Manager – Strategic Talent Initiatives

Depth & Scope:

In this role, you willmanagethestrategy-to-execution for signature talentacquisitioninitiatives, fostering connections, expanding careerpathwaysand championing the growthand developmentof ouremerging talentprograms.

• Partner withthe HR COE andleadershipacross the enterprisetochampionthe strategy, engagement,alignment,and outcomesof key talentinitiatives.

• Maintain forward-looking roadmap ofinitiatives.

• Leadprogram development and keypartnerships.

• Supportthedevelopmentandexecutionofemerging talent pathwaysandexperiences.

• Partner with marketing and business leaders on events and strategic initiatives

• Execute special projects thatimpacttalent, retention, anddevelopment.

• Work directly withthe HRBPs and the businesstoshape talentstrategies.

• Develop apoint of view on what exceptional performance lookslike and how to measureROI.

• Own timelines, governance, and KPIs across a portfolio of initiatives

• Build deep maps of important talent markets, companies, communities, and candidates,both active and passive 

• Design creative strategies toidentifyand engage exceptional people through targeted communities, events, referrals, research, content, competition, partnerships, andnon-traditionalchannels.

• Shape howshows up indifferent talent markets, translating the company’s mission, ambition,andopportunities into a compelling andauthentictalentnarrative.

• Bring thought leadership onnew approachesto evaluating talent where conventional interviewsfallshort.

• Build repeatable strategic playbooks that allow the broader recruiting team to applyandleveragetalentstrategybestpractices.

• Partner with marketing and business leaders on events and strategic initiatives

• Contributes totheselectionand relationship management ofTApartners.

Education and Experience: 

• Undergraduate degree

• 7+ years of relevant experience

• Possesses a broad knowledge of Human Resources policies andprocedures.

• Strongability to negotiate and influence, with the ability to exercise sound judgment in problem resolution and informingdecisions.

• Proven experience in effective relationship management

• Must work well in an agile,fast-pacedandat timesambiguous environment with the abilityto multi-task and work autonomously underpressure.

• Establishedrelationshipsacross various talent markets and partners 

• Knowledge of workface strategy andhowit informs talentplans.

• Excellent communication,analytical and problem-solving, and program managementskills 

• Abilityto balance workload anddelegate whereappropriate.

• Data fluency skills,knowinghowto measure,analyze, andleverageTAmetrics.

• Passionate about talent intelligence andthekey rolein plays in talent advisory 

Preferred Qualifications:

• 10+ years of experience in strategy, talent, consulting, or program leadership

• Ability tooperatein a fast-paced, dynamic environmentoftransformation.

• Demonstrated ability to handle sensitive information withdiscretion.

• Ownership mentality with willingness to step in tokeepmomentum.

• Knowledge and experience withWorkday andMSSuite

Customer Accountabilities:

• Manages the development/design/delivery of effectiveTalentAcquisitioninitiativesplans/policies/programs/advice

• Measuresand communicates theimpactand ROIof key talent initiatives 

• Provides specialized expertise/counsel to business management and HR teams and continuously develops knowledge inarea of expertise

• Ensures businessand HRpartners areprovidedtalent consultancy to inform talent planning 

• Engages,managesand influences internal/external cross-functional partners to develop/deliver integratedTAsolutions

• Acts as a subject matter expert for policies and processesin talent acquisition 

• Liaises asappropriate withrisk management partners andlegal groupsto ensurehiringpracticesare consistent with TD'sTA framework 

• Collaborates with partnerssupportingall regions andjurisdictionsto ensure corporate and regional policies andprocesses align 

Shareholder Accountabilities:

• Ensures team adheres to enterprise frameworks and methodologies related to overall business management activities

• Identifies,mitigatesand reports on risk issues per enterprise policy/guidance and ensuresappropriate escalationprocessesare followed

• Ensures business operationsare in compliance withapplicable internal and external requirements (e.g.financial controls,

• Leads relationships with business lines/corporate and/or control functions to ensure alignment with enterprise and/or

• regulatory requirements

• Leads or contributes to cross-functional/enterprise initiatives as an organizational or subject matter expert 

• Manages oversight process, risk-based identification and monitoring of relatedrisks and regulatory compliance across thesupported functions, while ensuring key controls and processes are effectively managed

• Keeps abreast of emerging issues, trends, and evolving regulatory requirements 

• Protects the interests of the organization –identifiesand manages risks, and escalates non-standard,high riskactivities as necessary

EmployeeAccountabilities:

• Contributes to the development of business segment and/or enterprisekey talentpriorities 

• Sets targets,objectivesand delivers results

• Shares knowledge, information, skills, and subject matterexpertiseamong the team andencourages good working relationships withcross functional teams and business partners 

• Overseesthe recruitment for key talent initiativesto ensureTD is building a dimensional,future-readyworkforce 

• Acts as a brand ambassador forthe HR COEand the bank

Physical Requirements:

Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100%

Domestic Travel – Occasional

International Travel – Occasional

Performing sedentary work – Continuous

Performing multiple tasks – Continuous

Operating standard office equipment - Continuous

Sitting – Continuous

Responding quickly to sounds – Occasional

Standing – Occasional

Walking – Occasional