HR Advice Partner II (US)

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.

The HR Advice Partner II is primarily responsible for providing day-to-day advice and guidance to People Managers (up to an AVP level), Employees and HR Business Partners for an assigned portfolio / business line on a wide variety of employee relations issues to assist them in resolving of complex people management issues/problem ensuring ongoing compliance with internal / external requirements and a positive employee relations climate. (e.g. performance management, behavior management, leaves and accommodation, compensation, career & personal development, health and safety etc.) The HR Advice Partner will support multiple lines of business and work closely with leaders on a broad range of employee-related matters. As a trusted advisor, this role provides guidance and support on performance management, policy and procedure violations, workplace behavior concerns, and other employment-related issues. The HR Advice Partner will also collaborate with business leaders to ensure the consistent application of policies and promote positive employee experiences. Depth & Scope: Partners with relevant stakeholders (HR Shared Services, HR Business Partners & COE's) to provide consultation and advice on complex HR / employment matters, providing strategies, options and risk assessment for both individual employee situations, as well as special initiatives and broad business changes Understands differing needs of the business and adapts advice within their overall strategy and policy; coaches leaders/People Managers as opportunity arises Utilizes appropriate approach/methodology to identify associated risks with actions/decisions that will enable the business make an informed decision Highly developed probing, investigative and analytical skills to identify issues, write reports and make recommendations Ability to provide informal coaching to individuals at all levels and influence as appropriate to ensure successful outcomes Builds people managers HR capabilities by educating during interactions (just in time coaching), providing tools and resources to empower managers to effectively handle employee situations; identify gaps and trends and leverage formal learning activities Builds and strengthens relationships to gain trust and credibility in order to be viewed as a true partner and enabler to the business relating to employee relations situations Embraces, listens and considers information and perspectives from both managers and employees in the resolution of issues as required Provides consistent interpretation and delivery of HR programs/practices and policy guidance across the organization supports implementation and provides coaching to management on all new / changed policy and practices as required Ensures effective case management and resolves issues within level of authority and / or engages appropriate HR CoE's and / or HR Shared Services teams as needed Resolves issues within level of authority and escalates issues / seeks expertise where appropriate to ensure an integrated and sound approach to managing cases / investigations in compliance with internal /