Head U.S. HR Advice and Employee Relations (US)

Work Location:
Mount Laurel, New Jersey, United States of America

Hours:
40

Pay Details:
$200,000 - $280,000 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.

Line of Business:
Human Resources
Job Description:

The Head U.S. HR Advice and Employee Relations provides advice to People Managers, Employees and HR Business Partners and is accountable for partnering with multiple stakeholders including Business leaders, HR Business Partners, COEs across TD and external counsel to develop recommendations and solutions for the business on a variety of HR/employment matters.

• Executes on the employment risk strategy set by Employee Relations to ensure ongoing compliance with internal/external requirements and a positive employee relations climate, consistent with TD/HR strategy and culture
• In partnership with leadership team, defines strategy and service offerings for the department, while identifying opportunities to build people capabilities to drive improved efficiency and consistency across the AMCB business
• Participates in the development of the business strategy, goals and objectives while promoting a positive employee and partner experience, and ensuring business results overall
• Leads delivery of people manager and escalated employee advice across the US for all TD's business lines. Scope includes a wide range of employee relations issues including but not limited to: Performance and behavior management, manager employee conflict, terminations, compensation, workforce transitions, absenteeism/accommodation investigations and other employee risk mitigation activities
• Manages teams of: Advice leaders aligned by business/functional portfolio, HR Investigations Specialists/Risk Mitigation and Employee Relations leaders
• Provides advice and guidance to HR and business leaders to ensure ongoing compliance with internal/external requirements and a positive employee relations climate (reputational, legal, legislative)
• With leadership team and other key stakeholders, participates in the creation of the broad ER strategy and practices
• Drives agility and operational efficiency and excellence to ensure consistent and reliable execution, reduced operational risk, and lower operating costs
• Delivers consistent and reliable execution and monitoring of performance of day-to-day operational and administrative processes within the Channel to ensure department is operating within the standard operating procedures and within the authority to transact
• Maintains a culture of risk management and control, supported by effective processes and sound infrastructure to achieve a balance of risk mitigation that is expected at TD
• Identifies process improvement opportunities; drives optimized operating costs with a focus on continuous improvement, change and program delivery and project prioritization
• Meets financial operating budget
• Operationalizes interaction model/engages with relevant stakeholders across the organization
• Oversees US Advice Channel capabilities and delivers services efficiently and effectively, continuously evolving the operating model
• Maintains productive cross-border working relationships in order to plan and execute on the North American HR Advice Channel mandate and business critical projects and initiatives
• Participates in governance and delivery of US HR programs and projects as required
• Ensures effective case management, resolving issues and/or engaging appropriate specialists and other areas of the organization as needed
• Provides regular and relevant management information on trends/issues and potential opportunities; monitors the case management database and provides input into executive level reporting to identify trends to ensure awareness across the organization and that stakeholders are kept informed of trends affecting their business or area of oversight; Identifies and escalates issues having broad corporate implications/risks
• Develops and implements business-focused HR metrics and reliable workforce data, reporting and analytics for the US businesses and Advice team
• Identifies and quickly escalates high risk issues
• Collaborates with senior HR and Business leaders to ensure integration and alignment to support people impacting initiatives and mitigate employment risk
• Coaches leaders/People Managers as opportunity arises
• Delivers legendary experiences: leads, coaches and models quality service delivery at every interaction
• Provides leadership and guidance to the team and communicates vision and strategy, coaching, developing and fostering a cohesive, high-performing team
• Creates an extraordinary place to work: drives talent agenda, employee engagement, learning and diversity agenda, promoting a performance-based culture

• Bachelor's degree preferred
• 10+ years prior experience in a related senior Human Resources role is required
• Must have broad business knowledge and experience as a Human Resources Generalist in a senior capacity along with an advanced knowledge of employment practices across TDBG within the jurisdiction they operate in
• Must have in-depth knowledge of HR policies and programs, and a strong ability to analyze risk
• Demonstrated excellence in judgment and decision making
• Strategic thinker, capable of building new functionality/capability
• Highly-developed critical thinking, analytical and problem solving skills, conflict resolution, influencing and negotiation skills
• Flexibility and adaptability to changing priorities, along with a strong consultative approach and demonstrated skills in managing a large workforce
• Strong general management skills to lead large, diverse teams
• Enterprise knowledge and ability to navigate the organization; effective stakeholder management skills
• Senior level relationship management skills; collaborative and comfortable with ambiguity, responsive and agile
• Demonstrated leadership skills with an ability to make things happen through the use of impact and influencing skills
• Experience in the effective development and execution of change management strategies and processes in a multi-faceted business
• Proven track record of delivering results and committed to operational and service excellence; executes with excellence
• Excellent communication skills (both written and verbal)