Senior Culture and Inclusion Manager

TD•Toronto, ON

3d•Onsite

About The Position

Reporting to a Human Resources Executive within a business segment, the Senior Manager, Culture and Inclusion works in close partnership with senior leaders, HR Business Partners, and HR Centres of Excellence to develop and execute culture strategies, including the implementation of HR programs and initiatives that advance culture and inclusion outcomes. We’re hiring a Senior Manager, Culture and Inclusion to lead the activation of TD’s refreshed culture and diversity strategy across business segments. In this role, you’ll develop and deliver tailored culture change plans, coach leaders to embed inclusive talent solutions, and partner across HR and business teams to drive meaningful impact. You will advise on segment-level diversity and inclusion strategies, deploy solutions aligned to enterprise frameworks, and track performance metrics to ensure progress. If you’re passionate about enabling change and fostering an inclusive, high-performing culture, we’d love to hear from you.

Requirements

10+ years of experience in HR and Talent Management
Proven experience leading enterprise-wide performance or talent programs in partnership with business; acts as a catalyst for change
Demonstrated ability to influence senior stakeholders and drive change
Bachelor’s degree required
Experience acting as a catalyst for culture change and driving strategic initiatives.
Deep understanding of D&I frameworks and experience deploying inclusive practices aligned with enterprise goals.
Prior experience as an HR Business Partner, with a strong understanding of business alignment and localized strategy execution.

Nice To Haves

Master’s degree or HR certification preferred

Responsibilities

Develop the Culture Implementation plan and deliver the Culture change strategies and solutions for each Segment working with the HRBPs, Change Management and CAPA Lead
Deliver leadership sessions and coaching to help business leaders adopt the Bank's culture principles and initiatives by equipping segment-level leaders with resources needed to activate and scale
Brings insights and guidance to the business IDLC, advising on strategies to achieve the Bank's D&I vision and aspirations
Develops and deploys D&I solutions.
Provides insight and guidance on D&I based on internal and external metrics and insights
Accountable for leading the segment level execution on D&I initiatives
Track and report on segment-level performance metrics related to activation of relevant culture and D&I solutions
Partner with HRBPs and consult with them on localized activation approaches that fit segments' needs
Support change enablement, identify cultural risks and drive mitigation strategies
Collaborate with HR Business Partners, HR COEs, and senior business leaders to deliver culture change strategies and solutions.
Partner with D&I teams to ensure alignment and impact of D&I initiatives
This role is integral to the new culture framework activation which supports TD's Strategic Review, and drives performance management, risk management, and employee engagement across the organization
Act as key contact and deep expert within area of expertise for the development, design and delivery of effective HR plans, policies, programs and advice in support of HR strategies
Share specialized expert knowledge, provide consultation and solutions to business management and HR teams
Maintain awareness of changing legal/regulatory requirements and practices within the industry and consult with policy/process owners within HR to ensure compliance
Identify opportunities to improve policies and supporting materials to increase their effectiveness for employees, people managers and HR partners while meeting compliance and business objectives
Engage, manage and influence internal/external cross-functional partners to develop/deliver integrated solutions
Facilitate learning and/or information sessions on HR programs and functions
Manage the integrated implementation of HR processes / procedures / changes across multiple functional areas
Accountable for the development and delivery of broad enterprise wide HR policies, and initiatives which may have significant regulatory components, creating business cases and innovative recommendations
Execute on diverse and complex policies, implement and develop activities and tools for businesses, and support people strategy and management activities
Adhere to enterprise frameworks or methodologies that relate to activities for own business area
Consistently exercise discretion in managing correspondence
Lead relationships with corporate and/or control functions to ensure alignment with enterprise and/or regulatory requirements
Ensure respective programs/policies/practices are well managed, meets business needs, complies with internal and external requirements, and aligns with business priorities
Ensure business operations are in compliance with applicable internal and external requirements (e.g. financial controls, segregation of duties, transaction approvals and physical control of assets)
Participate in cross-functional / enterprise / initiatives as a subject matter expert helping to identify risk / provide guidance for complex situations
Conduct internal and external research projects; support the development/ delivery of presentations / communications to management or broader audience
Lead in the selection and relationship management of partners to administer plans and programs in a manner that meet key objectives/service level targets
Monitor service, productivity and assess efficiency levels within own function and implement continuous process / performance improvements where opportunities exist
Lead / facilitate and/or implement actions / remediation plans to address performance / risk /governance issues as appropriate
Actively manage relationships within and across various business lines, corporate and/or control functions and ensure alignment with enterprise and/or regulatory requirements
Keep abreast of emerging issues, trends, and evolving regulatory requirements and assess potential impacts
Protect the interests of the organization – identify and manage risks, and escalate non-standard, high risk transactions / activities as necessary
Maintain a culture of risk management and control, supported by effective processes in alignment with risk appetite
Participate fully as a member of the team, support a positive work environment that promote service to the business, quality, innovation and teamwork and ensure timely communication of issues/ points of interest
Provide thought leadership and/ or industry knowledge for own area of expertise in own area and participate in knowledge transfer within the team and business unit
Keep current on emerging trends/ developments and grow knowledge of the business, related tools and techniques
Participate in personal performance management and development activities, including cross training within own team
Keep others informed and up-to-date about the status / progress of projects and / or all relevant or useful information related to day-to-day activities
Contribute to team development of skills and capabilities through development of others, by sharing knowledge and experiences and leveraging best practices.
Lead, motivate and develop relationships with internal and external business partners / stakeholders to develop productive working relationships.
Contribute to a fair, positive and equitable environment that supports a diverse workforce
Act as a brand ambassador for the business area/function and the bank, both internally and/or externally