Bilingual Talent Acquisition Specialist

BASIC FUNCTION AND SCOPE OF RESPONSABILITIES

The basic function of the Talent Acquisition Specialist is to attract, identify, source, assess, interview, and recommend for hiring candidates for various positions within the Company.  In doing so, this position will implement strategies to maximize branding and develop a robust candidate pipeline for future resource requirements.  Additional Human Resource responsibilities are included to assist the company and provide growth the person.

REPORTING RELATIONSHIP

• This position reports directly and is fully accountable to the HR Manager, or when such position does not exist, directly to the Vice President Finance & Administration.
• Reporting to this position are: No one at the present time.

AUTHORITY

The Talent Acquisition Specialist has the authority to:

• Provide recommendations on improvements to HR related policies and procedures.
• Provide recommendations on employer branding initiatives and hiring strategies.
• Provide recommendations on hiring potential candidates.

RESPONSIBILITIES, DUTIES, AND TASKS

RECRUITING AND STAFFING

• Provides top notch talent acquisition services including identification and assistance with role definition, job postings, and strategic sourcing through a variety of means.
• Manages the development and maintenance of Human Resources content on the Company’s website, particularly recruiting, culture, and company information.
• Use social media, website, newspaper, and other means for job postings and attracting new talent.
• Prepares written hiring plan for each job posting.
• Screens potential candidates according to a developed set of criteria by reviewing resumes for all job candidates. Performs initial phone screening interviews.  Prepares a written screening report.
• Performs reference check as appropriate.
• Schedules interviews with personnel.
• Serves as part of the interview team for position finalists.
• Develops future employee relationship with the goal of building a solid candidate pipeline for future employment opportunities with the Company.
• Attend job fairs.
• Builds and maintains strategic relationships with industry contacts, academic institutions, and other networks/key contracts.

HIRING

• Makes hiring recommendations to management.
• Participate in the selection of candidates.
• Prepare job offers and related package for the candidate.
• Leads the hiring process and maintains continuous contact with retained candidate through employment contract execution.

ONBOARDING

• Leads employee orientation and onboarding activities to ensure new employees are successfully integrated into the Company, including providing prospective and new employees with all relevant information about the company, facility, policies, practices, training, compensation, and benefits, etc.
• Process transition from probation to full time employee from an HR perspective.
• Draft employee communications including employee and promotion announcements.

EMPLOYEE ENGAGEMENT

• Assists with employee communication and feedback through company meetings, suggestion programs, employee satisfaction surveys, newsletters, one-on-one meetings, etc.
• Monitors the Company’s culture; recommends and develops activities aimed at building and reinforcing the Company’s culture.
• Organizes team building activities and Company social functions.
• Assist with the Company’s employee recognition program.
• Assist with periodic surveys and interviews to measure employee satisfaction, engagement, and morale.
• Provides recommendations and solutions to increase employee satisfaction, engagement, and morale.

PERFORMANCE MANAGEMENT

• Assist with the performance management system, which includes performance reviews, warnings, personal improvement plans (PIPs), promotions, compensation adjustments, goals, and objectives.

TERMINATIONS

• Manages the processes associated with employee off-boarding (termination), with a keen eye in ensuring a positive employee experience, including collection or disbursement of the Company’s property, conduct exit interviews, and notification to stakeholders.

WSIB CLAIMS MANAGEMENT

• Ensures WSIB claim files are up to date and organized.
• Assists Senior Management & Health & Safety Manager with the Company’s Return to Work program.

EMPLOYEE RELATIONS AND SERVICES

• Maintains confidential, accurate, and comprehensive HR program and personnel/employee records, ensuring easy to find and legislatively compliant records in both electronic and paper formats.
• Assists with investigations when employee complaints or concerns are brought forward.
• Assists with the facilitation, tracking, and co-ordination of employee development and training initiatives with an emphasis on legislated requirements (including AODA, Workplace violence & harassment, Health & safety, etc.

COMPENSATION AND BENEFITS

• Assists with the company wage and salary structure, pay policies, and oversees the variable pay systems within the company, including bonuses and raises.
• Assists with competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Assists with the Company’s Employee Benefit programs.

POLICY AND PROCEDURES DEVELOPMENT AND IMPLEMENTATION

• Assists with maintaining up to date HR policies and procedures.
• Assists with maintaining the Company’s Employee Manual.
• Assists with the development and implementation of policies, programs, and procedures with a view of improving employee engagement and becoming a top tier employer.
• Participates in the preparation of electronic communications to employees with an eye to improving our internal communications regarding programs, policies, and employee updates.

GENERAL

• Participates in company staff meetings and attends other meetings and seminars.
• Manages the preparation and maintenance of reports as are necessary to carry out the functions of the role. Prepare periodic reports for management, as necessary or requested.