Manager, Business , Communications & Training

Work Location: Toronto, Ontario, Canada

Hours: 37.5

Line of Business: Enterprise Enabling Functions

Pay Details: 96, 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  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.

The Colleague Journey sits within Human Resources and is responsible for delivering transformational change across Talent Acquisition. Our vision is to unlock individual and organizational potential by connecting the right talent to the right opportunity.

The Manager, Business Change, Communications & Training is accountable for driving adoption of enterprise‑wide Talent Acquisition transformation initiatives. This role focuses on changing how work gets done, embedding new operating models, and ensuring business outcomes are realized through sustained behavioral change, strong communication, and impactful training.

• Design and execute an end‑to‑end change, communications and training strategy for Colleague Journey transformation initiatives
• Engage stakeholders to take action, influence change, and frame information in a broader organizational context
• Partner with product owners to become an expert across Colleague Journey initiatives and related areas
• Execute strategy and deliverables to drive forward the change management roadmap within or across specific business segments or at the enterprise level
• Drive stakeholder adoption across recruiters, hiring managers, HRBPs, leaders, and executives
• Lead business readiness, go‑live enablement, and stabilization activities
• Establish and monitor adoption metrics, readiness dashboards, and ROI realization tracking
• Identify leadership team and conduct leadership assessment sessions to understand vision and alignment of program
• Clearly articulate current state, business needs, and future state expectations
• Understand current pain points, manual activities, inefficiencies, operating model today and changes required based on future state
• Conduct stakeholder identification
• Own the Colleague Journey narrative and multi‑channel communications strategy including Executive communications, Leader toolkits, Manager enablement, Recruiter engagement, Frontier adoption messaging
• Own and maintain strategic communication materials—inclusive narratives, presentation assets, templates, and artifacts—to ensure clarity and consistency and alignment to TD brand and culture
• Manage ongoing relationships with key business partners and/or third parties to coordinate all internal/external communication activities and project deliverables
• Communicate difficult concepts; convert information to compelling business context and advice; influence and gain alignment across increasingly senior stakeholders
• Design and implement role‑based learning journeys that build true capability—driving outcomes such as new ways of working and behavioral adoption
• Ensure business relevancy, 'make meaning' for learners and business representatives, ensure learner engagement and capability build by actively participating in the business environment and operations
• Lead partnership with relevant internal and external stakeholders to provide consultation and advice on learning programs, strategies, options and assessments for special initiatives and broad business changes

• Cross‑functional Partnership & Execution – Partner with Colleague Journey, technology teams, HR, and external vendors to deliver integrated transformation initiatives and measurable results.
• Enterprise Change & Adoption Leadership – Lead end‑to‑end change strategies that drive adoption, readiness,…