Manager Talent Acquisition

Job Summary Leads a high-performing Talent Acquisition team and drives transformation to modernize how we attract, engage, and hire talent. Oversees end-to-end talent strategies from employer branding to onboarding with embedded Employee Value Propositions. Leverages data, technology, and AI to make recruitment smarter, faster, and more effective. As a strategic partner, the manager aligns recruitment efforts with business needs and builds our reputation as an Employer of Choice. Major Responsibilities 1. Manage the effective planning, development, implementation, communication and administration of all aspects of the WSIB Talent Acquisition Strategy by: Develop and continually improve all policies and processes pertaining to Talent Acquisition, in response to legislative, regulatory, and business requirements. Lead internal process improvements for the Talent Acquisition team and manage related change activities. Mitigate employment-related risk for the WSIB by managing and monitoring hiring policies and procedures to ensure compliance with internal HR policies, relevant legislation, and the Collective Agreement. Manage work intake for the Talent Acquisition Centre, including prioritization and allocation of assignments, to ensure deliverables are met within scope, budget and timelines. Understand external capability maturity models of High-Volume and / or Hard-to-fill niche Recruiting functions and implement plans to elevate the maturity of the recruitment function and team, including capabilities / skillsets required in an AI / automated environment. Review transformative impacts of new technologies and adjust existing processes to make a significant change to recruiting processes, improving cycle time and candidate experience through automation and efficiencies. Understand external labor market conditions and proactively establish networks to build relationships with candidates, agencies, schools, and associations and attract diverse quality talent. Align recruitment efforts with business needs and builds our reputation as an Employer of Choice. Implement and manage talent acquisition strategies and processes to proactively build and maintain a quality talent pipeline by sourcing passive and active candidates. Screens resumes, evaluates assessment results, and interviews candidates to identify potential placement and fit. 2. Lead the Talent Acquisition team. Plan annual team projects and priorities. Identify resource requirements. Allocate work, establish and monitor performance objectives, ensure effective performance management of staff, and provide expert guidance and expertise to staff. Lead efforts to increase the strategic capability of the Talent Acquisition team, positioning it as a forward-thinking, consultative partner to the business. Implement and manage talent acquisition strategies and processes to proactively build and maintain a quality talent pipeline by sourcing passive and active candidates. Manage the deployment and movement of staff against business variances, applying and adjusting timing and deliverables. Developing Service Delivery Commitments with the business and managing the team against service delivery. Manage FTE budget. 3. Implement and leverage technology to improve upon talent acquisition processes. Maintain overall accountability for the implementation of the Talent Acquisition strategy, consulting on current recruitment technologies, identifying trends, best practice and competitive market information. Establish faster processes, improved service delivery standards and increased team capability in a post ERP and other technology implementation; oversight of an efficiency review with the anticipation of the adoption of AI tools that replace existing manual processes. Oversight for the implementation of new processes as recommended by external vendors, leading to transformation of the recruiting function into a true talent acquisition function. Oversight of developing new delivery commitment agreements, innovative processes, and implementation of novel external practices that attract talent. Identify new suppliers by use of the vendor selection process and negotiating contracts and service level agreements as required (e.g. RFP). Measure and manage vendor agreements and ensure return on investment from all vendors by dealing with any problem escalations and requiring that vendors meet established service level agreements. 4. Manage all mass recruitment project initiatives. Conduct effective planning, ensure talent acquisition resources are adequately assigned, and delivery reviewed and monitored to ensure recruitment efforts are completed according to schedule and budget. This role champions a holistic, end-to-end talent experience from employer branding and candidate engagement through to onboarding, ensuring every interaction reflects our organizational values and strengthens our Employee Value Proposition (EVP). Embed EVP related initiatives that increase brand awareness and support the organization’s Employee Value Proposition. 5. Partner with WSIB business leaders to meet short and long-term forecasted staffing requirements. Lead the development of a robust demand forecast for the upcoming year. Collaborate with Human Resources Business Partners and Business Leads in the development of creative talent resourcing strategies. Negotiate with Senior Directors in the Business on deliverables, timelines, budgets, and variances to their Mass Recruiting Plans to manage volumes and staffing resources appropriately. Provide specific consultation and advice on all Collective Agreement interpretations as it pertains to recruitment and design programs and process adjustments when new Agreements are implemented. Proactively share talent acquisition best practices as it relates to the acquisition of skilled and diverse talent in business areas. Exercise consultative skills to influence, negotiate and partner with the bargaining agent on joint recruitment and selection committees. 6. Report on measurable outcomes to build credibility with the business and improve efficiency. Provide talent acquisition metrics and analysis to identify current performance and trends as part of the overall measurement framework for the Talent Acquisition Strategy. Use metrics to inform opportunities to continuously improve talent acquisition processes and practices. Continuously raise the bar to improve sourcing and talent acquisition outcomes and measurement targets, i.e., improving processes to reduce cycle time; improving quality of hire metrics, etc. Analyze current and future organizational workforce needs and implement plans to ensure quality staffing continuity. Identify trends from the data and proactively consult with the business with opportunities to mitigate potential resource issues. Oversee the strategic communication of EMRP successes to PLT, ECT and the Board (e.g. Month-in-Review, Top100 application, etc.). 7. Develop and administer Talent Acquisition Centre operating budget. Authorize expenditures within approved budget and report on variances from approved plan as required. Recommend expenditures outside budget for approval. Participate as a member of the Talent Acquisition Branch’s management team in the development of branch goals and objectives in support of the divisional and corporate goals and objectives. Job Requirements 1. Education requirements Minimum Level Required Bachelor’s Degree. Certification CHRP Preferred Level Masters Degree (or working towards Masters) in HR field of study Certification, Talent Acquisition Strategist Certificate (HCI) 2. Experience Minimum Level Required 5 – 8 years of experience sourcing talent (corporate recruitment or agency) with a strong focus on inclusion, innovation, and measurable impact. Experience working in a unionized environment. 5 - 7 years of experience in a related HR field (HR generalist, labour relations). Experience managing a team of direct reports and leading transformative initiatives to modernize, including leveraging AI and automation. Expertise in leading large-scale or high-volume recruitment operations. Demonstrated managerial courage. Experience in other talent management areas of HR (learning, OD, Succession, HR Consulting, Measurement, performance management). Preferred Level 8 – 10 years of experience sourcing (corporate recruitment or agency). Experience working in a unionized environment. 7 – 10 years of experience in a related HR field (HR generalist, labour relations) Our commitment to equity, diversity and inclusion We respect and value the diversity of our people. We strive to create an environment where employees can be themselves and where our differences are celebrated. We value and celebrate diversity and are committed to creating inclusive experiences for both our employees and prospective employees. We invite all interested individuals to apply. If you require accommodations in order to apply to this position please contact talentacquisitioncentre@wsib.on.ca. If you are invited to participate in the interview or assessment process, you can advise our Recruiter of your accommodation needs at that time. Please visit ourEDI Vision to learn more about what actions WSIB are taking to advance our commitment to equity, diversity and inclusion and to support all employees participating and contributing to their full potential. #J-18808-Ljbffr