Intermediate Change Manager to lead the development and integration of talent intelligence, employee listening, strategic talent planning, and talent resea

Intermediate Change Manager to lead the development and integration of talent intelligence, employee listening, strategic talent planning, and talent research and development initiatives- 40016

Location Address: Remote or if in GTA, expected to follow hybrid model (preference for local candidate but open to review remote candidates) Toronto - 3 days/week (Monday, Tuesday are set, 1 days is flexible)

Subject to change: 3-4 days onsite may be required based on business needs

Contract Duration: ASAP to Oct 31, 2026 - approx. 6 months (Change of Extenision)

Schedule Hours: 9am-5pm Monday-Friday; standard 37.5 hrs/week - if remote in other time zones, can be flexible on schedule as long as core hours overlap

Story Behind the Need

Business group: Performance, Culture & HRSS -

Team Name: Talent Intelligence

Team Description:

• Leverage comprehensive talent intelligence, continuous employee listening, strategic talent planning, and talent research and development to deliver data-driven insights that optimize workforce effectiveness, enhance employee experience, and support agile, competitive talent strategies.

Direct Team Name: Talent Innovation and Insights

Direct Team Description:

• Lead the development and integration of talent intelligence, employee listening, strategic talent planning, and talent research and development initiatives. Partner with HR and business leaders to deliver data-driven insights, monitor employee sentiment, forecast talent needs, and drive continuous innovation in talent management practices.

Team Size:

• 4 (Director, 2 Senior Managers, 1 Manager)

Project:

This role provides temporary backfill and stability for a portfolio of in‑flight Employee Listening initiatives. We have previously used a Senior Manager-level contractor to step into an active portfolio during a planned leave, and the model proved highly effective. It allowed the team to maintain momentum while strengthening program quality, governance, and controls.

Similarly, this role will step directly into work already underway. Rather than building from scratch, the focus will be on remediation, re‑launch, operational strengthening, and driving adoption across global teams.

A major component of this work involves remediating four lifecycle surveys currently deployed across global locations, ensuring consistent enterprise usage, sunsetting local alternatives, and effectively managing the change with international stakeholders. The candidate will partner closely with technology teams and local HR groups to articulate the value of the global platform, address governance questions, define access to insights, and support change management. Additional priorities include closing audit gaps, delivering a unified dashboard, and finalizing enablement before fiscal year‑end.

Typical Day in Role:

• Remediate and re launch Employee Lifecycle Surveys (Onboarding, New Hire, New to Role, Exit).

• Resolve a technical issue with the Exit Survey, including access, data capture, and downstream impacts.

• Address QR code, Privacy Impact Assessment (PIA), and Audit issues, partnering closely with Risk, Privacy, Legal, and Technology teams.

• Launch Onboarding, New Hire, and New to Role surveys by Q3.

• Deliver a consolidated lifecycle survey dashboard, including associated change management and enablement.

• Lead assessment and improvements to Employee Listening governance, reporting, controls, procedures, and documentation.

• Support remediation of any audit findings and help strengthen the control environment where required.

• Lead change management for our new Employee Listening Governance framework.

Candidate Value Proposition:

The successful candidate will gain:

• Exposure to a global network of HR, Analytics, and Technology teams, working with diverse stakeholders across geographies.

• Influence and impact in shaping enterprise‑wide Employee Listening practices, standardizing lifecycle data collection, and helping globalized HR teams transition to new reporting structures.

• Opportunities to deepen change management expertise, navigating ambiguity and driving alignment among international partners.

• Experience supporting the organization’s shift toward AI‑driven behavioral signals and new approaches to monitoring team health-a rapidly evolving and high‑visibility space.

• Access to confidential, strategic initiatives with the ability to make meaningful, enterprise‑wide impact.

Candidate Requirements/Must Have Skills:

1) 5+ years’ relevant working experience in change management, preferably working with international stakeholders within financial services (i.e., designing and delivering training, communications plans and executions, stakeholder management, etc.)

2) Ability to partner effectively with Audit, Risk, Privacy, Legal, Technology, and Analytics teams for approvals and strengthen controls, translating governance and policy into practical operating guidance

3) Demonstrated ability to independently manage projects, alongside manage diverse global stakeholders and influence adoption of a new program

4) Experience standing up enterprise level dashboards tied to employee survey data.

5) Hands on delivery mindset; comfortable running multiple workstreams in parallel and moving quickly from assessment to execution in a complex, matrixed organization

Nice-To-Have Skills:

1) Bilingual in Spanish

2) Background in governance, risk management, controls, and audit readiness, ideally in a regulated environment.

3) Data literacy (interpreting data visualization, understanding of survey best practices) and understanding of data privacy to develop governance around access to insights

Education:

Bachelor’s or equivalent working experience

Best VS. Average Candidate:

What Success Looks Like in the First 90 Days

A strong candidate will be able to demonstrate that they can:

1. Stabilize an in-flight Employee Listening portfolio by quickly assessing gaps and establishing a clear remediation and delivery plan.

2. Reduce risk and unblock delivery by making tangible progress on Exit Survey technical issues, QR code access, PIA requirements, and open Audit items.

3. Prepare the organization for relaunch by readying Onboarding, New Hire, and New to Role surveys for Q3 launch in partnership with Technology, Privacy, Risk, and Analytics.

4. Strengthen governance and controls by assessing current practices and embedding a more robust, audit ready operating model.

5. Operate as a credible senior delivery lead, building confidence quickly with HR, Audit, Risk, and Technology stakeholders through clear ownership and execution focus.

6. Ability to change behaviour in our global teams through stakeholder influence

Bottom line: we’re looking for someone who can step into complexity, reduce risk quickly, and create momentum toward a clean relaunch - not someone designing a program from scratch.

Candidate Review & Selection - Interview Process

• 2 rounds - one panel interview with Darcie and 1-2 other colleagues, one with Jason

• We ask behaviour questions to assess experience and team culture fit

• In-person preferred if in Toronto, but video is fine

• Typically we do 45 minutes