The Enterprise Learning and Capability Program Manager plays a key part in driving business value by aligning learning investments to critical capabilities, enabling timely upskilling of the workforce and supporting the successful execution of Agropur’s strategic initiatives.

As the central point of contact for all nontechnical learning, this role enables a focused and scalable learning ecosystem across the organization. 

This position leads the effective implementation of Agropur’s Learning and Development (L&D) model, driving adoption, alignment with business priorities and measurable impact on workforce capability.

Context to maximize your impact:

• Recognition of years of service for vacation calculation;

• Flexible remote work options;

• Flexible group insurance plan including telemedicine services;

• Employee assistance program;

• Opportunities to invest in yourself (career development, etc.);

• Annual bonus;

• Pension plan with company contributions;

• Salary scale 007: $118 000$ to $147 500 (Base salary will be determined based on your academic background, experience, training, and skills related to the position.)

 Where you will drive value:

• Translate business priorities and workforce planning insights into clear capability needs, ensuring learning solutions support high‑impact upskilling across the organization. Promote a continuous learning culture. 

• Own end-to-end program lifecycle. Ensure delivery consistency across enterprise. 

• Act as the single point of contact for non‑technical learning needs, assessing requests to ensure alignment with enterprise priorities and avoid low‑value or duplicative initiatives. 

• Partner with the business to shape solutions. Work closely with Talent Management, HCBPs, and Operations to identify capability gaps and translate them into scalable, high‑impact learning approaches. 

• Manage the learning vendor ecosystem, by overseeing relationships with external partners and ensuring solutions are relevant, scalable and deliver expected outcomes. 

• Ensure effective use of platforms, structured learning pathways, and seamless user experience, in partnership with the Human capital technology team. 

• Measure impact and drive informed decisions, by leveraging data, reporting, and feedback to assess effectiveness, inform priorities, and continuously improve learning investments. 

• Ensure consistency and discipline in learning investments. Reinforce enterprise standards, promote focus on high‑impact initiatives, contribute to a simple and scalable learning ecosystem. 

• Manage L&D budget and optimize cost vs impact 

Other Duties and Responsibilities

Supervisory Responsibilities

• Responsible for employee relations including work direction of employees, hiring, training, performance reviews, administering policies and procedures, disciplinary action, and compensation recommendations.

• Directs implementation of departmental objectives, goals and policies.

• Carry out supervisory responsibilities in accordance with the organization's policies, procedures and guidelines.

Quality and Safety

• Understand and adhere to Good Manufacturing Practices.

• Stop any observed unsafe acts and obey facility safety rules and procedures.

• Correct or report any observed safety hazards.

• Support safety policies and programs.

This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time.

What will enable you to have an impact:

• Bachelor’s Degree required.

• Equivalent combination of education and/or experience may be considered.

• Minimum seven (7) years of human resource transformation, organization design, learning and development, talent management, or business partnership experience required.

• Minimum three (3) years of management experience preferred.

• Experience in manufacturing or multi-site environments preferred.

• Proven ability to lead cross-functional teams and drive strategic initiatives.

• Demonstrated experience in managing enterprise talent initiatives, driving organizational change and adoption, and working with external vendors and platforms.

• Professional Human Resources designation (e.g., CRHA, CRIA, CHRP or CPHR) preferred.

A role aligned with what creates the greatest collective impact.

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