Sr. Manager Talent Acquisition

Work Location: Mount Laurel, New Jersey, United States of America Hours: 40 Pay Details: $115,440 - $186,160 USD (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.) Job Overview The Senior Manager, Talent Acquisition is accountable for driving talent acquisition strategy and end-to-end delivery for TD’s Corporate functions (Finance, Legal, Risk, Compliance, HR) and Global Technology Solutions (GTS) across the US. As a member of the Talent Acquisition Leadership Team, the role acts as a strategic partner to senior business leaders, translating business priorities into effective, scalable hiring strategies. The role operates at the intersection of business strategy and people—going well beyond transactional recruiting to shape how TD identifies, attracts, and secures the talent that powers its most critical functions. Depth & Scope Provide strategic leadership for end-to-end recruiting delivery for corporate functions and GTS for the US. Partner with business and HR leaders to shape and execute hiring plans, with quarterly updates aligned to workforce demand and evolving priorities. Translate business hiring needs into proactive talent strategies, ensuring pipelines are built ahead of demand. Drive a high-performing talent acquisition team, setting clear expectations and holding teams accountable for results, efficiency, and quality. Serve as the primary TA partner for senior HR Business Partners and business leaders across Corporate and GTS functions, delivering consultative, insight-led talent advisory. Leverage data, analytics, and labor market intelligence to identify trends, risks, and opportunities, enabling informed decision-making on hiring strategy and location. Collaborate with Employer Brand team to strengthen talent attraction and TD’s position as an employer of choice. Advance recruiting effectiveness and hiring manager capability through innovation, best practice, and process optimization. Champion an exceptional candidate experience at every touchpoint—ensuring each interaction with TD is reflective of a remarkably human and refreshingly simple brand. Work with L&D and HRBPs to integrate internal mobility into the broader TA strategy, ensuring we develop talent from within alongside attracting it externally. Build and nurture talent communities for critical and hard-to-fill roles, particularly niche GTS positions. Customer Accountabilities Understand and support the Bank’s Customer Service Strategy. Consider the impact of advice and decisions on the well-being of the Bank, its customers, employees, and stakeholders. Provide the highest level of customer service when dealing with internal partners, vendors, or customers. Lead, coach, and model quality service delivery at every interaction. Support ongoing improvement of the partner/client experience. Employee/Team Accountabilities Direct, coach, and develop a high-performing team through ongoing performance management, feedback, and development planning. Foster a team culture grounded in accountability, collaboration, continuous learning, and inclusivity. Set clear context and direction for the team to enable strong performance and alignment to business strategy. Elevate team capability by upskilling recruiters, ensuring the team has the skills and expertise to deliver modern, effective recruiting solutions. Lead the team through talent acquisition transformation, supporting new ways of working and ensuring adoption of updated processes, tools, and delivery models. Embed inclusive hiring practices across recruiting activities. Ensure all hiring activity is compliant with employment legislation across all jurisdictions TD operates in. Leadership Capability Demonstrate success leading and developing high-performing talent acquisition teams. Think strategically and connect TA priorities to broader business and workforce planning objectives. Build trust quickly with senior leaders and act as a credible, consultative partner—not just a service provider. Lead with inclusion and champion equitable hiring practices. Be comfortable leading teams through talent acquisition transformation and navigating ambiguity. Hold self and team to high standards while creating an environment where people feel supported and motivated. Commit to operational excellence, risk and control discipline, and consistent application of standards and governance. Stay curious and future-focused, continuously scanning the talent landscape and bringing forward-thinking ideas to how TD recruits. Education & Experience Post-secondary education in Human Resources, Business, or a related field. 7+ years of progressive talent acquisition experience, with a minimum of 4 years in a people leadership role. Demonstrated experience recruiting for corporate functions (Finance, Legal, Risk, Compliance, HR) and/or Technology roles within financial services or a similarly regulated, complex environment. Solid command of recruiting metrics and the ability to translate data into actionable insights and stakeholder-ready reporting. Hands-on experience with ATS and HRIS platforms; Workday experience strongly preferred. Strong familiarity with AI-powered recruiting and sourcing tools. Proven track record of influencing senior stakeholders and leading talent acquisition transformation initiatives. Effective executive communicator and influencer, with experience presenting insights, recommendations, and outcomes to senior leadership and executive forums. ChRL, SHRM-CP/SCP, or equivalent designation is an asset. Physical Requirements Never: 0% Occasional: 1–33% Frequent: 34–66% Continuous: 67–100% Domestic Travel – Occasional International Travel – Never Performing sedentary work – Continuous Performing multiple tasks – Continuous Operating standard office equipment – Continuous Responding quickly to sounds – Occasional Sitting – Continuous Standing – Occasional Walking – Occasional Moving safely in confined spaces – Occasional Lifting/Carrying (under 25 lbs.) – Occasional Lifting/Carrying (over 25 lbs.) – Never Squatting – Occasional Bending – Occasional Kneeling – Never Crawling – Never Climbing – Never Reaching overhead – Never Reaching forward – Never Pushing – Occasional Pulling – Never Twisting – Never Concentrating for long periods – Continuous Applying common sense to deal with problems involving standardized situations – Continuous Reading, writing and comprehending instructions – Continuous Adding, subtracting, multiplying and dividing – Continuous Equal Employment Opportunity TD Bank is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at View email address on click.appcast.io. Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process. #J-18808-Ljbffr TD Bank, N.A.