Manager - Talent Acquisition and Development
1 month ago
Reporting to the Vice President Human Resources, the Manager, Talent Acquisition and Development will build and champion Loyalist’s employee recruitment and retention strategy. This includes leading a team of Talent Acquisition Specialists in the design and implementation of effective recruiting and hiring processes for all positions, refining, and implementing on-line recruiting tools, and ensuring that diversity, equity, and inclusion are at the core of our approach. The Manager will also play a key role in the development and execution of onboarding and offboarding, training and development, including career and succession planning and change management.Talent Acquisition Leadership
- Provide motivating leadership to Loyalist’s recruiting strategy and function through expertise, mentorship, coaching and development.
- In collaboration with College hiring managers and the Human Resources team, redesign and implement a recruitment process for all employee groups that reflects the values and strategic direction of Loyalist College, with a diversity of strengths, perspectives, life experiences and abilities as its core.
- Lead and execute the hiring process for key roles within the College.
- Refine and fully implement the HRIS recruiting module and on-line recruiting tools.
- Connect with equity-seeking groups to build relationships and grow opportunities for talented individuals to see their place at Loyalist College
- Continuously analyze return on investment of outreach and sourcing strategies.
- Lead the development and implementation of innovative recruitment processes for Contract faculty and difficult to fill positions.
Onboarding and Offboarding
- Work with managers across the College to design, implement and manage onboarding and offboarding processes across the College.
- Develop tools and automated processes for performance reviews with probationary staff.
- Implement and manage a formal review process to monitor successful completion of probation (or release therefrom).
- Design and implement effective exit and “stay” interviews to develop insight into the experience of employees and enhance engagement.
Training and Career Development
- Leads initiatives in support of College wide projects, for example, change management for the HRIS project including communications, training and support to ensure a smooth adoption.
- Consult and collaborate with stakeholders across the College to design and deliver learning programs to grow careers, increase engagement, and build leadership and team capabilities.
- Support employees in developing their own development strategies and action plans.
- Source leadership development workshops and/or programs for the College for leaders and staff across all levels of the organization with emphasis on engagement, equity, diversity, and inclusion
- Engage with external counterparts to keep up-to-date on talent management trends and practices in the College sector and other relevant external organizations
- Develops and implements metrics to analyze the impact of talent management initiatives, processes and tools on the organization.
- Lead programs and projects with broad scope and impact, including career progression, succession planning, leadership development, employee engagement, recognition programs.
- Contribute to performance management programs and processes including tools and training to ensure all employees receive relevant and timely feedback throughout the year.
- Champion equity and diversity in all talent programs and processes in support of an inclusive culture and workforce.
Team Leadership
- Establish the overall goals and objectives for direct reports, identifying areas for improvement and change.
Lead, motivate, and support a high-performing team of professionals. - Evaluate the team’s effectiveness and assess the need for change in the context of the College.
- Executive Team direction, changes to legislation, budgets, and monitoring of current trends
- 4-year degree in Human Resources, Business Administration, Organizational Development, or related field
- Professional certification such as CHRP/CHRL, RPR is an asset.
- Advanced knowledge of talent sourcing and selection techniques and effective use of technology
- Exceptional teaming and collaboration skills with a passion for building an inclusive community.
- Working knowledge of the Human Rights Code and Freedom of Information & Protection of Privacy Act
- Minimum of 7 years of relevant and progressive experience in recruitment and talent management roles.
- Minimum 5 years’ experience managing others.
- Experience in a unionized environment (experience in a public sector organization an asset)
- Hands-on experience as a recruiter and using HRIS applicant tracking and recruiting tools. Experience with Workday HRIS tool is preferred.
- Functional expertise in on/offboarding, employee and leadership development, career pathing and planning, performance management.
- Knowledge of and experience in applying relevant provisions of the Ontario Human Rights Code, collective agreements, and the Accessibility for Ontarians with Disabilities Act.
- Experience in sourcing, developing, and delivering training and development programs.
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