, and compensation recommendations.
• Lead the implementation of department objectives, priorities, and policies.
• Exercise supervisory responsibilities in accordance with the organization's policies, procedures, and guidelines.
• Quality and Safety
• Understand and comply with Good Manufacturing Practices (GMP).
• Interrupt any action deemed unsafe and comply with the establishment's safety rules and procedures.
• Correct or report any observed risk or hazard.
• Support workplace health and safety programs and policies.

*This description is not exhaustive and may be modified to include other responsibilities as needed by the organization.*

What will allow you to have an impact

• Bachelor's degree required.
• An equivalent combination of education and experience may be considered.
• Minimum of seven (7) years of experience in HR transformation, organizational design, learning and development, talent management, or HR business partnership.
• Minimum of three (3) years of experience in personnel management, an asset.
• Experience in a manufacturing or multisite environment, an asset.
• Demonstrated ability to lead multidisciplinary teams and drive strategic initiatives.
• Recognized experience in managing enterprise-wide talent management initiatives, organizational change management, organizational adoption, and external vendor and technology platform management.
• Professional HR designation (CRHA, CRIA, or equivalent Canadian), an asset.
• A role aligned with what generates the greatest collective impact.
• #LI-AT1
• #employee

*Agropur welcomes people from all backgrounds and horizons. We are proud to be an employer with a diverse community and are committed to offering a respectful and inclusive experience to all employees and candidates. We will therefore collaborate with candidates who request accommodations. Note that adequate knowledge of French is required for positions offered in Quebec. Agropur uses artificial intelligence technologies to support recruiters in the pre-selection, evaluation, and selection of candidates for this position.* *In this text, the use of the masculine to refer to people has no other purpose than to lighten the text. In accordance with the OQLF guidelines, knowledge of English is required for this position to communicate with colleagues and partners located outside Quebec.*