Senior Manager Talent Acquisition

Reporting to the Vice-President – career and Talent, the Senior Manager – Talent Acquisition exercises strategic leadership over all talent acquisition, attraction, mobility and growth activities in a context of accelerated transformation, Canada-wide growth and rapid technological evolution.

The goal of this role is to develop talent acquisition towards a more integrated, high-performing capacity that attracts top talent. build winning teams and a strong organisational culture across canada and position the organisation as a world-class reference for niche markets and talent key to its growth.

This role covers a large scope: A Canada-wide team of around 50 people, a high volume of annual recruitments while ensuring a distinctive candidate experience, evolution and performance of the offer and activities related to the employer brand, sourcing, hunting, campus, specialised and executive recruitment, internal mobility and diversity of pools, process governance and optimisation of technologies already deployed.

This role requires an entrepreneurial and team spirit, combined with a passion for talent acquisition and supported by an approach that combines strategic vision, fast and rigourous execution and courageous, human leadership.

This role directly impacts the organisation's ability to grow and transform by linking business needs more closely to talent acquisition strategies and capabilities.

• Evolve the delivery model towards a more integrated, consistent, regional and scalable approach across Canada and ensure it is executed quickly and rigourously.
• Strengthen the employer brand, attraction, sourcing, hunting and recruitment capabilities in priority markets and ensure a world-class position for niche markets and talent critical to growth.
• Position recruiters as true strategic advisors who can influence business decisions, understand markets and more proactively offer talent acquisition solutions.
• Develop a strong, engaged, high-performing team that is ready for the future of work.
• Improve talent acquisition strategies and talent fluidity and reduce dependence on the external market through prospective analysis of the market, skills and talent availability.
• Modernise the function by using new and existing technologies to improve productivity, the quality of decisions and the experience of candidates, managers and recruiters.

beyond a recruitment operations manager, we are looking for a talent transformation leader. The person will stand out by demonstrating the ability to connect talent, technology, data, culture and business strategy. AI will not be seen as a simple efficiency tool, but as a driver to amplify human expertise, free up time to add value, reposition recruiters as trusted advisors and deliver even more business value.

Its success will depend on: