SUMMARYReporting to the VP, HR, the Talent Acquisition Manager is pivotal in cultivating a talent-centric organization by developing and executing innovative recruitment strategies that attract and engage top-tier talent.
This role focuses on understanding the organization's evolving talent needs, fostering long-term relationships with high-potential candidates and building robust talent pipelines that ensure the right skills are in place at the right time. By collaborating closely with Human Resources Partners and Hiring Managers, the Talent Acquisition Manager addresses immediate workforce requirements and also strategically invests in retaining and nurturing talent to support sustained organizational growth and success.
PRIMARY SCOPE OF ROLETALENT ACQUISITION STRATEGY & WORKFORCE PLANNING- Develop and execute talent acquisition strategies aligned with business objectives and workforce plans.
- Partner with HR and business leaders to forecast hiring needs and build proactive recruitment plans.
- Leverage workforce and market insights to support current and future talent requirements.
- Strengthen employer branding initiatives to attract, engage, and retain top talent.
RECRUITMENT DELIVERY & CANDIDATE EXPERIENCE- Lead the full recruitment lifecycle across corporate and operational roles, ensuring a high-quality and consistent hiring process.
- Collaborate with Hiring Managers to define position requirements, develop job profiles, and create effective sourcing strategies.
- Drive exceptional candidate and hiring manager experiences through timely communication and best-in-class recruitment practices.
- Utilize Workday and other recruitment technologies to optimize recruitment outcomes.
PEOPLE LEADERSHIP & STAKEHOLDER MANAGEMENT- Lead, coach, and develop the Talent Acquisition team, fostering a high-performance and service-oriented culture.
- Establish clear goals, performance expectations, and development plans for team members.
- Act as a trusted advisor to Hiring Managers and senior leaders, providing guidance on hiring strategies, market trends, and talent availability.
- Influence and drive alignment across stakeholders to ensure successful talent acquisition outcomes.
OPERATIONAL EXCELLENCE, ANALYTICS & COMPLIANCE- Continuously evaluate and improve recruitment processes to increase efficiency, effectiveness, and quality of hire.
- Develop and report on recruitment metrics, KPIs, and talent acquisition insights to support data-driven decision-making.
- Ensure compliance with employment legislation, company policies, diversity and inclusion initiatives, and hiring best practices.
- Identify opportunities to leverage technology, automation, and process improvements to enhance operational performance.
POSITION REQUIREMENTS- Post-secondary degree or diploma in Human Resources Management, Business Administration or related field.
- 7+ years of progressive recruitment/talent acquisition experience.
- Expertise in talent acquisition strategies, best practices and tools.
- Experience with applicant tracking systems (ATS) and HR technologies.
- Excellent communication, negotiation, and stakeholder management skills.
- Ability to analyze data and leverage insights for decision-making.
- Proven ability to manage multiple priorities in a fast-paced environment.
- Collaborative team player with the ability to work effectively across various functions and levels of the organization.
- Experience in the construction/infrastructure/civil engineering industry considered an asset.
WHAT WE OFFER- Expected Base Salary: $120,000 - $140,000 per year. The actual base salary will depend on several factors including experience, qualifications, internal equity and work location.
- Annual performance-based bonus.
- Comprehensive group benefits program.
- Retirement savings program.
- Career growth and advancement opportunities.
DisclaimersArtificial Intelligence (AI) Disclosure: We may use AI-enabled tools to support certain aspects of our recruitment process, including application screening and recruitment administration. AI-generated insights or recommendations are used to assist our hiring teams and are not the sole basis for employment decisions. All hiring decisions are reviewed and made by human decision-makers.
Vacancy Status: This posting is for an existing job vacancy.
GIP does not accept unsolicited resumes from external recruiters or agencies. We only work with approved partners directly engaged by our Human Resources team for specific searches. Unsolicited submissions will not be eligible for placement fees.
We thank you for your interest. Only those selected for an interview will be contacted.
