Executive Vice President, People, Legal and Corporate Secretary (Chief Legal Officer)

The Organization

LGM is a national leader in providing warranty, finance and insurance services to the Canadian automotive industry. Since 1998, LGM has been successfully supplying quality products and leading training solutions to  Canadian automotive dealerships. Dealer partnerships are complimented with the strong backing and support of their automotive manufacturing brands, which include BMW/MINI, Kia, Mazda, Volvo, Jaguar, Land Rover/Range Rover and Mitsubishi Motors.  

The Job

The Executive Vice President (EVP), People, Legal and Corporate Secretary is a senior executive and member of the Senior Leadership Team (SLT), responsible for the strategic integration of LGM’s people, culture, corporate services, legal, and compliance functions. Acting as the voice of the People & Culture team and the voice of Legal & Compliance at the SLT, this role ensures both perspectives are represented in enterprise decision-making.

Overseeing two senior functions, the EVP ensures alignment between human capital strategies, legal risk management, compliance frameworks, and corporate objectives. The EVP also acts as a key advisor to the CEO, President, and Board, and may represent the organization in significant legal, regulatory, or governance matters.

Key Responsibilities

Strategic Leadership & SLT Representation

• Serve as an active member of the SLT, bringing forward People & Culture priorities and insights to influence enterprise-level strategy and decision-making.

• Ensure Legal & Compliance considerations are embedded in SLT discussions and business strategies.

• Partner with the CEO, President, and Board to integrate people, legal, and compliance strategies into organizational direction and planning.

Executive Oversight

• Lead the strategic direction and performance of the People & Culture and Legal & Compliance functions.

• Provide executive oversight to legal, compliance, people and corporate services teams, ensuring their portfolios align with business strategy, legal requirements, and governance standards.

People & Culture

• Sponsor strategic initiatives for employee experience, workforce planning, organizational design, and total rewards.

• Ensure People strategies align with organizational goals and employment law requirements.

Legal & Compliance

• Oversee enterprise-wide legal strategy, governance, and compliance frameworks.

• Ensure proactive hands-on management of legal risks, including litigation, regulatory filings, contract negotiations, and investigations.

• Serve as executive sponsor for compliance audits and risk mitigation initiatives.

Governance & Board Relations

• Advise the Board and relevant committees on legal, compliance, and human capital matters.

• Oversee preparation of reports, legal opinions, and governance documentation for Board review.

Change Management & Organizational Capability

• Lead strategic transformation initiatives that integrate people, legal, and compliance considerations.

• Build organizational resilience through leadership development, policy frameworks, and change management programs.

Executive Leadership Competencies

• S elf-Management -  Leads the organization in emotional control, agility and influence through expressing a wide spectrum of emotions to suit the environment they are within, to build commitment and buy-in to new ideas and concepts, and to generate motivation for action. Works effectively throughout all emotional environments and utilizes emotional intelligence to lead a positive outcome despite the starting position.

• Results Focused - Is competitive and takes risks in growing the organization's profitability, finds creative ways to measure and monitor intangible outcomes to achieve overarching strategic goals, and proactively shapes the customer value proposition based upon deep awareness of customer desires. Creates a high-performance culture throughout the organization with imbedded urgency to achieve results while preserving core values and high enthusiasm from the employees.

• Effective Communicator -  Architects effective communications processes and tools throughout the organization to drive a culture of free flowing, timely and accurate information and communication throughout the organization. Effectively anchors change through powerful and broad communication strategies that utilize a multitude of communications tools and media best suited for the message or change initiative.

• Empowers and Coaches Others -  Fosters an organizational culture of empowerment and coaching, ensuring role clarity and accountability for organizational objectives and initiatives. Identifies high potential leaders and creates new opportunities for them to develop, by allocating responsibilities based upon skills and learning orientation, articulating a vision that enables them to execute with their own creativity, providing liberal boundaries to aid in their personal growth.

• Collaboration and Influence -  Fosters a high-performing culture where leaders work well together towards a common vision, while positively and respectfully challenging each other to do their best work. Creates high level, innovative partnerships that span the organization and reach beyond its walls to influence change or pursue strategic initiatives with global brands, organizations and external vendors, orchestrating partnerships that create reciprocally beneficial outcomes.

• Builds Teams -  Architects the right teams and structures in the organization, utilizes cross- organizational teams where collaboration is needed, and balances team work and individual accountability to most effectively achieve organizational goals.

• Innovation and Change Leadership -  Commits to new approaches ahead of emerging opportunities by tapping industry and market developments.

• Strategic Orientation - Anticipates and plans for future events and opportunities including competitive realities to create clarity in direction for how our vision is to be achieved.

• Resilience – Responds well to pressure and the demands of daily life. Has flexibility durability, strength and speed of recovery.

Required Skills

• Minimum 10 years of progressive legal and/or compliance experience, including senior executive leadership.
• Demonstrated experience overseeing HR/People & Culture functions alongside legal/compliance teams.
• Strong understanding of employment law, corporate governance, and risk management.
• Proven track record of advising Boards and executives on high-impact legal and organizational matters.
• Experience in the insurance or financial services industry strongly preferred.

Education

• Bachelor of Laws (LLB) or Juris Doctor (JD) from a recognized law school is required.
• Chartered Human Resources Professional (CHRP) designation preferred.
• Additional credentials in business or leadership (e.g., MBA) considered an asset.

Experience

• Executive leadership experience in a multi-jurisdictional, fast-paced corporate environment.
• Experience managing senior teams and complex cross-functional portfolios.

What We Offer

• The base compensation range for this position is $235,000 - 295,000 + bonus .
• Hybrid work model
• A competitive compensation package, including a comprehensive health benefits plan, Group RRSP, performance bonus, health and wellness benefits, and education sponsorship.
• Four paid days annually to "give back" to the community, along with your birthday off.
• A vehicle rebate program of up to $400 per month.