THE ROLE IN A NUTSHELLBase Salary: CAD $94,406.00 - 142,069.00
THE ROLEIN A NUTSHELLThe Manager, Talent Acquisition will lead and continue to transformGreenShield's Talent Acquisition function to support accelerated growth andcomplex hiring needs. This role is accountable for building trustedpartnerships across the business, redesigning and optimizing recruitmentprocesses, strengthening internal mobility and succession practices, andenabling a high-performing recruitment team through coaching, clear goals, anddata-driven decision-making.
The successful candidate will be a strategic talent partner with aproven record in talent acquisition, team leadership, stakeholder management,and talent strategy development. They will help ensure GreenShield attracts,assesses, and retains top talent at the pace required by the business.
KEYRESPONSIBILITIESTalent Acquisition Strategy & Transformation- Develop and implement a comprehensive Talent Acquisition strategy aligned with GreenShield's business objectives.
- Continue to evolve existing talent acquisition processes to improve efficiency, candidate experience, and hiring outcomes.
- Execute on and drive internal mobility and succession planning practices that support organizational goals.
- Use data-driven insights to optimize sourcing and talent acquisition strategies.
- Contribute to target operating model work, including technology integration and recruitment system optimization.
- Design a Talent Acquisition structure that mirrors the efficiency and service discipline of an external search firm.
Recruitment Delivery- Oversee the full recruitment lifecycle across lines of business
- Establish and implement service level agreements anchored to historical data, role complexity and hiring timelines.
- Partner with hiring managers to understand talent needs and build effective recruitment plans.
- Set role-specific evaluation criteria and, where appropriate, use assessments to support comprehensive candidate evaluation.
- Ensure best practices in sourcing, interviewing, selection, and unbiased candidate assessment.
Sourcing Strategy & Talent Pipelines- Develop sourcing strategies using search partners, community events, job advertising, professional associations, post-secondary partnerships, and digital/social channels.
- Define sourcing strategies for each line of business and support proactive channel management.
- Explore referral programs, incentives, virtual career fairs, talent pooling, and market-mapping approaches.
- Develop criteria to determine when to build talent internally versus hire externally, including forecasting skill shortages and succession needs.
Team Leadership & Coaching- Lead, mentor, and develop a team of talent acquisition specialists, fostering a high-performance culture and a positive team environment.
- Set clear goals, provide regular feedback, and create meaningful development opportunities for the team.
- Streamline processes to improve team effectiveness and consistency.
- Redesign and manage onboarding practices to create an engaging experience that accelerates productivity.
Stakeholder Management & Employer Brand- Build strong internal relationships and act as a business partner to key stakeholders.
- Enhance the Talent Acquisition team's brand and reputation within GreenShield.
- Develop training for hiring managers to support effective and unbiased interviews.
- Partner with Marketing and Corporate Affairs on public-facing recruitment strategies, including LinkedIn recruitment campaigns and branded candidate experiences.
Compliance, Reporting & Continuous Improvement- Ensure compliance with applicable employment laws and regulations.
- Develop Talent Acquisition metrics and reporting to track performance and identify service opportunities.
- Translate key TA metrics into KPIs and OKRs for the function.
- Prepare leadership reporting and scorecards that highlight service enhancements and business partnership opportunities.
- Use vendor scorecards and automated reporting to monitor third-partysupport and recruitment performance.
WHATWE'RE LOOKING FORMinimum Qualifications- Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
- Minimum of seven years of talent acquisition experience, including at least three years in a leadership role.
- Proven experience developing and implementing talent acquisition strategies.
- Strong knowledge of recruitment best practices, sourcing, interviewing, selection, and candidate assessment methods.
- Thorough understanding of employment laws and regulations to support compliance and risk management.
- Experience leading and mentoring teams, with strong coaching and communication skills.
- Ability to build relationships, influence stakeholders, and operate effectively in a growing and dynamic environment.
- Strong organizational skills and ability to manage multiple priorities under pressure.
- Ability to apply AI-enabled tools and skills to support sourcing, screening, candidate experience, recruitment insights, and overall talent acquisition effectiveness.
Preferred Experience & Capabilities- Experience leveraging and implementing applicant tracking systems such as Cornerstone, Lever, or Workday.
- Familiarity with Workday and current recruitment technology best practices, including applicant tracking systems, automation, reporting, and process optimization.
- Demonstrated ability to use data and analytics to improve recruitment strategies, processes, and outcomes.
- Experience conducting internal equity analyses and using data to support fair and consistent hiring practices.
- Experience partnering with hiring managers on structured, effective, and unbiased interviewing practices.
- Bilingual French and English is preferred.
