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Talent Acquisition Manager

Date: Jan 10, 2019

Location: Toronto, ON, CA

Company: Hydro One Networks Inc

 

Vacancy Number: 31486
Number of positions: 1
Town/City: Toronto, Ontario (CA-ON)
Business Unit: HMN RSRCES
Division: HR
Department: RECRUITMENT (10002561)
Job type: Regular
Duration of rotation: Ongoing

 

Reporting to the VP of Talent Management, this role will be responsible for building the talent acquisition strategy, including campus recruitment for Hydro One.

 

  • The role will require a dynamic individual who is able to successfully lead the Recruitment function and be seen as a subject matter expert in the field, leveraging corporate culture and values to source and attract top corporate and operations technical talent.
  • This role will be responsible for designing recruitment and on- boarding policies and strategies through improved interfaces with the Lines of Business.
  • Provide line management internal and external recruitment services and advice, guidance and assistance in application of policies and procedures and best practices related to talent acquisition and the employee experience.

 

Within context provided by the VP, Talent Management provide the following:

  • Support the development and implementation of a full-cycle recruitment & selection model for executive, professional and skilled trades functions Partner with HR Business Partners to fully understand client recruitment needs and provide guidance on an effective and efficient recruitment approach for complex or critical roles; in addition to future hiring requirements.
  • Supervise a team of Talent Acquisition Consultants.
  • Provide advice, guidance and direction to staff in the resolution of work related problems, as well provide clear expectations and performance measures.
  • Provide leadership through demonstration and response to staff requirements to achieve targets, plans, strategies and quality objectives to deliver service levels.
  • Manage team of Talent Acquisition Consultants who develop accurate and effective pre-screening tools, and pursue non-traditional sources for finding candidates.
  • Through the use of social media, campus recruitment, job fairs, etc., support the development of the employer brand.
  • Participate as a member of working groups and committees (internal and external) pertinent to the development and growth of Hydro One’s recruitment function.
  • Develop, implement, monitor and analyze recruitment metrics and trends Market at job fairs, colleges, and professional associations.
  • Ensure recruitment programs comply with legislation related to human resources e.g. Employment Standards, WSIB, Human Rights, Occupational Health and Safety, Labour Law, etc.
  • Provide guidance into the development of recruitment related material, workshops and training sessions Assist with the development of position specific interview guides.
  • Manage the orientation programs for students, new grads and regular external hires excluding trades.
  • Provide advice and guidance to Lines of Business relating to recruitment policies and strategies, implications and the appropriateness of various management processes and practices on.
  • Develop, design and manage Hydro One’s recruitment brand and recruitment media plan to align with corporate media plan and to encourage a positive employee experience.
  • Manage internal and external posting system ensuring compliance with collective agreements and corporate policies.

 

Managerial Accountabilities

  • Manage the unit and achieve the approved programs and targeted results through:
  • Maintaining a team of subordinates who are capable of producing the outputs required:
    • Ensure team members are able and willing to produce the desired output, and that team members continually improve the processes for achieving the outputs assess staff capability to do the required work, now and in the future conduct personal effectiveness reviews of direct reports’ to build relationships and trust, and to improve effectiveness mentor and counsel direct reports-once-removed

 

Accountability for the outputs of others:

  • Set the appropriate context for direct reports (i.e. corporate  strategies and policies, accountabilities, tasks, budget and programs, compliance and performance targets, expectations for continuous improvement, etc.)
  • Set an effective framework of policies and procedures for the work of the unit know and ensure own and direct reports compliance with all legal and regulatory requirements, and all corporate policies and procedures, and generally accepted practices relating to the work of the unit establish a two-way working relationship with direct reports to solicit their views on conditions and potential changes effecting their work, and continuous improvement opportunities.
  • Providing leadership to team, so that they collaborate competently, and with full commitment, with each other in pursuing the goals set.
  • Translate the corporate goals and objectives into a direction which guides the work of the unit communicate that direction to all staff define specific tasks for subordinates which are required to achieve desired results and/or to accommodate changes required within the business operations communicate expectations regarding the collateral relationship among direct reports.  
  • Providing a safe and healthy work environment: provide direct reports with appropriate knowledge, skills, information, work procedures and equipment to facilitate responsible behaviour which will protect their safety and contribute to their health provide a work environment and facilities where health and safety incidents are minimized provide a work environment that supports and values diversity, and is free from harassment know and ensure team complies with all legal and regulatory requirements, corporate policies and procedures and generally accepted practices relating to their work.
  • Demonstrating stewardship of the assets and resources: ensure every reasonable precaution is taken for the protection of team members, the environment and the assets provide for security of human and physical resources, including information.

 

Selection Criteria

  • A minimum of 8-10 years of full-cycle Corporate recruitment expertise in a fast-paced high level talent acquisition role (experience in a unionized setting is a strong asset)
  • Bachelor’s degree in Human Resources or related field.
  • Proven experience supporting executive level hiring managers including use of external search firms.
  • Proven experience in soft-searches and external talent mapping.
  • Experience leading a team of Recruitment professionals focused on high volume, rapid cycle recruitment with key performance metrics.
  • Knowledge and experience in a wide range of current recruiting policies, best practices, and trends and the ability to grasp new technologies (experience with Applicant Tracking Systems and Success Factors) and innovative recruitment practices including AI.
  • Deep understanding and experience in the employee experience and employment branding.
  • Drive for results with the ability to motivate a team to achieve goals Ideal candidate will be self-directed and highly motivated with a strong sense of urgency.
  • Excellent verbal and written communication skills with an emphasis on confidentiality, tact, and diplomacy; ability to prepare messaging for various audiences (i.e. Executive Leadership, Board, candidates, external recruitment partners etc)
  • Proven ability to build and maintain lasting relationships with corporate departments, key business partners, and other stakeholders.
  • Demonstrated experience as a HR leader with the ability to inspire, influence and coach others, negotiate and manage contentious issues to resolution.
  • Ability to think strategically with a strong sense of urgency while managing time and priorities.
  • Highly developed analytical skills with ability to conduct research and use independent judgment to problem solve.
  • Comprehensive knowledge of relevant workplace legislation, including Employment Standards Act, Labour Relations Act, Ontario Human Rights Code, Occupational Health and Safety Act, Accessibility for Ontarians with Disabilities Act is essential.

 

If you share our passion for safety, our customer service focus, and are ready to play a lead role in building a bright future, we would love to hear from you!

 

Thank you for considering this opportunity and we welcome applications from all qualified candidates.  If you are being considered for an interview or other assessment one of our Recruitment Consultants will be in touch.  Furthermore, if you are being considered for an interview and require special accommodations please let us know.  Finally, short-listed candidates will be asked to pass a reliability check (which could include criminal background check, driver’s license abstract, education verification, etc.) prior being offered a job at Hydro One.  

 

Deadline: January 27, 2019

 

 

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