Sr. Specialist, Early Careers

As the Sr. Specialist, Early Careers, you'll play a key role in designing and executing a comprehensive early careers strategy that aligns with our business needs. Reporting to Director, Talent Acquisition, you'll manage our campus recruitment, internships, apprenticeships, co-ops, and our renowned Leadership Track (LT) rotational program.

In this role, you will collaborate with various stakeholders to ensure high engagement and strong career progression for early talent. And while Maple Leaf was recently recognized as a Top Employer for Young Professionals, we are committed to continually elevating and enhancing our early careers programs under your leadership.

Reason for vacancy:
Existing Headcount
Compensation:$71,000 - $103,000 CAD base pay annually plus annual short-term incentive

The above compensation reflects the target compensation for the position at the time of posting. The base salary offered may vary based on a variety of factors including skills, experience, education, training, job- related knowledge, and other organizational requirements. For part-time roles, salaries are adjusted according to scheduled hours. In addition to base salary, this role is eligible to participate in Maple Leaf’s annual short-term incentive plan.

• Support the Early Career Strategy:
  In partnership with Director, Talent Acquisition, design and execute a comprehensive early careers strategy aligned with business needs, covering campus recruitment, internships, co-ops, and our Leadership Track rotational program.
• Lead Recruitment & Campus Engagement:
  Manage end-to-end recruitment for early career roles, including sourcing, interviewing, and offer management, while building strong relationships with universities, student organizations, and career centres.
• Manage Leadership Track and Internship Development Programs:
  Oversee structured developmental experiences for interns, co-ops, and Leadership Track participants, ensuring high engagement and strong career progression.
• Collaborate with Talent Development:
  Partner with Talent Development to design onboarding, mentorship, and learning programs, ensuring early talent receives structured and impactful growth opportunities.
• Enhance Employer Branding for Early Talent:
  Strengthen our campus presence and employer brand through career fairs, partnerships, and targeted marketing efforts.
• Measure Success & Optimize Programs:
  Track key hiring, retention, engagement, and performance metrics to improve program effectiveness and drive continuous innovation.
• Ensure a Seamless Employee
  
  Experience:
  
  Manage the end-to-end lifecycle of early career hires, delivering a structured, inclusive, and engaging experience from recruitment through to long-term career progression.
• Professional Development Programs:
  In partnership with Learning & Development, support the design and implementation of creative learning solutions that resonate with Early Careers talent, ensuring these programs align with our organizational goals, L&D strategy, and future leadership needs.
• Stakeholder Engagement:
  Collaborate with senior stakeholders, including LT Executive Sponsor, to achieve alignment and support for early careers initiatives.
• Budget Management:
  Manage the Early Careers budget, including costs related to branding and events.
• Data-Driven Decision Making:
  Utilize data and analytics to measure the effectiveness of Early Careers programs and drive continuous improvement. Implement dashboards and KPIs to amplify the Early Careers story and champion our initiatives across the business.

• Strategic Thinking:
  Previous success in optimizing and executing a comprehensive early careers strategy that aligns with business needs.
• Agility and Change…