Manager, Strategic Talent Initiatives

Work Location: Mount Laurel, New Jersey, United States of America Hours: 40 Pay Details: $91,000 - $145,600

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is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. Line of Business: Human Resources Job Description: Depth & Scope: In this role, you will manage the strategy-to-execution for signature talent acquisition initiatives, fostering connections, expanding career pathways and championing the growth and development of our emerging talent programs.

• Partner with the

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and leadership across the enterprise to champion the strategy , engagement, alignment, and outcomes of key talent initiatives.

• Maintain forward-looking roadmap of initiatives.
• Lead pr ogram d e velopment a nd key partnerships.
• Support the development and execution of emerging talent pathways and experiences.
• Partner with marketing and business leaders on events and strategic initiatives
• Execute special projects that impact talent, retention, and development.
• Work directly with the HRBPs and the business to shape talent strategies.
• Develop a point of view on what exceptional performance looks like and how to measure ROI.
• 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 to identify and engage exceptional people through targeted communities, events, referrals, research, content, competition, partnerships, and non-traditional channels.
• Shape how shows up in different talent markets, translating the company’s mission, ambition, and opportunities into a compelling and authentic talent narrative.
• Bring thought leadership on new approaches to evaluating talent where conventional interviews fall short.
• Build repeatable strategic playbooks that allow the broader recruiting team to apply and leverage talent strategy best practices.
• Partner with marketing and business leaders on events and strategic initiatives
• Contributes to the selection and relationship management of TA partners. Education and Experience:
• Undergraduate degree
• 7+ years of relevant experience
• Possesses a broad knowledge of Human Resources policies and procedures.
• Strong ability to negotiate and influence, with the ability to exercise sound judgment in problem resolution and i nforming decisions.
• Proven experience in effective relationship management
• Must work well in a n agile, fast-paced and at times ambiguous environment with the ability to multi-task and work autonomously under pressure.
• Establish ed relationships across various talent markets and partners
• Know ledge of workface strategy and how it informs talent plans.
• Excellent communication , analytical and problem-solving , and program management skills
• Ability to balance workload and delegate where appropriate .
• Data fluency skills, knowing how to measure , analyze , and leverage TA metrics.
• Passionate about talent intelligence and the key role in plays in talent advisory Preferred Qualifications:
• 10 + years of experience in strategy, talent, consulting, or program leadership
• Ability to operate in a fast-paced, dynamic environment of transformation.
• Demonstrated ability to handle sensitive information with discretion.
• Ownership mentality with willingness to step in to keep momentum.
• Knowledge and experience with Workday and MS Suite Customer Accountabilities:
• M anages the development/design/delivery of effective Talent Acquisition initiatives plans/policies/programs/advice
• M easures and communicates the impact and ROI of key talent initia tives
• Provides specialized expertise/counsel to business management and HR teams and continuously develops knowledge in area of expertise
• Ensures business and HR partners a re provided talent consultancy to inform talent planning
• Engages, manages and influences internal/external cross-functional partners to develop/deliver integrated TA solutions
• Acts as a subject matter expert for policies and processes in talent acquisition
• Liaises as appropriate with risk management partners and l egal groups to ensure hiring practices are consistent with TD's TA framework
• Collaborates with partners supporting all regions and jurisdictions to ensure corporate and regional policies and processes align Shareholder Accountabilities:
• Ensures team adheres to enterprise frameworks and methodologies related to overall business management activities
• Identifies , mitigates and reports on risk issues per enterprise policy/guidance and ensures appropriate escalation processes are followed
• Ensures business operations are in compliance with applicable 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 related risks and regulatory compliance across the supported 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 – identifies and manages risks, and escalates non-standard, high risk activities as necessary Employee Accountabilities :
• Contributes to the development of business segment and/or enterprise key talent priorities
• Sets targets , objectives and delivers results
• Shares knowledge, information, skills, and subject matter expertise among the team and encourages good working relationships with cross functional teams and business partners
• Oversees the recruitment for key talent initi atives to ensure TD is building a dimensional, future-ready workforce
• Acts as a brand ambassador for the

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and 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 Moving safely in confined spaces – Occasional Lifting/Carrying (under 25 lbs.) – Occasional Lifting/Carrying (over 25 lbs.) – Never Squatting – Occasional Bending – Occasional Kneeling – Never Crawling – Never Climbing – Never Reaching overhead – Never Reaching forward – Occasional Pushing – Never Pulling – Never Twisting – Never Concentrating for long periods of time – Continuous Applying common sense to deal with problems involving standardized situations – Continuous Reading, writing and comprehending instructions – Continuous Adding, subtracting, multiplying and dividing – Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required . The listed or specified responsibilities & duties are considered essen