WilsonHCG

Work Location: Durham region, ON

Position Type: Permanent

Location: Onsite – 5 days per week

Compensation Range: $75K - $85K

Our national distribution client is seeking a “Talent Acquisition Specialist." The Talent Acquisition Specialist will be responsible for providing full life cycle talent acquisition services for assigned positions/ locations while creating a positive candidate experience.  The incumbent will also lead projects in the area of talent management and support human resources projects.  The incumbent will be a subject matter expert and provide coaching and guidance to HR team members.

Responsibilities:

Effectively manages full cycle recruitment for all assigned job requisitions

• Developing and maintaining positive and professional business relationships with all hiring managers
• Completing the full recruitment cycle for all assigned positions including: posting positions, intake meetings with hiring manager, pre-screening candidates, interview with hiring managers, scheduling interviews, completing pre-employment checks as needed, extending and negotiating employment offer
• Sourcing qualified applicants: identifying appropriate and creative sourcing tools, and proposing recommendations based on market intelligence and experience
• Ensuring qualified internal candidates are identified and provided with the opportunity to participate in the job competition, as appropriate
• Maintaining accurate and up-to-date status files for all assigned job requisitions
• Providing a positive candidate experience by keeping candidates updated on the recruitment status and providing feedback

Providing subject matter expertise in the area of talent acquisition

• Leading talent acquisition/ recruitment/ onboarding related projects
• Supporting HR initiatives and projects
• Providing effective coaching to hiring managers/business partners, who are at varying levels of understanding and proficiency, in the area of candidate screening and selection, and interviewing technique
• Developing and maintaining business relationships with third party providers as appropriate
• Conducting research, and recommending strategies toward expedient and cost-effective means of attracting and recruiting qualified candidates
• Championing innovation and continuous improvement as methods to improve HR & business performance
• Creating and tracking KPI’s required to provide transparent and meaningful recruitment statistics

Effectively supports the onboarding process for New Hires

• Develop and maintain onboarding resources to help support the new hire onboarding process
• Provide coaching and guidance to managers on onboarding best practices
• Collect new hire experience feedback and provide reporting at regular intervals

Contribute to a highly motivated and a positive team environment

• Pro-actively sharing work-related knowledge
• Providing informal day-to-day guidance and/or coaching to team members, as needed
• Contributing to the credibility of the HR department through positive and professional interaction with internal and external customers

Qualifications:

• Post secondary education in Human Resources or equivalent experience
• CHRP designation (or in progress) is an asset
• 3-5 years previous recruiter experience, with atleat 1 year in a distribution setup
• Solid knowledge of Canadian market and applicable Employment related legislation
• Proven experience and commitment in working with recruitment tools (web based, advertising, etc.) and applicant tracking systems
• Bilingual an asset

All interested applicants who meet the qualifications listed above are invited to submit a resume by clicking "Apply Now".

The indicated pay range for this position is a good-faith estimate based on the qualifications necessary for the position, including experience, training, and other considerations permitted by law. Additionally, it is emphasized that the pay band mentioned herein is the one established by the client company. Factors that may be used when making an offer may include a candidate’s skills, experience and geographic location, the expected quality and quantity of work. Most candidates will start at the bottom half of the pay range, with the upper end reserved for candidates with extensive experience and skills and who live in geographic markets commanding a higher starting pay. An employee’s pay history will not be a contributing factor where prohibited by local law.

This information is subject to change and serves as a general guideline for compensation discussions. Actual offers may vary based on specific circumstances and company policies.