Senior Manager, Organizational Design

Algonquin Power & Utilities Corp. (AQN), parent company of Liberty, is a diversified international generation, transmission, and distribution utility. AQN is committed to providing safe, reliable, and cost-effective energy and water solutions through our portfolio of utility investments to over one million customer connections, largely in the United States and Canada.

At Algonquin, our vision is to be the most trusted utility service provider in North America – a premium regulated utility, known for our customer focus, commitment to sustainability, and strong community partnerships. Our employees are at the heart of that vision. We believe that when people are empowered to learn, grow, and contribute their ideas, we can achieve remarkable results together.

We are building a culture that values integrity, inclusivity, and innovation. By joining Algonquin, you’ll be part of a team that is shaping the future of energy and water, while creating long-term value for our customers, communities, employees, and shareholders.

Purpose

Algonquin Power & Utilities Corp. is strengthening its operating model to drive disciplined execution, clarify decision rights, and build a culture of accountability and collaboration. The Senior Manager, Organizational Design & Organizational Effectiveness plays a critical role in this evolution. This leader partners with executives across the enterprise to design structures, capabilities, and ways of working that enable operational excellence, regulatory readiness, and long‑term growth.

This role blends strategic advisory work with hands‑on design and implementation, shaping how Algonquin organizes talent, makes decisions, and builds high‑performing teams.

Accountabilities:

Organizational Design

• Lead operating model and organizational design efforts aligned to Algonquin’s strategy and culture evolution.
• Assess spans & layers, decision rights, workflow bottlenecks, and structural risks.
• Facilitate design sessions with leaders to clarify roles, capabilities, governance, and cross-functional alignment across OpCos and Corporate.
• Partner with Finance to model balancing cost, capability, and regulatory requirements.
• Develop OD standards, frameworks, and tools to ensure consistency and scalability across the enterprise.

Organizational Effectiveness

• Build frameworks that strengthen leadership accountability, team effectiveness, and cross-functional collaboration.
• Use engagement data to identify cultural, behavioral, or structural barriers to performance.
• Partner with HRBPs and business leaders to implement interventions that improve clarity, decision-making, and execution.
• Support leadership teams through restructures, capability shifts, and adoption of new operating practices.

Change Leadership

• Serve as a strategic advisor on enterprise transformation initiatives.
• Develop change strategies that promote transparency, trust, and adoption of new ways of working.
• Coach leaders on change leadership, accountability, and building high-performing teams in a regulated environment.
• Measure adoption and impact of change initiatives and adjust strategies to ensure sustained performance.

Talent, Capability & Workforce Readiness

• Partner with Talent Management to define future capabilities needed for operational excellence and regulatory rigor.
• Ensure redesigned structures align with succession planning and leadership development priorities.
• Facilitate leadership workshops and team alignment sessions that reinforce Algonquin’s leadership expectations and cultural commitments.

Governance, Risk & Continuous Improvement

• Strengthen governance mechanisms that clarify decision rights and reduce ambiguity.
• Develop organizational effectiveness metrics tied to execution, engagement, and operational performance.
• Build repeatable OD/OE processes and toolkits to elevate capability across HR and the enterprise.
• Ensure organizational changes align with regulatory requirements, internal controls, and risk frameworks.

Education and Experience

• Bachelor’s degree required; Master’s in OD, I/O Psychology, Business, or related field preferred.
• 8–12+ years of experience in organizational design, organizational effectiveness, transformation, or related HR disciplines.
• Experience in regulated, asset-intensive, or multi-site environments strongly preferred.
• Demonstrated success leading complex redesigns or operating model shifts.
• Strong analytical capability, including workforce modeling and organizational diagnostics.
• Exceptional facilitation, executive communication, and consulting skills.
• Ability to influence senior leaders and drive alignment across diverse stakeholders.