Corporate Recruitment and Engagement Manager

Corporate Recruitment & Engagement Manager

**Position Overview**:
The Corporate Recruitment & Engagement Manager will play a key role in driving the recruitment and engagement strategies for new employees at Home Instead.

Reporting directly to the Vice President of Operations, this individual will collaborate with various departments to understand their talent needs, implement effective recruitment processes, and spearhead training and development of our key players in the first 30,60 and 90 days.

A description of the Corporate Recruitment and Engagement Manager is as follows:
**Talent Acquisition**:

- The primary functions of talent acquisition involve identifying, attracting, and hiring the right individuals to meet the staffing needs and goals of an organization. This process is critical for building a skilled and motivated workforce.
- Collaborate with department heads to identify staffing needs and create comprehensive recruitment plans to address the companies needs.
- Provide guidance to interviewers on best practices and legal considerations during the interview process.
- Manage end-to-end recruitment processes, including job postings, applicant tracking, setting up chronological interviews with hiring managers and then after hiring manger makes a decision managing the offer stage and onboarding documents.
- Extend job offers in person with the hiring manager and negotiate terms of employment, ensuring alignment with company policies and market standards.
- Prepare and complete the entire KP file for the Administrative Manager in compliance with all Franchise Standards and local laws.

**Talent Development**:

- The primary responsibility will be to assign and implement effective training programs, ensuring that new key players acquire the necessary skills and knowledge to contribute to their roles. After the initial 90-day period, you will transition all development of key players to their respective managers.
- Design and execute an exceptional onboarding experience that ensures seamless integration for new key players into Home Instead.
- Collaborate with department leaders to identify key skill gaps and create targeted development plans for new key players.
- Facilitate workshops, seminars, and training sessions to foster continuous learning and professional growth.
- Track the progress of new employees during the initial 90-day period, identifying areas for improvement and additional support.
- Collaborate with managers to gather feedback on employee performance and development needs.
- Work closely with department managers to ensure a smooth transition of employees after the 90-day onboarding period.
- Provide managers with comprehensive reports on employee progress, strengths, and areas for further development.
- Maintain accurate records of training activities, and performance evaluations.
- Implement initiatives to enhance employee engagement, satisfaction, and retention.
- Develop and maintain programs that promote a positive and inclusive company culture.
- Provide regular reports and updates on recruitment and development activities to the VP of Operations.

**Job Types**: Full-time, Permanent

Pay: $55,000.00-$65,000.00 per year

**Benefits**:

- Company events
- Dental care
- Extended health care
- On-site parking
- Paid time off
- RRSP match

Flexible Language Requirement:

- French not required

Schedule:

- Monday to Friday

Supplemental pay types:

- Bonus pay

Application question(s):

- Do you have a reliable vehicle of your own to commute to and from work everyday?

**Experience**:

- Human resources: 2 years (preferred)

Licence/Certification:

- Class G Driver's License (required)
- Class G Licence (required)

Work Location: In person