Program Manager, Leadership Development

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 at TD. Our 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.

DEPARTMENT OVERVIEW Enterprise L&D is responsible for the strategic direction and establishment of effective employee development solutions to build capabilities for leaders and employees and support them to align with TD’s talent strategy and overall business priorities. Reporting to Senior Manager, Leadership Development, the Program Manager, People Manager Leadership Development, is responsible for partnering with Learning Solution Architects, HR Business Partners, vendors, and the broader Leadership Development team to deliver on high quality and innovative people manager initiatives.

The Program Manager is responsible for managing People Manager Learning & Development initiatives including, but not limited to, program execution, stakeholder management, vendor management, reporting and budget management. The Program Manager acts as a key point of contact and strategic partner to Learning Solution Architects, HRBPs and other stakeholders. In addition, they partner closely with the Program Events team to execute delivery. The People Manager portfolio includes a series of workshops and resources to support non-executive People Managers at TD (L7-L11). Some examples include: Path to Leadership, How We Lead, Performance Management, and People Manager Electives. The position requires stakeholder relationship management, critical thinking, strategic planning, project management, change management, collaboration, and advanced verbal/written communication skills. KEY ACCOUNTABILITIES Manages People Manager Leadership Development Learning & Development initiatives including the design, development, implementation, monitoring, reporting, and resolution of issues. CUSTOMER Manages the end-to-end execution of the People Manager initiatives partnering with the Business Management Group and other key stakeholders. Responsible for stakeholder management including preparing communications, preparing presentations, and providing reports. Manages dashboards and reporting specific to People Manager initiatives, ensuring review of data and making recommendations based on data insights. Partners closely with the external educational partners to progress the People Manager portfolio. Partners closely with L&D partners and those across the HR COE to ensure program effectiveness. Manage issues or escalations in relation to the deliveries of the programs. Negotiate, influence, and build strong relationships with business leaders, subject matter experts, and HR partners to execute programs. Supports long term strategy & plan and associated roadmaps for the People Manager portfolio, ensuring they align with the skills needed to support the broader business vision and delivers a great learner experience. Partners with Leadership Development team to enhance program offerings. When applicable, required to be onsite for program offerings. Identifies and implements process improvements that reduce costs or create capacity within learning development and delivery. Aligns enterprise frameworks or methodologies to content design. Manage, analyze and draw insights from data to inform priorities and