Talent Acquisition and Retention Specialist.

Job Description: Talent Acquisition & Retention Specialist
Department: People, Culture & Development (PCD)
Reports To: PCD Manager

Position Summary
The Talent Acquisition & Retention Specialist leads recruitment activities within a shared services function that supports a group of companies. This role manages recruitment across multiple companies while also supporting employee retention initiatives, HR administration, payroll coordination, and immigration processes. Working closely with hiring managers, the position is responsible for attracting, assessing, hiring, and onboarding top talent while ensuring compliance with employment legislation, company policies, and immigration requirements. The role requires exceptional attention to detail, strong organizational skills, confidentiality, and the ability to manage multiple priorities while delivering excellent internal client service.

Key Responsibilities
1. Talent Acquisition & Recruitment (70%)

Recruitment Strategy & Workforce Planning
•Partner with hiring managers to identify current and future workforce needs.
•Develop recruitment strategies for vacant and hard-to-fill positions.
•Support workforce planning initiatives and talent pipeline development.
•Provide labour market insights and recruitment recommendations to business leaders.
•Promote internal mobility opportunities where appropriate.

Recruitment & Selection
•Manage the full recruitment lifecycle for a specific portfolio.
•Draft and post job advertisements across appropriate recruitment channels.
•Source candidates through job boards, referrals, networking, social media, and direct sourcing methods.
•Conduct candidate screenings and coordinate interviews.
•Utilize behavioural and competency-based interviewing techniques.
•Coordinate candidate assessments, reference checks, background checks, and pre-employment requirements.
•Prepare employment offers and manage conditional offer processes.
•Ensure a positive and professional candidate experience throughout the recruitment process.

Employer Branding & Talent Attraction
•Support employer branding and recruitment marketing initiatives.
•Promote the Company's Employee Value Proposition (EVP).
•Participate in job fairs, career events, educational partnerships, and community outreach activities.
•Develop and maintain talent pipelines for anticipated workforce needs.
Recruitment Reporting & Compliance
•Maintain accurate recruitment records and documentation.
•Ensure recruitment activities comply with employment legislation, immigration requirements, and company policies.
•Monitor recruitment metrics.

Team Leadership
•Provide day-to-day leadership, support, and guidance to assigned team members.
•Assist with workload planning, prioritization, and resource allocation.
•Monitor service standards and recruitment processes to ensure consistency and effectiveness.
•Coach, train, and support team members in achieving performance expectations.
•Foster a collaborative, customer-focused, and results-oriented team environment.
•Participate in performance management and development discussions as required.

2. HR Administration & Employee Retention (20%)

HR Administration
•Maintain accurate employee records and HR systems.
•Coordinate onboarding and orientation programs.
•Prepare employment letters, HR correspondence, and employee documentation.
•Support HR audits, reporting requirements, and compliance reviews.
•Assist with HR projects and continuous improvement initiatives.

Employee Retention & Engagement
•Support employee engagement and retention initiatives across the organization.
•Coordinate employee recognition and appreciation programs.
•Conduct interviews and assist with employee feedback initiatives.
•Support employee engagement surveys and action-planning activities.
•Analyze turnover trends and identify opportunities to improve retention.
•Conduct exit interviews and identify themes and recommendations.

3. Payroll Support (5%)
•Assist with payroll administration processes and employee data maintenance.
•Coordinate employment changes for payroll processing, including new hires, promotions, transfers, salary changes, and terminations.
•Assist employees with payroll-related inquiries and documentation requests.

4. Immigration Administration (5%)
•Coordinate work permit and immigration application processes.
•Prepare and maintain immigration documentation and records.
•Support onboarding activities for internationally recruited employees.
Qualifications
Education & Professional Certifications
•Bachelor's Degree in Human Resources, Business Administration, or a related discipline.
•Professional HR certification (CPHR, SHRM, CISHRP or equivalent) is considered an asset.

Experience
•Minimum 3-5 years of progressive experience in Talent Acquisition or Recruitment.
•Demonstrated experience managing full-cycle recruitment processes.
•2-3 years experience leading, and supervising employees is required.
•Demonstrated experience supporting employee engagement and retention initiatives.
•2-3 years Experience using HRMS and Applicant Tracking Systems (ATS), use of PDS/Vista would be an asset.
•Minimum 1-2 years of administrative experience with payroll and immigration administration

Knowledge, Skills & Abilities
•Talent acquisition and candidate assessment techniques.
•Behavioural and competency-based interviewing methodologies.
•Recruitment marketing and sourcing strategies.
•Workforce planning and talent pipeline development.
•Employment legislation and HR best practices.
•Employee engagement and retention principles.
•Strong analytical, organizational, and problem-solving skills.
•Excellent verbal and written communication skills.
•Ability to build effective working relationships across all levels of the organization.
•Proficiency with Microsoft Office and HR technology platforms.

Compensation & Benefits
•CI $53,500 - CI$60,000 per annum, based on experience and qualifications.
•Employer-supported pension contributions in accordance with statutory requirements.
•Health insurance coverage in accordance with statutory requirements.
•Opportunity to earn an annual performance-based bonus, subject to company policy and achievement of performance outcomes.
•Two (2) weeks paid vacation per annum