Manager, Strategic Talent Initiatives

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

• Maintain forward-looking roadmap of initiatives.  

• Lead program development and 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 informing decisions. 

• Proven experience in effective relationship management 

• Must work well in an agile, fast-paced and at times ambiguous environment with the ability to multi-task and work autonomously under pressure. 

• Established relationships across various talent markets and partners  

• Knowledge 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: 

• Manages the development/design/delivery of effective Talent Acquisition initiatives plans/policies/programs/advice 

• Measures and communicates the impact and ROI of key talent initiatives  

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

• Ensures business and HR partners are 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 legal 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 initiatives to ensure TD is building a dimensional, future-ready workforce  

• Acts as a brand ambassador for the HR COE 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