Talent Acquisition Specialist

Posting

Start Date:

9/14/26

Job

Requisition Number:  537

Number of Positions:  1

Job Type:  Management and Administration

Job Code:  Coordinator 4, 35

Department:  CORPORATE SUPPORT SERVICES

Division:  People and Equity

Hiring Salary Range:  $80,954.00 - $91,073.00 per annum

Job Grade:  4

Job Status and Duration:  Full Time (FT), Regular (R),

Hours of Work:  35 Hour work week

Location:

City Hall

Posting Date:  09/14/2026

Closing Date:  09/22/2026

Notice to Internal Applicants:  To ensure your application is processed as internal, please submit your application using your City of Brampton work email address.

External and internal applicants are now being considered.

Reporting to the Senior Manager, Talent Acquisition & Organizational Development. This role is responsible for delivering all facets of recruitment throughout the organization through the development of recruitment plans, effective sourcing strategies and tools, as well as developing new and creative talent attraction ideas. This position will perform full lifecycle recruitment and maintain excellent relations with hiring managers and candidates. Analytical and out of the box thinking, short and long term recruitment vision, solid business acumen, and personal organization is key to the role.

This position plays a critical role in hiring the most qualified talent for the Corporation.

Key Duties and Responsibilities
Collaboration. Work closely with the hiring managers, HR partners to ensure job descriptions and selection criteria are accurate, that approvals and evaluations are complete and that the posting follows timing and quality standards. Partner with hiring managers to understand their business and manpower needs, define role requirements, and develop an effective recruitment strategy to attract and identify the top talent for each role.

Collaborate with staffing consultants, talent assessment providers, and various recruitment channels to source talents, identify tools and methodologies, and implement recruitment solutions and best practices.

Strategic Sourcing. Maximize company exposure through identification and utilization of effective, innovative and proactive sourcing methodologies such as social media, talent campaigns, boards, associations, market intelligence, and fostering relationships with employment partners and educational institutions, to attract both active and passive candidates, and create a talent pipeline for current and anticipated staffing requirements.

Candidate Assessment. Uphold the integrity of the recruit process and ensure a fair and bias-free selection process taking into account the Corporation and legislative standards. Research, recommend, challenge and develop tools to assess candidates’ suitability.

Client Advisor. Lead the selection process. Support all phases of staffing and redeployment processes, including promotions and transfers, ensuring staffing policies and collective agreement obligations are satisfied. Provide advice and guidance to hiring managers on the interpretation and application of policies, collective agreements and legislative standards. Represent the organization in a professional manner, contributing to the employer brand at various events, job fairs to market and source top talent.

Provide superior service to internal client groups as a value-added partner. Liaise with external sources to facilitate the recruitment of internal and external hires in order to assist in meeting strategic and business objectives. Collaborates with Human Resources and cross-functional teams to maintain knowledge of overall corporate direction and plans. Ensure hiring processes meet City and legislative standards

Professional Expertise. Provide advice, coaching and training, on best practices regarding sourcing candidates, selection, testing interviewing, job offer strategies and recruit process efficiencies. Conduct interviews with hiring managers and provide input, analysis on potential risks and recommendations on hiring decisions. Identify and flag potential risks and issues during the recruit process. Stay informed of trends and updates on internal policies and legislative standards that affect recruitment.

Assist in the implementation of new programs, conduct research to support the development of new programs, and/or recommend changes to existing policies, processes and programs.

Reporting. Prepare reports and provide analysis to monitor, measure, and improve recruitment factors such as time-to-fill positions, identify effective…