Application Deadline:
11/18/2026
Address:
250 Yonge Street
Job Family Group:
Procurement
This role will have end-to-end ownership of Training, the Procedures Library, Change Management, and Program Communications across the Third Party Risk Management Program.
This senior leadership role is responsible for ensuring employees and stakeholders have the knowledge, procedures, guidance, communications, and supporting resources required to understand program expectations and effectively execute their responsibilities.
The Senior Manager will work across a broad stakeholder and subject matter expert community to translate complex requirements and program changes into clear, practical, and actionable learning, procedures, documentation, and communications.
The role will bring together Training, Procedures, Change Management, and Communications as an integrated portfolio, ensuring program changes are consistently documented, communicated, understood and reinforced.
Key Accountabilities
People Leadership
- Fosters a culture aligned with BMO’s purpose, values, and strategy and role models BMO’s values and behaviours in all interactions and decisions.
- Promotes an inclusive environment that values diverse perspectives, encourages collaboration, and enables employees to contribute effectively.
- Leads, coaches, and develops employees, establishing clear goals, expected outcomes, and accountability.
- Attracts, develops, and retains high-performing talent and builds the capabilities required to support current and evolving program needs.
- Provides timely feedback, recognizes strong performance, supports employee development, and addresses performance matters when required.
- Builds a collaborative, high-performing team that works effectively across functional areas and stakeholder groups.
- Establishes team priorities, balances competing demands, and ensures the effective allocation of resources.
- Creates development opportunities that strengthen individual capabilities, team resilience, and succession readiness.
- Connects the team’s work to broader program priorities, helping employees understand the purpose and impact of their contributions.
Portfolio Ownership
- Provides senior leadership and end-to-end ownership of Training, the Procedures Library, Change Management, and Program Communications.
- Establishes an integrated and sustainable approach to how knowledge is developed, maintained, communicated, and embedded across the Third Party Risk Management Program.
- Sets priorities for the portfolio and ensures work remains aligned with evolving program requirements, stakeholder needs, and organizational objectives.
- Maintains accountability for the quality, consistency, accuracy, accessibility, and effectiveness of training, procedures, documentation, change activities, and communications.
- Identifies gaps, emerging needs, and opportunities for improvement and drives appropriate solutions through completion.
- Establishes meaningful measures, feedback mechanisms, and review practices to support continuous improvement across the portfolio.
- Provides advice and recommendations to senior leaders based on an in-depth understanding of the program, stakeholder needs, and areas requiring additional focus.
- Acts as a trusted advisor and senior subject matter resource for learning, procedures, change management, communications, and program knowledge.
Training and Learning
- Leads the development, delivery, maintenance, and continuous improvement of the Third Party Risk Management training environment.
- Maintains a comprehensive view of training and knowledge needs and proactively identifies gaps as requirements, procedures, processes, and expectations evolve.
- Ensures training is current, accurate, practical, consistent, and appropriate for its intended audience.
- Leads the development and enhancement of formal training, onboarding, role-based learning, targeted learning, refresher training, job aids, guides, frequently asked questions, and reference materials.
- Ensures learning materials translate complex requirements and procedures into clear and practical information that employees can apply in their roles.
- Coordinates and challenges subject matter expert input while maintaining accountability for the quality, consistency, and completion of training deliverables.
- Uses stakeholder feedback, lessons learned, recurring questions, and emerging needs to continuously enhance the training environment.
- Promotes a culture of continuous learning and ensures training evolves alongside the program.
Procedures Library and Program Documentation
- Owns the Third Party Risk Management Procedures Library and associated documentation lifecycle.
- Ensures procedures, handbooks, guidance, and supporting knowledge resources remain accurate, current, consistent, accessible, and aligned with program requirements.
- Establishes and maintains an effective approach for the development, review, approval, publication, maintenance, and enhancement of procedures.
- Leads updates arising from changes to requirements, processes, controls, systems, roles, or program expectations.
- Works with process owners, subject matter experts, and stakeholders to obtain, validate, and challenge content required for procedure development and updates.
- Identifies missing, outdated, inconsistent, duplicative, or unclear documentation and drives required enhancements.
- Ensures procedure changes are appropriately reflected across training, handbooks, job aids, guidance, reference materials, and related communications.
- Promotes consistency across the Procedures Library and reduces reliance on fragmented, informal, or outdated sources of information.
- Establishes clear ownership, maintenance expectations, and review practices to support the ongoing sustainability of the Procedures Library.
- Ensures documentation is practical, user-focused, and structured in a way that supports employee understanding and execution.
Change Management
- Ensures changes are effectively understood, communicated, and reinforced.
- Determines the training, communications, procedures, guidance, and reinforcement needed to support successful adoption.
- Translates complex changes into clear and actionable information so affected audiences understand what is changing, why it is changing, and what they need to do differently.
- Works with program leaders, process owners, and subject matter experts to support the successful implementation and adoption of change.
- Ensures changes are incorporated across the appropriate procedures, training, documentation, communications, and supporting resources.
- Uses feedback, questions, and observed gaps to determine where additional training, communication, clarification, or reinforcement is required.
Program Communications
- Owns the structure, development, and coordination of ongoing Third Party Risk Management Program Communications.
- Establishes a consistent approach for communicating program changes, procedures, priorities, expectations, training opportunities, and key messages.
- Ensures communications are clear, concise, accurate, timely, audience-appropriate, and actionable.
- Develops targeted communications for different audiences based on the nature and impact of the information being communicated.
