Sr. Manager Audit Workforce Management

Position: Sr. Manager Audit Workforce Management (625)
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* Work Location:

** Toronto, Ontario, Canada
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* Hours:

** 37.5
** Line of Business:
** Business Management, Strategy & Support
** Pay Details:**$115,600 - $163,200 CADTD 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.
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* Job 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…