Talent Acquisition Team Leader

**About SNDL**

SNDL is the largest private-sector liquor and cannabis retailer in Canada with retail banners that include Ace Liquor, Wine and Beyond, Liquor Depot, Value Buds, and Spiritleaf. SNDL is a licensed cannabis producer and one of the largest vertically integrated cannabis companies in Canada specializing in low-cost biomass sourcing, premium indoor cultivation, product innovation, low-cost manufacturing facilities, and a cannabis brand portfolio that includes Top Leaf, Contraband, Citizen Stash, Sundial Cannabis, Palmetto, Bon Jak, Spiritleaf Selects, Versus Cannabis, Value Buds, Vacay, Grasslands and Superette. SNDL's investment portfolio seeks to deploy strategic capital through direct and indirect investments and partnerships throughout the global cannabis industry.

**About the Role**

Reporting to the Functional HR Manager, we are looking for a Talent Acquisition Team Leader to oversee our talent function as a skilled leader in our friendly HR team. This role will oversee a small team of talent acquisition professionals, and will ensure the effective management of full cycle recruitment activities for our retail stores, warehouses, facilities, and corporate offices across Canada. With limited oversight, the Talent Acquisition Team Leader will also be responsible for implementing process efficiencies through the use of our HRIS (Workday), establishing and reporting on recruitment metrics, and improving the sophistication of our talent strategy to respond to changing business needs. This role will partner with HR Business Partners and people leaders regularly on talent attraction, retention, and succession strategies.

**Role and responsibilities include, but are not limited to**:

- Providing leadership and development to our talent acquisition team members. Ensuring the team is equipped and empowered with support, tools, and knowledge to thrive in their roles, while staying motivated and engaged through direction, mentorship, and recognition.
- Provide professional coaching and performance feedback to the talent acquisition team and ensure team alignment on business needs/goals with regular touchpoints and progress check-ins. Assessing opportunities for improvement, as well as regularly raising the bar with opportunities that provide further challenge and learning.
- Ensuring the talent function is managed with a strong ownership and continuous improvement mindset. Challenges must be assessed in a timely and well-supported manner, recognizing and jumping into action when something is not going well and requires your team to pivot onto a new strategy to effectively support the business.
- Ensuring the recruitment and onboarding processes capitalize on all opportunities for efficiency and a positive user experience. Reviewing and updating process flows, process flow documents, and training materials as needed to ensure the talent function keeps current with business needs and changes.
- Regular upkeep on internal documents, the SNDL career website, SNDL Sharepoints, and external job boards.
- Building and managing the overall structure for your team to keep everyone organized, understand what’s on the team’s plate, assign adequate resources, ensure alignment on priorities, monitor progress, and instill accountability on results.
- The oversight and, when necessary, active participation in, basic recruitment processes such as reviewing resumes, coordinating, communicating schedules and/or conducting pre-screens, phone interviews, in person interviews, and reference checks alongside your talent team.
- Ensuring all required onboarding steps for new hires are completed based on how talent process flows connect to the upstream, lateral, and downstream process flows in other departments.
- Collecting, managing, and analyzing recruiting and retention data, key metrics and trends to be able to evaluate efficiency and effectiveness of hiring strategies and processes. This includes capitalizing on the capabilities of the HRIS (Workday) to ensure relevant data is available and collected in a manner that is suitable for analysis.
- Being aware of all of SNDL’s corporate brands and retail partners and understanding the differences/ nuances between the brands during each step of the recruitment process.
- On occasion, traveling to visit various business locations to learn the nuances between business needs and effectiveness of your talent processes.
- Keeping current with industry trends to ensure use of the most efficient and effective recruiting strategies, advertising, and to identify need for improvement or change.
- Managing all vendors from a recruitment perspective. This would include exploring the different services of each vendor, negotiating contracts evaluating vendor performance, maintaining productive working relationships, evaluating performance, and verification of invoices.
- Assisting the HR Department with total rewards analysis. This would include collecting data on free and paid