Group Mgr II, U.S. Benefits Delivery

TD Bank•Mount Laurel, NJ

10d•Onsite

About The Position

The Group Manager II, HR Operations leads a group of operational functions and activities via Team Managers/Analysts within a unit and provides guidance, leadership, coaching and development to ensure operational results and professional/personal development objectives are achieved for the overall group. This role provides people management leadership by hiring the best talent, setting goals, developing staff, managing employee performance and compensation decisions, promoting teamwork and handling any/all disciplinary actions, as required. The role oversees a large team with functional diversity and complexity where activities involve multiple step transactions, multiple systems and jurisdictions, higher volumes and/or medium to high complexity. The Group Manager II is expected to have expert knowledge of the business and operational functions supported, lead teams with multiple points of internal and external contact (may include direct contact with Customers), and may manage over a diverse geographic jurisdiction or provide National support to business partners. The work focus time horizon is generally medium to long term with moderate to high focus on strategic planning. This role requires expert process management knowledge and the risk profile for team processes supported; advanced knowledge in identifying, tracking and resolving gaps. The Group Manager II oversees management of a team requiring workforce to decision on acceptable level of risk - Moderate to High risk potential (loss/reputational) for functional area. The role may act as the highest point of team escalation for resolution and provides direction to resolve issues or escalate. It involves regular contact with cross-functional teams across TDBG or external contacts and/or customers.

Requirements

Undergraduate degree required
7+ years relevant experience required
Excellent written and verbal communication skills
Excellent ability to negotiate and influence, with the ability to exercise sound judgment in problem resolution and influencing decisions
Proven experience in effective relationship management
Must work well in a fast-paced and ambiguous environment with the ability to manage various tasks simultaneously and work with changing priorities
People management experience required
A broad knowledge of Human Resources policies and procedures
Knowledge and experience with MS PowerPoint, Excel, Outlook, MS Word, etc.
Excellent analytical and problem-solving skills
Demonstrated planning and management skills
Demonstrated project and process management skills
Demonstrated ability to balance work load and align work to resources
Ability to measure and analyze metrics required

Nice To Haves

Extensive experience leading operational change and modernization efforts within an HR Benefits function
The ability to independently assess complex program requirements and design modernized operational workflows and controls that automate manual processes and mitigate operational risk
Experience working within Benefits Delivery

Responsibilities

Provides people management leadership by hiring the best talent, setting goals, developing staff, managing employee performance and compensation decisions, promoting teamwork and handling any/all disciplinary actions, as required
Oversees a large team with functional diversity and complexity where activities involve multiple step transactions, multiple systems and jurisdictions, higher volumes and/or medium to high complexity
Expert knowledge of the business and operational functions supported
Leads teams with multiple points of internal and external contact (may include direct contact with Customers)
May manage over a diverse geographic jurisdiction
May provide National support to business partners
Work focus time horizon is generally medium to long term with moderate to high focus on strategic planning
Requires expert process management knowledge and the risk profile for team processes supported; advanced knowledge in identifying, tracking and resolving gaps
Oversees management of team requiring workforce to decision on acceptable level of risk - Moderate to High risk potential (loss/reputational) for functional area
May act as highest point of team escalation for resolution and provides direction to resolve issues or escalate
Involves regular contact with cross-functional teams across TDBG or external contacts and/or customers
Acts as key liaison with partners and external groups and provides subject matter expertise at the department level
Acts as key escalation point for significant risk/exceptions
Monitors service and control standards against overall business/department objectives
Develops and maintains effective working relationships with internal and external partners for the purposes of delivering optimal customer service
Coaches to ensure operational problems are handled appropriately, and participates in the negotiation and resolution of complex and/or escalated issues where necessary
Contributes to the development of the business plan and operationalizes the plan and delivers on assigned service or functionality
Ensures programs, policies and practices continue to meet business needs, comply with internal and external requirements, and align with business priorities
Proactively identifies key business opportunities, researches and recommends enhancements/modifications, develops strategies to achieve recommendations and works closely with system support to execute and implement system upgrades/enhancements
Provides expertise and coordinates implementation and testing of new processes, technologies or operating models in own area
Meets department standards for productivity and efficiency and implements process improvement initiatives, executes on change, supporting adherence, tracking and realizing benefits
Coordinates activities with partners in HR, Technology, Finance, Risk Management, etc.
Ensures appropriate reporting and escalation of issues occurs based on risk profile
Follows and ensures employees are knowledgeable of and comply with Bank and industry codes of conduct
Coaches employees to deliver on the business service and operating model
Maintains knowledge of end-to-end processes and internal/external partners and regulatory requirements
Responsible for management of the overall team, providing both leadership and guidance
Sets targets and objectives for the team, and delivers results
Grows team expertise to align with business/enterprise demand and direction; assesses team skills and capabilities and continually looks for ways to provide and enhance the value delivered
Leads a high-performing team; provides on-going feedback and performance reviews, coaches and develops employees and ensures performance management activities are undertaken and completed for all employees
Leads the process of setting performance objectives for the team; tracks, monitors and effectively addresses and/or rewards performance in a timely manner
Manages employees in compliance with all human resources policies, procedures and guidelines of conduct
Shares knowledge, information, skills, and subject matter expertise among the team and ensures the timely communication of issues and encourages good working relationships with other functions and teams
Supports an environment where the team freely escalates business challenges; facilitates change through positive reinforcement of milestones and successes
Recruits for all hires to ensure a highly diverse, qualified workforce to achieve business objectives
Establishes and fosters a cohesive team; promotes a fair and equitable environment that supports a diverse workforce and encourages the team to achieve common goals and objectives
Acts as a brand ambassador for the business area/function and the Bank, both internally and/or externally