Talent Acquisition Partner

Talent Acquisition Partner Overview

As our Talent Acquisition Partner
, you will identify, engage with and acquire top talent for all departments (roles include but are not limited to NETA Technicians/Electrical Engineers/Electrical Technologists/Generator Maintenance Technicians/Power Systems Electricians/Electricians/Sales Specialists/Operational Managers/Corporate roles). You will also develop and scale company-wide recruiting based on best practices, diversify hiring strategies, enhance employer branding, coach and consult with hiring leaders, and ensure an exceptional candidate and hiring manager experience.

• Lead our full-cycle recruitment process; this includes working with leaders to understand their talent needs, articulating job descriptions/postings, sourcing, screening and coordinating interviews as well as conducting reference checks and leading the offer process.
• Effectively use the HRIS/ATS system of UKG Kronos to accurately track roles (new and backfills) and ensure accuracy in the system for reporting needs.
• Work with leaders to ensure requisitions are submitted and approved.
• Develop, implement and execute recruitment programs and strategies to find top talent.
• Use various sourcing methods such as Linked In, cold emailing, referrals, social media and other creative techniques/initiatives to build relationships and develop a pipeline of talented candidates.
• Build solid relationships with leaders and serve as a partner before, during and after the recruitment process; deeply understand the leaders needs and what success looks like for each role.
• Work collaboratively with leaders to understand their forecasting needs as it relates to recruitment.
• Coach and mentor leaders on best practices in regard to the recruitment process, hiring approach, and candidate suitability.
• Be proactive in networking, active recruiting and "deep diving" into passive candidate networks throughout various markets.
• Build strong relationships with schools to identify top talent that we want to hire and develop.
• Develop initiatives to ensure diversity in our hiring practices.
• Understand our industry and our competitors to be able to attract and retain talent.
• Enhance our employer brands through networking and social media strategies and initiatives to help attract candidates.
• Be a champion for the Employee Referral Bonus Program.
• Understand our career paths and professional growth commitment to be able to articulate career path potential to candidates.
• Follow-up with all new talent at the 6 week mark to obtain feedback on their recruitment and onboarding experience. Follow-up again at the 12 week mark to obtain feedback on their experience with us thus far.
• Provide leads to operational managers on any potential new clients you may have in your network.

• 5+ years of full-cycle recruiting experience at a fast-growing organization.
• A quantifiable, metrics-driven approach in sourcing and placing candidates from various roles, including technical roles.
• An extensive network in our industry across North America.
• Experience building and using a variety of sourcing tools and strategies to find candidates.
• Experience improving the candidate experience.
• An exceptional level of prioritization, attention to detail and organization.
• Adaptable, flexible, and willing to change proactively.
• A positive, "can-do" attitude and client (internal and external) focused approach.
• Creative and knowledgeable with technology to improve processes and strategies.
• Experience with immigration processes for both Canada and the United States would be an asset.
• Experience recruiting for Engineering, Field Services, or other professional environments would be an asset.