Director,Talent Acquisition Job Vancouver area,BC Canada,HR/Recruitment

Our Story &

Purpose:

We’re Vancity, a member-owned credit union built on the principles of inclusion and social justice. Since 1946, our relentless commitment to these values has helped us challenge the status quo and break down barriers. We’ve made bold commitments to become net-zero by 2040 across all mortgages and loans, and we’re actively pursuing strategies in Indigenous banking and financial resilience for our members.

As the largest private sector Living Wage Employer in Canada, we’re proud to be consistently recognized as one of the country’s Top Employers. If you’re ready to join our team of 2,300 diverse individuals, access competitive rewards and benefits, and be part of a greater movement - apply today!

Your Role in Supporting Our Members:

As the Director, Talent Acquisition
, you will lead the development and execution of Vancity’s enterprise-wide talent acquisition strategy, ensuring our people’s practices enable business success today and into the future. You will be accountable for delivering innovative and impactful talent solutions that align with Vancity’s vision, values, and employee value proposition. You will also lead a diverse portfolio spanning talent acquisition, leadership, succession, engagement, and performance, while partnering closely with senior leaders to translate strategic priorities into meaningful workforce outcomes.

We’re looking for a strategic, people-centered leader who brings deep expertise in talent strategy, strong business acumen, and a passion for building inclusive and high-performing teams.

This is a Full-time, Permanent role based at our Vancity head office and will report directly to the VP, HR Business Partnerships
. This position allows for hybrid work. You will however be expected to be on‑site regularly, for meetings with leaders, clients, events and other business demands.

How You'll Make an Impact:

Leading talent acquisition strategy and execution, including candidate sourcing and engagement, stakeholder engagement and management, talent market intelligence and analytics, brand building, process improvement, infrastructure development, and growing the capabilities and efficiencies of the talent acquisition team, while creating a talent retention plan in partnership with HR Business Partners

Driving talent acquisition results through the establishment of key metrics and KPIs that maintain accountability, reduce costs, improve quality, and drive operational efficiency

Partnering with business leaders to identify talent needs/gaps, examine trends in demographics, recruiting, retention, and exit interviews to continuously improve effectiveness, and act as key inputs to effective workforce planning strategies

Developing a best-in-class talent management strategy, and lead the planning, implementation, change management, and communication of our talent management processes, with a view to continuous improvement

Owning Business Process oversight for Talent Technology, working collaboratively with HRIS and HR stakeholders to build and maintain effective talent processes in our HRIS system

Driving enterprise talent development strategies to meet business needs, including a robust plan to train and develop the skills of hiring managers

Designing strategy, building, administering, and continuously improving early career programs like an internship and a new graduate Management Associate program

Creating processes to stimulate internal movement of talent, with a goal to build our bench strength in critical areas, develop key talent, and support our diversity goals

Leading and administering talent programs to support our diversity goals, employee engagement, and critical talent needs

Monitoring and reporting effectiveness of programs through the development of evaluation processes that show improvement of individual, team, and business performance

What You’ll Bring to the Team:

A Bachelor’s degree, preferably specializing in Human Resources

Industry related courses/programs in HR management, project management, leadership and change management would be an advantage

Minimum 10-15 years of both generalist and specialist Human Resources experience
, with at least 5 years…