Talent Acquisition Partner

As the Talent Acquisition Partner at HearingLife Canada, you'll be at the forefront of shaping our organization's talent acquisition strategies. Your role is pivotal in driving the end-to-end recruitment process, ensuring a seamless and positive experience for all potential talent. You'll be empowered to understand our evolving staffing needs, employ innovative sourcing techniques, and curate engaging employer branding initiatives. You will play a key role in attracting top talent who resonate with HearingLife Canada's mission of helping more people hear better. Join us in fostering a culture of excellence and making a meaningful impact in the lives of both our employees and customers. This role is a Hybrid role with the ability to work from home 3 days per week. Success Criteria Elevate Talent Acquisition Performance: Enhance performance against key Talent Acquisition (TA) metrics, such as time, quality of hire, candidate and hiring manager satisfaction, and retention rates. Working within the established Talent Acquisition Process you will be called upon to make decisions to help hire and attract talent to HearingLife Canada. Your efforts will ensure that our recruitment processes are efficient, effective, and tailored to attract top-tier talent who align with HearingLife Canada's mission and values. Continuous Process Enhancement: Embrace a culture of continuous improvement by evaluating and refining internal processes related to talent acquisition. Your proactive approach will drive operational excellence, streamline workflows, and optimize resource utilization, ultimately contributing to our organization's growth and success. Innovate Sourcing Strategies: Lead the charge in developing and implementing creative sourcing solutions to expand our candidate pool and enhance the candidate close rate. Your innovative approaches will enable us to stay ahead of industry trends, tap into diverse talent pools, and secure top talent that propels HearingLife Canada forward. Responsibilities and Key Activities Recruiting and Sourcing: Actively recruit and source candidates for open positions, utilizing outreach through multiple channels, including job boards, professional platforms, Association events, phone calls, clinic visits, and social network channels. Build and maintain a pipeline of qualified candidates for current and future hiring needs. Conduct screening and initial assessments of candidates to ensure a high-quality applicant pool. Collaborate with hiring managers to understand their needs and define selection criteria. Develop innovative sourcing strategies to address the specific recruiting needs of each role. Build relationships with candidates who connect with HearingLife Canada’s mission. Assess, revise, and document processes for volunteer, co-op, and student internship programs. Find efficiencies to help keep recruiting costs and budgets down. Stakeholder Management: Facilitate regular communication and collaboration between hiring managers, directors, and leaders to ensure alignment of recruitment efforts with business goals and priorities. Act as a strategic partner to hiring managers, providing insights and recommendations on talent acquisition strategies, market trends, and best practices. Proactively address any concerns or challenges raised by stakeholders related to the recruitment process, and work towards effective solutions. Provide ongoing support and guidance to stakeholders on recruitment-related matters, including interview techniques, candidate assessment, and offer negotiations. Employer Branding: Support hiring through connecting with post-secondary institutions, collaborating with their Career Services departments to develop new recruitment channels and partnerships. Execute employer branding initiatives to enhance HearingLife Canada's reputation as an employer of choice. Assist in creating compelling employer branding content, including employee testimonials, videos, and blog posts, to showcase the company culture and values. Participate in industry events, conferences, and networking opportunities to increase visibility and attract top talent. Requirements and Considerations Preferred Skills and Experiences: Bachelor's Degree in Human Resources, Business Administration, Psychology, or a related field. Advanced degrees or certifications in HR or Talent Acquisition are a plus. Minimum of 5 years of progressive experience in Talent Acquisition. Prior experience in a medium-sized or high-growth organization is highly desirable. Competitive spirit with a demonstrated ability to attract, engage, and hire top-tier talent across various levels and functions. Proficiency in earning the trust of stakeholders and solidifying a Talent Acquisition Process. Proven track record of success in delivering high-volume and hard-to-fill recruitment activities. Proficiency in Applicant Tracking Systems (ATS) and other HR software tools. Experience with leveraging technology to streamline recruitment processes, track candidate pipelines, and analyze recruitment metrics. Demonstrated ability to attract, engage, and hire top-tier talent across various levels and functions. Proficiency in connecting with passive candidates through phone, email, and social media channels. Experience in conducting outreach campaigns to engage with passive candidates, nurture relationships, and source potential talent for current and future opportunities. Experience and proficiency in Talent Sourcing techniques. Demonstrated ability to utilize advanced sourcing methods, including Boolean search strings, social media recruiting, and passive candidate engagement. Certification or training in Talent Sourcing is a plus. Experience building projects in LinkedIn Recruiter. Proven ability to leverage LinkedIn Recruiter to build talent pipelines, conduct targeted searches, and engage with potential candidates. Passion for promoting diversity, equity, and inclusion in recruitment practices. Experience in implementing inclusive hiring strategies and fostering a diverse workforce culture. Nice to Have: Strong understanding of competency models and their application in recruitment processes. Experience in developing and implementing competency frameworks is advantageous. Certification or training in Competency-based Behavioral Interview Techniques. Proficiency in conducting structured interviews to assess candidate competencies, skills, and cultural fit. Proficiency in administering and interpreting Behavioral assessments, such as Predictive Index, to enhance candidate evaluation and selection processes. Values The incumbent is required to behave in accordance with our Demant Values: We create trust – We value the opinions of our customers and colleagues. We promote a work environment based on inclusion, honesty, integrity and respect. We always keep our promises. We are team players – We collaborate and network effectively across the whole organization. We take initiative and help each other to achieve our ambitious goals. We create innovative solutions – We challenge ourselves to improve and find new, value-adding solutions. We are curious to share ideas and insights to increase our collective innovativeness. We apply a can-do attitude – We always look for opportunities to win the business and do our best to add value to our customers. We find solutions and act. About Hearing Life HearingLife Canada, and National Affiliated Partners, is the largest provider of hearing healthcare service in Canada. Working in unison with the National Campaign for Better Hearing's awareness campaign (campaignforbetterhearing.org), our core philosophy is to provide life-changing hearing care while increasing awareness of the effects of hearing loss and the benefits of hearing devices. Across Canada, HearingLife consists of over 300 hearing healthcare clinics and nearly 900 dedicated professionals proudly united behind one simple vision, “To help more people hear better.” Accommodation HearingLife Canada is committed to a diverse and inclusive workplace. HearingLife Canada is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. For individuals with disabilities who would like to request an accommodation please clearly indicate in your application any accommodations you will require throughout the recruitment process. #J-18808-Ljbffr