- Coordinates with leaders, process owners, stakeholders, and subject matter experts to validate content and align messaging.
- Connects communications with training, procedures, and change management activities to create a consistent and coordinated experience.
- Drives awareness and reinforcement of important program changes and expectations.
- Identifies opportunities to improve the clarity, effectiveness, reach, and consistency of program communications.
Stakeholder Leadership and Continuous Improvement
- Builds strong relationships with senior leaders, process owners, subject matter experts, employees, and cross-functional stakeholders.
- Influences and engages stakeholders across organizational boundaries to achieve objectives and drive timely decisions and outcomes.
- Ensures alignment across stakeholders while constructively challenging gaps, inconsistencies, and unclear requirements.
- Translates complex requirements, processes, and program changes into practical learning, procedures, guidance, and communications.
- Identifies emerging issues, trends, and stakeholder needs and uses those insights to inform priorities and recommend enhancements.
- Applies sound judgment and creative problem-solving to complex, ambiguous, or non-routine situations.
- Maintains a forward-looking perspective and anticipates how program changes may affect training, procedures, communications, employees, and stakeholders.
- Drives continuous improvement in response to program changes, stakeholder feedback, lessons learned, and emerging needs.
- Operates at a broad program and enterprise level and serves as a specialist resource to senior leaders and stakeholders.
- Takes measured risks while protecting the organization by applying the Risk Management Framework, making sound and risk-informed decisions, and adhering to applicable policies, standards, procedures, laws, and regulations.
- Performs broader work or accountabilities as assigned.
Qualifications
- Typically 7 or more years of relevant experience and/or certification in a related field of study, or an equivalent combination of education and experience.
- Demonstrated experience leading Training, Learning and Development, Change Management, Program Communications, Knowledge Management, Procedures, or Program Documentation within a large, complex organization.
- Demonstrated people leadership experience, including coaching and developing employees, setting clear expectations, building team capability, and fostering a collaborative and high-performing environment.
- Strong experience developing, enhancing, and maintaining training programs, procedures, knowledge libraries, handbooks, guidance, and supporting documentation.
- Demonstrated ability to lead change management activities and ensure changes are effectively understood, communicated, adopted, reinforced, and sustained.
- Experience translating complex requirements, processes, and changes into clear, practical, and actionable training, procedures, guidance, and communications.
- Strong stakeholder management and influencing capabilities, with the ability to work effectively across senior leaders, process owners, subject matter experts, and cross-functional teams.
- Strong verbal and written communication skills.
- Strong analytical, critical-thinking, and problem-solving capabilities.
- Demonstrated ability to identify gaps, challenge existing approaches, develop effective solutions, and drive continuous improvement.
- Ability to manage multiple priorities and areas of responsibility in a complex and evolving environment.
- Ability to operate effectively through ambiguity and lead others through change.
- Strong judgment and decision-making capabilities.
- Strong knowledge of Third Party Risk Management, risk management, financial services, or another highly regulated environment
- Demonstrated ability to operate with a high degree of independence, accountability, judgment, and discretion.
Key Skills
- People leadership and talent development – In-depth / Expert
- Training and learning leadership – In-depth / Expert
- Change management – In-depth / Expert
- Procedures and knowledge management – In-depth / Expert
- Program communications – In-depth / Expert
- Written and verbal communication – In-depth / Expert
- Stakeholder management and influence – In-depth / Expert
- Cross-functional collaboration – In-depth / Expert
- Analytical and problem-solving skills – In-depth / Expert
- Critical thinking and sound judgment – In-depth / Expert
- Continuous improvement – In-depth
- Decision-making in complex and ambiguous environments – In-depth / Expert
- Risk management acumen – In-depth
Salary:
$85,500.00 - $185,000.00
Pay Type:
Salaried
The above represents BMO Financial Group’s pay range and type.
Salaries will vary based on factors such as location, skills, experience, education, and qualifications for the role, and may include a commission structure. Salaries for part-time roles will be pro-rated based on number of hours regularly worked. For commission roles, the salary listed above represents BMO Financial Group’s expected target for the first year in this position.
BMO Financial Group’s total compensation package will vary based on the pay type of the position and may include performance-based incentives, discretionary bonuses, as well as other perks and rewards. BMO also offers health insurance, tuition reimbursement, accident and life insurance, and retirement savings plans. To view more details of our benefits, please visit: https://jobs.bmo.com/global/en/Total-Rewards
About Us
At BMO we are driven by a shared Purpose: Boldly Grow the Good in business and life. It calls on us to create lasting, positive change for our customers, our communities and our people. By working together, innovating and pushing boundaries, we transform lives and businesses, and power economic growth around the world.
As a member of the BMO team you are valued, respected and heard, and you have more ways to grow and make an impact. We strive to help you make an impact from day one – for yourself and our customers. We’ll support you with the tools and resources you need to reach new milestones, as you help our customers reach theirs. From in-depth training and coaching, to manager support and network-building opportunities, we’ll help you gain valuable experience, and broaden your skillset.
To find out more visit us at https://jobs.bmo.com/ca/en.
BMO is committed to an inclusive, equitable and accessible workplace. By learning from each other’s differences, we gain strength through our people and our perspectives. Accommodations are available on request for candidates taking part in all aspects of the selection process. To request accommodation, please contact your recruiter.
Note to Recruiters: BMO does not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to BMO, directly or indirectly, will be considered BMO property. BMO will not pay a fee for any placement resulting from the receipt of an unsolicited resume. A recruiting agency must first have a valid, written and fully executed agency agreement contract for service to submit resumes.
