TD · 9 hours ago
Senior Manager, Audit Workforce Management
Mount Laurel, NJ
Full-time
Onsite
Senior Level, Lead/Staff, Director/Executive
$119K/yr - $194K/yr
10+ years expTD is one of the world's leading global financial institutions and is the fifth largest bank in North America. The Senior Manager, Workforce Management is a strategic leadership role within the Internal Audit function, responsible for designing and implementing a forward-thinking talent ecosystem and optimizing workforce planning to attract and retain top-tier audit professionals.
BankingFinanceFinancial ServicesWealth Management
Responsibilities
Oversees and leads a large and/or highly complex, and diverse business management function for an area of significant risk, complexity or scope
Strategic partner to leadership team on the management of the portfolio and financials, with deep industry, external / internal, enterprise knowledge, recognizing and anticipating emerging trends and; identifying operational efficiencies and opportunities with other business management / enterprise areas
Facilitates key strategic discussions and provide thought leadership to executive audience (output may include strategic roadmap and/or deliverables/ frameworks/ short to long term goals etc.)
Sets operational team direction and collaborate with others to execute on common goals
Focus on longer-range planning for functional area (e.g. 12 months or greater)
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
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
Map the full colleague lifecycle for audit professionals: attraction → recruitment → onboarding → development → performance → retention → offboarding
Identify pain points, moments of truth, and delight opportunities at each journey stage using voice-of-colleague feedback and design recommendations to enhance colleague experience
Create visual journey maps and playbooks shared with HR, audit leadership, and operational teams for consistent execution
Serve as the primary liaison between Workforce Management and HR to ensure audit talent strategies integrate with enterprise-wide people initiatives
Co-develop recruitment profiles, job families, and competency models with HR for audit roles
Jointly design performance management frameworks, succession planning, and leadership development programs tailored to audit needs
Align audit workforce planning with HR systems (e.g., Workday, SuccessFactors) for seamless data flow and reporting
Partner on diversity, equity, and inclusion (DEI) goals specific to building a future-ready audit team
Anticipate emerging workforce trends and proactively recommend strategies to address future challenges
Use critical thinking to analyze complex workforce issues, develop innovative solutions, and support data-driven decision-making
Foster a culture of continuous improvement and learning within the workforce management team
Develops, communicates and implements a holistic strategy for own specific business management function in support of and integrated with the overall business strategy
Oversees / leads / manages and plans a work activities that may require alignment across multiple areas
Leads the team in the development and/or integrated implementation of policies / processes / procedures / changes across multiple functional areas
Leads partner to management and respective teams for area of specialization with industry, external and internal, enterprise and business awareness; recognizing and anticipating emerging trends and; identifying issues and opportunities and recommending action to senior management
Acts as a strategic partner by leading relationships with key enterprise partners and interfacing with respective leadership team to effectively manage own business management area and clarify scope of accountabilities while influencing and aligning others as needed
Ensures an integrated and aggregated view of all related activities across the overall function providing escalations, recommendations, and decision support to leadership
Forecasts programs / initiatives and demand, and coordinate prioritization of the portfolio/ initiatives with key stakeholders
Provides functional / business level communications to ensure messages to stakeholders and/or employees are consistent, appropriate and aligned to business strategies and executive management direction
Ensures team adheres to enterprise frameworks and methodologies related to overall business management activities
Leads relationships with corporate and/or control functions to ensure alignment with enterprise and/or regulatory requirements
Supports team in staying knowledgeable on emerging issues, trends, and evolving regulatory requirements and assess potential impacts to the Bank
Assesses / identifies key issues and escalate to appropriate levels and relevant stakeholders and business management where required
Maintains a culture of risk management and control, supported by effective processes and sound infrastructure an in alignment with risk appetite
Identifies, mitigates and reports on risk issues per enterprise policy / guidelines and ensures appropriate escalation processes are followed
Ensures 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)
Works closely with key business leaders to optimize TDBGs resources and leverage TDs operating model to maximize efficiency, effectiveness and scale
Leads or contributes to cross-functional / enterprise initiatives as an organizational or subject matter expert helping to identify risk / provide guidance for complex situations
May lead relevant governance meetings or committees and related deliverables / outcomes representing the business on governance and control issues
Manages oversight process, risk-based identification and monitoring of related risks and regulatory compliance across the supported functions, while ensuring key controls and processes are effectively managed
Oversees or leads the facilitation and/or implementation of action/remediation plans to address performance/risk/governance issues
Qualification
Required
Undergraduate degree required; graduate degree in a related field is considered an asset
10+ years of experience in internal audit, strategy, governance, or a related field within a large financial services organization
Advanced knowledge of audit methodologies, strategic planning, governance, and industry trends impacting internal audit
Experience driving large, complex initiatives related to audit transformation, including adoption of new processes, tools, and technologies
Strong critical thinking and problem-solving skills, with a track record of developing innovative solutions to complex audit challenges
Excellent communication and relationship-building skills, with the ability to influence and collaborate with senior leaders and cross-functional teams
Experience managing stakeholder expectations and delivering strategic insights to support executive decision-making
Proficiency with audit analytics tools, MS Office, Audit Management Systems, and data analysis methods
Deep understanding of compliance, risk management, and regulatory standards as they relate to internal audit strategy
Ability to ensure all audit activities align with internal policies, external regulations, and audit best practices
Experience driving large, complex initiatives related to workforce transformation, including adoption of new processes, tools, and technologies
Demonstrated forward-thinking mindset, with the ability to anticipate future workforce needs and proactively address gaps
Strong critical thinking and problem-solving skills, with a track record of developing innovative solutions to complex workforce challenges
Proficiency with workforce analytics tools, MS Office, Audit Management Systems, and data analysis methods
Benefits
Health and well-being benefits
Savings and retirement programs
Paid time off (including Vacation PTO, Flex PTO, and Holiday PTO)
Banking benefits and discounts
Career development
Reward and recognition
Company
The Toronto-Dominion Bank & its subsidiaries are collectively known as TD Bank Group (TD).
10001+ employees
H1B Sponsorship
TD has a track record of offering H1B sponsorships. Please note that this does not
guarantee sponsorship for this specific role. Below presents additional info for your
reference. (Data Powered by US Department of Labor)
Distribution of Different Job Fields Receiving Sponsorship
Represents job field similar to this job
Trends of Total Sponsorships
2022 (1)
2020 (6)
Funding
Current Stage
Late StageTotal Funding
$65MKey Investors
U.S. Department of the Treasury
2023-10-03Grant· $65M
Leadership Team
Brian Jacobson
Chief of Staff to the CEO, TD Bank, America's Most Convenient Bank
F
Foster Glenn
Senior Vice President Technology and Data Risk Management
Recent News
2025-12-29
2025-12-17
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