WGL - Vice President, Human Resources

In this highly regulated gas utility environment, the VP HR will partner with and leverage the capabilities of HR to support the strategy and critical work for our Utilities business.

Reporting to the Chief Human Resources Officer, the VP HR will oversee a highperforming HR team while ensuring HR operations are efficient, consistent, and aligned with corporate and field needs. This leader will foster a culture of accountability, innovation, and transparency, helping the organization navigate industry change and future challenges.

Tasks and Responsibilities

Strategic Leadership & Business Alignment

• Serve as a strategic advisor to the President and leadership team of the Utilities on organization structure, workforce capability, high performing teams and culture.

• Execute and adapt the HR strategy aligned to the Utility business goals, regulatory requirements, and operational priorities.

• Utilize datainformed insights (talent gaps, organizational health, workforce trends) to inform business and financial planning.

• Monitor and guide the implementation of strategic plans and support tactical initiatives.

People & Culture

• Model and reinforce company values and foster cultural behaviors including safety, integrity, collaboration, learning, inclusion, innovation, accountability, and customercentricity.

• Strengthen employee engagement, retention, and leadership effectiveness through targeted programs and transparent communication.

• Act as executive coach to senior leaders; build leadership depth and succession pipelines.

• Working with the COE's on the implementation of scalable, relevant, compliant and high value impact HR programs and services.

Organizational Design, Workforce Strategy & Change Leadership

• In Partnership with HR leaders and leveraging COE, optimize organizational structures, roles, and processes by applying organizational design principles that enhance scalability, efficiency, and operational effectiveness.

• In Partnership with COE, lead integrated workforce planning to ensure the organization has the right talent, in the right roles, at the right time, anticipating future capability needs and building robust leadership pipelines.

• Sponsor and execute change management initiatives related to modernization, technology adoption, regulatory shifts, and operating model changes, ensuring smooth transitions and strong adoption across the organization.

• Partner closely with business leaders, HRBPs, and subject-matter experts to align organizational design and workforce strategies with operational and financial objectives.

• Build organizational readiness and capacity for continuous improvement, agility, and cultural alignment during periods of transformational change.

HR Operations & Service Delivery

• Ensure effective HR service delivery across corporate and field sites, including partnership with labor relations, compliance, legal.

• Co-lead the evolution of a shared services delivery model; align with HR colleagues for seamless enterprise-wide execution.

• Oversee performance against SLAs and KPIs; serve as senior escalation for complex issues.

• Champion selfservice adoption, knowledge management, and digitalfirst solutions; drive automation and standardization.

• Partner with HR and Technology teams to leverage nextgen tools (e.g., Workday, ServiceNow, AIenabled solutions) and enable datainformed decisions.

• Leverage expertise in US Benefits and Labour Relations to support continuous improvement and ensuring stakeholder centric value and optimized delivery.

Compliance, Risk & Governance

• Ensure HR policies and practices comply with federal, state/provincial, and local regulations, including utilityspecific requirements.

• Identify, monitor, and manage HR risks in partnership with Legal and Compliance; maintain strong governance and audit readiness.

• Keep current on emerging regulatory and labor trends; assess and mitigate potential impacts.

Team Leadership & Capability Building

• Lead, coach, and develop the local HR team to deliver strategic impact and excellent service.

• Equip the team with tools, resources, and training to meet business needs and drive continuous improvement.

• Build collaborative partnerships across business sites and corporate functions.

Qualifications

• Bachelor's degree in human resources, Business Administration, or related field; Master's degree preferred.

• 15+ years of progressive HR leadership experience, including at least 5 years in a senior leadership role.

• Proven expertise in organizational design, strategic HR planning, HR shared services delivery, US Benefits, Labour Relations and matrix team leadership.

• Strong business acumen combined with deep HR expertise applied to support business unit success.

• Strong knowledge of labor laws, safety regulations, and union environments.

• Proven track record managing large teams across multiple locations and borders.

• Demonstrated ability to communicate, negotiate, and lead effectively, with a proven record of shaping decisions and driving alignment at the executive level.

• Working knowledge of various HR technologies including Workday and Service Now.

Core Competencies

• Strategic and Systems Thinking & Business Acumen

• Executive-Level Influence & Advisory Skills

• Team Leadership & Development

• Organizational Design & Change Leadership

• Workforce Planning & Capability Building

• Regulatory Compliance & Risk Management

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For Canadian hires: AltaGas hires personnel on the basis of job-related qualifications. All qualified applicants will receive consideration without regard to a person's ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity or expression, age, record of offences, marital status, family status or disability or any other characteristic protected by applicable law.