Business Mgmt Specialist, Workforce & Planning

Work Location: Toronto, Ontario, Canada

Hours: 37.5

Line of Business: Business Management, Strategy & Support

Pay Details: $96,900 - $136,800 CAD

Location: Toronto, ON

This role owns how third‑party workforce is planned, governed, and executed across Business Banking, Wealth and TD Insurance (BWI), a large, complex and diverse technology organization. You will operate at the center of business demand, delivery execution, and financial control — ensuring external workforce is deployed intentionally, not reactively. Much of this operating model is still evolving, and you will play a key role in building the processes, reporting, and controls required to manage it effectively s is a hands‑on role for someone who combines strong operational judgment with the ability to bring structure to ambiguity.

• Third‑Party Workforce Strategy & Demand Control: End‑to‑end planning and governance of third‑party workforce across BWI; translate business demand into structured, controlled workforce plans; partner closely with stakeholders to validate demand, challenge assumptions, establish and enforce demand controls to ensure workforce requests are justified and aligned to financial guardrails and strategic initiatives; identify capacity gaps, over‑allocation, and execution risks early and take action to address them.
• Financial Oversight & Workforce Investment: Support the management of forecasting, tracking, and control of third‑party workforce spend; ensure workforce decisions are grounded in cost transparency and financial discipline; monitor variances and proactively address risks to budget and targets for third‑party workforce.
• Governance, Accountability &
  
  Risk Management:
  
  Stand up and drive consistent processes for demand intake, approval, and execution; ensure adherence to governance standards across workforce planning and vendor engagement; own exceptions, escalations, and decision points related to workforce and delivery risk; hold stakeholders accountable to defined processes, thresholds, and controls.
• Performance Management (Vendors & Workforce Outcomes): Define and track performance measures for third‑party workforce (productivity, utilization, delivery outcomes); partner closely with stakeholders to assess workforce effectiveness; drive performance conversations with vendors and internal stakeholders, including issue escalation and remediation; ensure workforce performance data informs future demand and sourcing decisions.
• Reporting, Data & Operational Insight: Build reporting that enables decision‑making across demand, spend, and performance; use tools like Excel and Power BI to structure complex workforce and financial data; develop lightweight solutions such as Power Apps to improve data capture and workflow efficiency; improve data quality and reduce manual effort through automation and simplification.

• Experience managing or supporting third‑party workforce, vendor models, or resource planning in a complex environment.
• Strong financial acumen (forecasting, budgeting, variance management) tied to workforce decisions.
• Proven ability to challenge demand, influence leaders, and drive disciplined decision‑making.
• Advanced Excel skills and experience building practical, decision‑focused reporting (Power BI or similar).
• Experience using Power Apps to improve workflows (pragmatic, not over‑engineered).
• High attention to detail with strong operational judgment.
• Comfort working in ambiguity and building structure from the ground up.

• Third‑party workforce demand is controlled, justified, and aligned to business priorities.
• Third‑party workforce spend is predictable, transparent, and actively managed.
• Performance of external resources is measured, understood, and continuously improved.
• Leaders have clear visibility to make informed workforce and investment decisions quickly.
• Processes reduce reactive hiring and increase planned, strategic deployment of resources.

Without strong ownership of third‑party workforce, organizations over‑hire, overspend, and under‑perform. This role brings control, visibility, and accountability — ensuring external workforce investment delivers measurable business outcomes.

This opportunity is subject to provincial employment regulations. Each province or territory within Canada may have its own regulations, requirements.