Specialized HR Manager - Talent Manager, Talent Programs

TD Bank; Toronto; On-site; CAD 96,000 - 137,000; Full time

Job summary

TD Bank in Toronto, Ontario is seeking a Talent Manager within the Talent Management team to drive the development of high-potential leaders enterprise-wide. You will oversee executive development programs, coaching, and assessments, aligning with TD's leadership needs and strategic priorities.

The role covers end-to-end program design, delivery, budgeting, stakeholder management, and governance, partnering with HRBPs, Learning teams, and external providers to create impactful development

Job description

Work Location: Toronto, Ontario, Canada

Hours: 37.5

Line of Business: Human Resources

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

TD 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.

Job Description

As part of the Talent Management team, the Talent Development team is accountable for the strategic development of high potential talent with the potential to progress to senior executive roles. The mandate of the team includes talent practices such as executive assessment, coaching and 360 assessments; top talent development programs; and targeted individualized development supports. Reporting to the Senior Manager, Talent Development, the Talent Manager, Talent Programs supports the accelerated development of our high potential leaders enterprise-wide, maintaining our function as the centre of excellence for external development programs at the Bank.

KEY ACCOUNTABILITIES

Strategy & Program Development

• Partner with the Senior Manager, Talent Development to evolve and implement the enterprise strategy for developing high-potential leaders.
• Translate talent strategy, succession priorities, and participant feedback into practical program enhancements and new development offerings.
• Contribute to the ongoing evolution of executive development experiences, ensuring alignment with organizational priorities and leadership capability needs.
• Identify opportunities to strengthen TD's reputation as a leader in executive talent development through external partnerships, benchmarking, and thought leadership.

Program Design & Delivery

• Lead the end-to-end planning, execution, and continuous improvement of executive development programs for high-potential leaders.
• Manage all aspects of program delivery, including timelines, budgets, participant communications, logistics, vendor coordination, executive engagement, and issue resolution.
• Partner with internal and external stakeholders to develop and deliver high-impact development experiences that combine formal learning, executive exposure, coaching assessments, mentoring and experiential development opportunities.
• Develop and maintain integrated program plans, implementation roadmaps and governance processes to ensure timely execution and a high-quality participant experience.
• Support the design and enhancement of program content, learning journeys, participant experiences and executive engagement activities.
• Manage relationships with external vendors, faculty, executive education providers, coaches, assessment partners.
• Facilitate participant selection, onboarding, progress tracking, and program completion processes.
• Oversee program budgets, contract management, invoice processing, and vendor performance monitoring.
• Monitor program risks, dependencies, and operational issues and implement mitigation strategies as required.
• Conduct program evaluations and effectiveness reviews, using participant feedback, stakeholder input, and business outcomes to recommend improvements.
• Develop executive-ready reporting and program updates to communicate progress, outcomes, risks, and opportunities.

Stakeholder & Partner Management

• Establish and maintain strong relationships with HR Business Partners, Talent Management teams, Learning teams, Business Management partners, program participants, and senior leaders.
• Partner with executives and senior HR stakeholders to ensure development experiences align with talent priorities and participant needs.
• Consult with business and HR partners to identify development opportunities and integrate talent insights into ongoing program enhancements.
• Act as the primary point of contact for program stakeholders, ensuring effective communication, issue resolution, and stakeholder satisfaction.
• Influence and align diverse stakeholders toward shared program objectives and outcomes.
• Build effective working relationships with external vendors, executive education partners, coaches, and assessment providers to deliver a seamless participant experience.

Self & Team

• Lead through influence across a cross‑functional project team, including Talent Management, HRBPs, Business Management, Events, external partners, assessment providers, and executive stakeholders
• Coordinate and lead cross-functional working teams responsible for program design, implementation, communications, events, assessments,