Talent Acquisition Manager

Status:  Full Time

Hours:  Monday to Friday

Home Campus:  Fennell 

Pay Band:  11

Pay Rate:  $87,433 - $109,292

Posting Date: July 18th, 2022

Closing Date: August 8th, 2022 at 7:00pm EST

We support and encourage the contributions of our diverse employees. 

Supported by our strategic plan (strategicplan.mohawkcollege.ca/) we are committed to nurturing an equitable, diverse and inclusive environment for everyone who learns and works at Mohawk. We believe the rich diversity among our students and the communities we serve should be reflected within our workforce.  As educators we believe it is important to act and show leadership in advancing the principles of equity, diversity and inclusion in our community.

Mohawk College is currently recruiting for our next​

Manager, Talent Acquisition

Reporting to the Director, Employment Relations & Talent Acquisition, the role of the Manager, Talent Acquisition is accountable to lead the full range of talent acquisition and candidate sourcing services for the academic and/or service areas of the College, ensuring and effective and efficient talent acquisition process that meets the talent needs of the College.

The incumbent will work at a variety of levels in relation to the Talent Acquisition process including the strategic, program and operational levels.  Specifically, the incumbent is accountable to build an effective, efficient and legally compliant talent acquisition process that intentionally supports the organizations operational goals, talent needs, and equity/inclusion commitments made in the College’s strategic plan.  As well, the incumbent will coach and support the talent team and build team capabilities related to candidate sourcing, effective candidate assessment and candidate experience.

RESPONSIBILITIES

The duties of this position will include, but are not limited to the following:

Talent Acquisition Program & Team Leadership

• Develops the Talent Acquisition strategy to support organizational and HR initiatives through analysis of relevant data, knowledge of labour market and HR trends.
• Leads and develops the Talent Acquisition team to ensure effective, efficient, and quality services to hiring managers across the College, including hiring, developing, managing, assessing, and supporting team members.
• Regularly engages with hiring managers across the College, collecting feedback on the talent acquisition function and processes, to identify and implement process improvements.
• Keep up to date on current and emerging trends and strategies related to the talent acquisition function and process to continually enhance and evolve the College processes.
• Work with colleagues in the HR Department to ensure alignment and connectivity between Talent Acquisition processes and other functional areas of HR.
• Work closely with the Manager, Workplace Inclusion & Equity to ensure a talent acquisition function that supports a truly fair and equitable recruitment strategy, process, approach, and experience.

Employer Value Proposition & Candidate Experience Management

• Develops an Employee Value Proposition (EVP) definition and communication campaign, in collaboration with a cross functional team in the Human Resources department and the broader College leadership team.
• Develops resources and communication campaigns that positively impacts the reach and reputation of the College within the labour market, and clearly outlining a compelling employment/career experience.
• Develops processes, tools and practices that supports a best in class candidate experience, ensuring that candidates are informed about the process and have access to information they need about their application.
• Develop processes to engage candidates in a broader way rather than just posting by posting, and proactively explore options with candidates for future or alternative employment opportunities with the College.
• Gather feedback from candidates on their application and assessment experiences, and using the information implement relevant candidate experience improvements to the talent acquisition process.
• Act as the main point of contact for potential applicants and active candidates for all postings that the individual is managing, fostering positive relationships and ensuring that questions are answered in a timely manner.
• Support the candidate through the recruitment process, answering questions, responding to concerns, and providing updates related to the recruitment process, timing and expectations.
• Support candidates with logistics of the recruitment process including providing references, scheduling time for interviews and other assessments, and providing relevant information for any on campus visits.
• Share and explain employment offers made including the key points included within the employment contract, including engaging with the candidate in contract negotiations.
• Provide regrets to those applicants who were interviewed but not selected, including where possible, suggestions for other future or current opportunities that may be of interest to quality candidates.
• Support the selected candidate with onboarding the College including making sure they are entered into relevant systems and are set up appropriately as an employee. Act as the main HR point of contact for hiring managers as it relates to onboarding new employees.

