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Senior Talent Acquisition Advi...

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Senior Talent Acquisition Adviser

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Job Description

Senior Talent Acquisition Adviser



Our Calgary client is seeking a Senior Talent Acquisition Adviser for a short term contract. The Talent Acquisition Adviser has an excellent understanding of the labor market trends and impact on business. The candidate will be able to work in partnership with a Human Resources Business Partner (HRBP) and the business to provide proactive, strategic Talent Acquisition services. In this position, you will provide end-to-end talent acquisition expertise relative to assigned job functions across our client's organization. This includes proactive sourcing, candidate assessment/management, offer negotiations as well as ongoing evaluation and process improvement. 



RESPONSIBILITIES: 
  • Build thorough knowledge of assigned business units by developing partnerships with leaders and Human Resources Business Partners. Build strong, professional partnerships, and work closely with Hiring Managers, Human Resources Business Partners and others professionals within the business, to attract and hire high-quality candidates.
  • Understand and gather market intelligence on the current labor market and economic conditions, and how they impact recruitment efforts. Recommend and establish a talent acquisition strategy which includes (but is not limited to) target markets, the use of advertising or Internet job sites, referrals, and/or external recruiting agencies.
  • Research new methods to connect and builds strong relationships with potential high-quality (passive and active) candidates to ensure a viable talent pipeline. Senior Talent Advisers develop and build a targeted pipeline of talent: utilizing best practices, proactively seek out qualified candidates, including our client's employees, utilizing succession and development plans.
  • Actively seek out and work with stakeholders in other groups within HR (OE & Diversity& Inclusion) to meet equity targets. 
  • Senior Talent Advisers clearly and persuasively convey the business logic of their recruiting recommendations: 
  • Assist hiring managers to understand the use of various assessments and how they can help predict success in roles. 
  • Senior Talent Advisers will outline the talent and business risks of hiring specific candidates. 
  • Educate hiring managers on what skills or characteristics are most important to consider when they evaluate candidates. 
  • Ensure hiring managers prioritize position requirements based on business need. 
  • Provide coaching and mentoring to junior advisers to increase knowledge and learning. 
  • Take lead on interviewing panels to ensure a good candidate experience and to ensure effective recruitment techniques are employed.
  • Provide coaching and mentoring to new leaders or managers who are unfamiliar with the talent acquisition process, including the use of internal database (Taleo). 
  • Track, analyze and report on metrics, and statistics, utilizing the data to develop suitable sourcing strategies. 
  • Analyze and prepare compensation recommendation in conjunction with the HRBP, Compensation, and Hiring Managers. 
  • Pull reporting and data on similar roles and compensation levels to compare to current hire; analyze and make recommendations on appropriate salaries based on this data 


MUST HAVE QUALIFICATIONS: 
  • Minimum 10 years' experience as a full-time Professional Talent Acquisition Adviser.
  • Minimum of 8 years’ experience in a corporate environment.
  • Thorough understanding and hands-on experience using an ATS (preferably Taleo) and HRIS (preferably SAP).
  • Exposure and understanding of Total Compensation, particularly relative to the offer negotiation process.
  • Strong negotiating and selling skills; will be able to use influencing skills to create positive outcomes.
  • Strong MS Office abilities, particularly with MS Word and Excel. 


NICE to HAVE QUALIFICATIONS: 
  • Petroleum industry experience.
  • Post-secondary education in HR or related discipline.
  • Candidate started career in agency recruitment setting and moved into Human Resources Recruitment/Advisory capacity in corporate organization.
  • RPR and/or CHRP designations 


SOFT SKILLS: 
  • Creative, innovative, and strategic thinker who is results and goal-oriented.
  • Strong verbal, written and interpersonal communication skills.
  • Able to work cross-functionality with a collaborative mindset.
  • Ability to multi-task and manage priorities and multiple projects in a fast-paced, changing environment; demonstrates flexibility and adaptability.


ABOUT THE IAN MARTIN GROUP:


Founded in 1957, the Ian Martin Group is North America’s most progressive recruitment and project-staffing firm. As a Certified B Corporation, the company meets comprehensive standards that measure its impact on employees, suppliers, community, and the environment.



Our guiding statement is: “building authentic connections around meaningful work."



The Ian Martin Group specializes in technical recruitment in Engineering, Telecom and IT. We also offer an affordable shortlisting staffing service that allows clients an opportunity to do "empowered hiring."


We thank all who apply, however, only those selected for an initial interview will be contacted.


 


EWEMI


 

Job Summary

  • Company:
    Ian Martin Group
  • Location:
    Calgary, AB
  • Job Type:
    Full Time
    Temporary/Contract/Project
  • Education level:
    Manager (Manager/Supervisor of Staff)
  • Work Experience:
    7+ to 10 Years
  • Career level:
    Experienced
  • Career level:
    Manager (Manager/Supervisor of Staff)
  • Industries:
    Other/Not Classified
  • Job Category:
    Human Resources
  • Occupation:
    General/Other: Human Resources
  • Posted:
    5/29/2017
  • Reference code:
    BHJOB11958_143919

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At the Ian Martin Group, we believe amazing achievements are made when innovative people connect. Advances in technology and social media have opened up the world to the idea that we are all connected. What we do is connect the right people to the right circumstances, at the right time. We do it by understanding that all business works only because of people, and that business to business is really just a fancy way of saying person to person during business hours.