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Talent Manager HR Manager

Sr. Manager Audit Workforce Management

Job in Toronto, Ontario, M5A, Canada
Listing for: The Toronto-Dominion Bank (Canada)
Full Time position
Listed on 2026-01-02
Job specializations:
  • HR/Recruitment
    Talent Manager, HR Manager
  • Management
    Talent Manager, HR Manager
Job Description & How to Apply Below
Position: Sr. Manager Audit Workforce Management (625)

Description

:

Department Overview

Our team of trusted audit professionals interact with every part of the Bank to provide strategic guidance and independent oversight. Through due diligence, and with a strong sense of integrity, we help mitigate potential risks to our business. At the heart of audit is our specialization in all the businesses across the bank. Safeguarding the reputation of TD's good governance depends on us.

We’re counted on to provide recommendations to enhance operational performance, at every single level to foster meaningful process improvements and ensure adherence to internal and external regulations. We crunch the data, consult with our partners and stakeholders, and present our findings to mitigate the risks of today and around the corner and help keep our daily operations running smoothly for our customers.

Position Summary

The Senior Manager, Workforce Management is a strategic leadership role within the Internal Audit function, responsible for designing, implementing, and continuously evolving a forward-thinking talent ecosystem that positions Internal Audit as a high-impact, innovative assurance. This role blends workforce planning, talent acquisition, development, succession, and culture with cutting-edge internal audit objectives—such as data-driven risk sensing, AI-enabled assurance, and predictive analytics—to attract, retain, and deploy top-tier audit professionals who drive organizational resilience and value creation.

The successful candidate will champion a “talent-for-tomorrow” mindset, ensuring the function’s workforce is not only compliant and technically proficient but also agile, digitally native, and strategically aligned with emerging risks. You will have the opportunity to develop and execute forward-thinking strategies to optimize workforce planning, drive adoption of new processes, and ensure alignment with organizational goals. This role requires critical thinking, strong leadership, and the ability to anticipate and respond to emerging trends and risks.

Key Responsibilities

Talent Strategy & Roadmaps

  • Lead annual refresh of the audit talent strategy, incorporating industry best practices, and ensure alignment with the IA Vision, Strategy & Goals.
  • Build multi-year talent roadmaps that address capability gaps, headcount planning, and critical role coverage.
  • Secure leadership endorsement and resource allocation for roadmap initiatives.

    • Auditor of the Future

  • Develop and maintain a dynamic “Auditor of the Future” skills framework aligned with industry trends, regulatory changes, and technological advancements.
  • Collaborate with subject matter experts to validate and prioritize future-ready skills.
  • Design targeted learning pathways and certifications to build identified skills across the audit workforce.
  • Lead workforce forecasting and scenario modeling to anticipate future needs and proactively address gaps. Leverage data analytics to provide actionable insights on workforce trends, turnover, and talent movement.

    • Colleague Journey Mapping of End-to-End Processes

  • Map the full colleague lifecycle for audit professionals: attraction → recruitment → onboarding → development → performance → retention → offboarding.
  • Identify pain points, moments of truth, and delight opportunities at each journey stage using voice-of-colleague feedback and design recommendations to enhance colleague experience.
  • Create visual journey maps and playbooks shared with HR, audit leadership, and operational teams for consistent execution.

    • Alignment and Partnership with HR

  • Serve as the primary liaison between Workforce Management and HR to ensure audit talent strategies integrate with enterprise-wide people initiatives.
  • Co-develop recruitment profiles, job families, and competency models with HR for audit roles.
  • Jointly design performance management frameworks, succession planning, and leadership development programs tailored to audit needs.
  • Align audit workforce planning with HR systems (e.g., Workday, Success Factors) for seamless data flow and reporting.
  • Partner on diversity, equity, and inclusion (DEI) goals specific to building a future-ready audit team.

    • Forward Thinking & Critical Thinking

  • Anticipate…
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