Candidate Sourcing & Talent Pool Development

• Keep up to date on current and emerging trends and strategies related to the development of candidate pipelines and candidate sourcing techniques, including way to improve the sourcing of diverse candidates.
• Support the development and maintenance of effective candidate sourcing and vacancy posting processes and practices that results in the attraction of a diverse set of suitable and qualified candidates.
• Lead the process, in partnership with hiring Managers, to develop a plan and approach to candidate sourcing for specific vacancies/postings in order to develop a suitable candidate pool.
• Draft job postings for manager review and approval, using the appropriate job documentation and posting templates, to effectively advertise for vacancies in accessible and inclusive ways.
• List approved posting on appropriate job boards and manage online postings, including posting logistics and handling payments for approved pay sites.
• Develop a diverse networks of potential applicants for current and future postings, including participation in events, social media platform utilization and participating in relevant recruitment fairs.
• Proactively seek out and engages with potential candidates to support the development or suitable applicant pools for vacancies.

Recruitment & Talent Process Management

• Keep up to date on current and emerging trends and strategies related to the fair and unbiased assessment and evaluation of candidates to support the hiring of high-quality candidates.
• Provide consultation and recommendations to the hiring managers regarding staffing requirements to support the strategic direction and recruitment needs in the organization. 
• Ensure that all staffing matters including hiring, promotions, secondments, temporary assignments and transfers are in compliance with applicable collective agreements,
• College policies and legislation.  This includes the collection, verification and storage of candidate/new hire information needed for legal, regulatory and/or ministry compliance, including academic credential information for academic accreditation purposes.
• Lead the process, in partnership with hiring Managers, to develop a plan and approach to the fair and unbiased candidate assessment and evaluation including the interview, testing and background checking of candidates to support the identification of quality candidates.
• Develop relevant, effective, and valid interview questions designed to fairly assess candidates on skills, competencies and abilities related to the roles being recruited for.
• Support the development of diverse interview panels including providing support and guidance related to the composition and size of the committee.
• Lead the interview process, in partnership with the hiring manager, including managing interview logistics and scheduling.
• Develop and advises on interview questions and other candidate assessments designed to validly, fairly and effectively assess the candidates against the requirements of the job.
• Coordinate the due diligence and background checking process for recruitments, providing tools and advice to hiring managers to ensure effective due diligence on candidates.
• Lead, in partnership with the hiring manager, the development of an offer letter including presenting the offer to the preferred candidate and leading any contract negotiations that flow from an offer.
• Perform all rate calculations for the placement of new faculty into the salary grid, in compliance with academic collective agreement requirements.
• Ensure that all candidate requests for accommodation throughout the recruitment and selection process are managed accordingly.

Talent & HR Project Work

• Support projects within the HR department that are designed to review, build and/or enhance HR programs, policies and services, ensuring that current HR theory and best practice are applied, and to support effective and timely project completion and implementation.
• Lead projects within the HR department that are designed to review, build and/or enhance the effectiveness and equity of the talent acquisition processes and services, ensuring that current HR theory and best practice are applied, and that projects progress and are implemented in an effective manner within a reasonable timeframe.

Other related duties as assigned

QUALIFICATIONS

The successful applicant must have:

• A four-year post secondary education or three-year degree with specialized, professional qualifications or equivalency in such disciplines as Human Resources Management/Labour Relations, Business with Human Resources/Labour Relations or a related field is required at the point of hire into this position.
• A Certified Human Resources Professional (CHRP) designation.
• A Certified Human Resources Leaders (CHRL) designation is preferred.
• A minimum of seven years of full cycle recruitment experience, and/or experience as an HR generalist within a medium sized, unionized public sector organization.
• Experience working with an applicant tracking system which is engaged at multiple phases of the recruitment process.
• At least four years of experience within a unionized and operationally complex organization.
• HR and/or management experience within public sector or education fields would be considered an asset.
• Knowledge of current recruitment processes including a variety of sourcing strategies, automated recruitment systems and social networking tools.
• Knowledge of human resource functions and pertinent legislation.
• Understanding of Accessibility for Ontarians with Disabilities Act, employment accessibility obligations and accommodation.
• Excellent communication skills, with the ability to clearly communicate at all levels of the College.
• Excellent planning and organizational skills to effectively co-ordinate staffing activity. 
• Advanced computer literacy in MS Office, HRIS, CRMs and ERPs.
• Demonstrated commitment to understanding human rights, equity, diversity, and inclusion to communicate and work effectively inter-culturally with diverse groups of clients, employees, and the community.

Mohawk College is an equal opportunity employer that is committed to inclusive, barrier-free recruitment and selection processes. Should you require accommodation through any stage of the recruitment process, please contact the HR Department at (905) 575-2047.

Mohawk College is strongly committed to diversity within its community.  We welcome applications from racialized persons, women, Indigenous People of North America, persons with disabilities, 2SLGBTQIA+ persons, and others who may contribute to the further diversification of ideas.