Work

Location:
Toronto, Ontario, Canada Hours: 37.5 Line of Business: Human Resources Pay Details: $96,900
- $136,800 CAD 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.

Talent Acquisition (TA) Enablement & Knowledge Management Role Overview

The TA Enablement & Knowledge Management role is responsible for building recruiter and hiring-manager capability and driving adoption of TA processes, tools, standards and ways of working to enable an effective, consistent and compliant hiring experience. This role will establish a structured recruiter onboarding program, build ongoing capability and development programs, and create a sustainable knowledge-management framework for Talent Acquisition. The role will translate TA processes, policies, technology, controls and leading practices into practical learning experiences, playbooks, job aids and resources that can be easily understood and applied. This person will work closely with TA leaders, recruiters, hiring managers, HR partners, TA process and product owners,



subject-matter experts and transformation teams to translate changes into what recruiters and hiring managers need to know and do differently and drive sustained adoption.

Key Accountabilities

- Recruiter Enablement & Capability Design and manage recruiter onboarding to accelerate readiness and proficiency across TA processes, systems, standards and ways of working. Identify ongoing capability needs and develop targeted enablement across areas such as consultative recruiting, sourcing, assessment, technology, AI, data, risk and controls. Create opportunities for continuous development and knowledge sharing through practical resources, forums and peer learning. Use feedback and performance insights to identify gaps and continuously improve recruiter effectiveness.
- Knowledge Management Develop and maintain a centralized TA knowledge framework and repository, including playbooks, job aids, process guides, FAQs, templates and quick-reference tools. Translate complex policies, processes, technology and requirements into simple, practical guidance that is easy to find, understand and apply. Establish governance for content ownership, accuracy, review, version control and maintenance. Leverage technology, automation and AI-enabled capabilities to improve how TA knowledge is created, maintained and accessed. Partner with process owners and subject matter experts to ensure content remains current and aligned to TA standards.
- Hiring-Manager Enablement Create scalable guidance,



tools and self-service resources that help hiring managers effectively navigate the hiring process and understand their responsibilities. Build capability in areas such as intake, interviewing, candidate evaluation, selection, timely feedback, compliance and candidate experience. Identify recurring hiring manager knowledge gaps and develop targeted, scalable solutions that improve adoption and reduce reliance on one-off support.
- Change Enablement & Continuous Improvement Partner with TA process, product and transformation teams to translate new or changed processes, technology and capabilities into practical enablement for recruiters and hiring managers. Determine what users need to know and do differently and develop the communications, resources and reinforcement needed to drive adoption. Use adoption, proficiency, quality, feedback and performance data to measure effectiveness and continuously improve enablement. Maintain a prioritized enablement roadmap aligned to TA priorities and transformation needs.

Measures of Success

Faster recruiter readiness and proficiency. Increased adoption and effective use of TA knowledge resources, processes and technology. Improved recruiter and hiring manager capability and consistency of execution. Reduction in recurring process errors and basic process-support needs. Successful adoption of current TA processes, technology and ways of working. Positive stakeholder feedback on the usefulness and accessibility of TA enablement.

Required Qualifications

- Undergraduate degree or equivalent combination of education and relevant experience.
- 5+ years of relevant experience in Talent Acquisition, recruiter enablement

📌 TA Enablement (Toronto)
🏢 TD Bank Group
📍 Toronto