Manager Talent Acquisition

We love our cars, but it’s the people behind them who make them what they are. To market, sell, and service great cars, we need great people. That’s why at Volkswagen Group Canada, we are passionate about our cars and our brand and foster this same passion and drive in our people. We know that the right people in the right positions can do incredible things, and we love making that happen.

Our mission has started Volkswagen Group’s largest cell factory in St. Thomas will carry out all battery activities – from processing raw materials to developing a unified Volkswagen battery to managing the European and North American gigafactories. Headquartered in Salzgitter, Germany, we are experiencing the transformation of mobility up close. Our goal is to contribute a positive impact to our global society, the environment and the economy. To reach these goals we need your POWER

For the ramp-up phase of our North American operations, we are looking for a passionate Manager, Talent Acquisition and Onboarding who wants to “CELLebrate” in a fast-paced and fast-changing environment. Reporting temporarily to the Chief Human Resources Officer of Volkswagen Group Canada, you will work closely with our PowerCo SE Headquarters in Germany as well as with colleagues from the Volkswagen Group Canada (VGCA) in Ajax, ON to lead the talent team.

The scope of this role will oversee the Planning, Recruiting & Selection, Employer Branding, future Talent programs, Onboarding & Relocation for scaling this start-up journey. This role will be critical to the success of the development of our North American battery plant.

The role will be based out of St. Thomas, ON. It is classified as hybrid with a requirement to be on site for 2 days at the St. Thomas facility.

Role Responsibilities:

Talent Strategy

• Design comprehensive strategies for talent acquisition that are in line with PowerCo SE’s Talent Acquisition strategy.
• Collaborate closely with PowerCo SE (Germany), VW Group Canada (VGCA), other HR team members to deliver a strategic workforce and talent plan that will support recruitment, onboarding and retention.
• Collaborate with HRBPs and senior leadership of departments to understand and forecast their specific talent needs and align with the recruitment strategy.
• Allocate Talent Acquisition budget, determine make-or-buy strategies and manage external vendors.
• Engage with industry best practice forums and industry benchmarking activities with regards to Talent Acquisition topics in the region.
• Provide strategic leadership that aims at enhancing the overall employee journey by developing and implementing innovative onboarding programs and fostering a positive workplace culture, inclusive of current market trends, approaches, and applicable support systems
• Act as a key organizational resource to senior executive members, directors and managers.

HR programs, Processes, and Systems

• Design, refine and monitor recruitment processes continuously to ensure that they are effective and candidate centric.
• Establish and implement best practices to improve the efficiency of talent acquisition workflows.
• Seek and implement feedback at regular intervals from new hires, hiring managers, and HRBPs to ensure that the recruitment process remains competitive and effective.
• Establish and track key recruitment metrics to measure all talent acquisition team members against to ensure a quality experience for the candidates at all stages of the recruitment process; act based on insights gained from metrics.
• Foster a culture of collaboration and excellence by leading and mentoring a high-performing team of recruiters, coordinators, and other talent acquisition professionals
• Champion DEI initiatives, ensuring that the workforce reflects our global customer base and is inclusive of all backgrounds and perspectives.

Employer Branding & Future Talent Programs

• Build strategic connections with industry professionals and educational institutions for the purpose of identifying and attracting top talent
• Develop an employer branding & future talent roadmap including example employer branding campaigns, recruiting fairs and events or other HR marketing activities for different target groups
• Ensure the team is proactively seeking out, fostering, and maintaining relationships with potential candidates to sustain a talent pipeline for key positions.
• Keep up-to-date with the current trends and latest tools in recruitment technology. Leverage tools such as applicant tracking systems (ATS) and AI-driven solutions, to ensure that the Talent Acquisition process is efficient and effective. Recommend technology enhancements when appropriate.
• Ensure that all hiring and onboarding practices are in line with the relevant employment laws and regulations.

Onboarding & Relocation

• Develop and implement onboarding protocols for employees including both local and international hires
• Lead the administering of retention surveys and monitoring of key metrics
• Oversee the off-boarding procedures and managing early departure processes
• Manage the relocation process

Role Requirements:

• Associate’s Degree/Bachelor's Degree in Human Resources, Business Administration, Psychology or related field, and/or equivalent work experience
• 10+ years of relevant experience with a minimum of 5 years of people management experience
• Proven track record in a Senior Talent Acquisition role, preferably in the Automotive, Manufacturing, Chemical, Semiconductors, or Pharma industries
• Demonstrated experience in scaling Talent Acquisition initiatives within a startup environment is required
• Proven track record in developing robust Talent Acquisition strategies and employer branding initiatives
• Experience working in a large, multi-national organization (1000+ employees)
• Experience designing and implementing large-scale HR initiatives with a global perspective
• Strong leadership and team management skills, with a track record of building and developing high-performing teams
• Knowledge of immigration legislation, visa sponsorship requirement as it relates to international hiring is considered a strong asset.
• Experience using an Applicant Tracking Systems (Taleo and Success Factors experience is considered an asset)
• Knowledge of relevant employment legislation as it pertains to the recruitment process
• Excellent communication and interpersonal skills
• Demonstrated ability to consult, facilitate and lead effectively with a variety of audiences
• Strong project management and organization skills, with experience scaling up companies and developing processes from scratch
• High degree of intercultural awareness and sensitivity
• Up to 20% travel both nationally and internationally may be required

Desired Skills:

• Strategic thinker with an innovative and proactive approach to recruitment and employer branding
• Strong team leader and collaborator
• Excellent judgment and decision-making skills
• High level of integrity and professionalism
• German language skills would be an asset
• Ability to maintain flexible work hours to account for time zone differences with Europe, when necessary

What you’ll get in return:

• A flexible and collaborative team dynamic
• Opportunities for development
• Opportunities to participate in exciting company events that give back to the community
• Competitive employer paid benefits and overall compensation package
• And much more

Please note that we appreciate the interest of all candidates, however only those under consideration will be contacted.

Volkswagen Group Canada Inc. is committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, family status, gender identity, gender expression, national origin, age, disability or any other characteristic protected by federal, or local laws.

Volkswagen Group Canada Inc. is committed to providing accommodations for people with disabilities including during the application process. If you require an accommodation because of a disability, we will work with you to determine what reasonable accommodation may be available to meet your needs whether it be as an applicant or an employee. Applicants need to make their needs known in advance. If you are selected for an interview and require an accommodation, you are encouraged to advise the Recruiter who will consult with you to determine an appropriate and reasonable accommodation.