Talent Acquisition Advisor Job

The Talent Acquisition Advisor is responsible for managing the complete full cycle recruitment process at all levels for business units. This position works with internal clients to understand talent needs, advise and then facilitate the talent acquisition process that aligns to the overall talent acquisition strategy. They provide professional advice, guidance and consultation to clients at the managerial and individual contributor level across the organization related to the delivery of Talent Acquisition programming.

They identify and share recruitment best practices to ensure a positive candidate and hiring manager experience. They are also responsible for managing the logistics for management of end-to-end recruitment includes: developing job postings, developing an assessment approach which may include interviews, tests, panel discussions, or presentations and pre-qualifying candidates. As strategic talent advisors, they coach hiring managers or teams on interviewing and candidate assessment techniques, and are an integral partner to the business to advance equity, diversity and inclusion (EDI) via the hiring process.

What you'll do

• Responsible for understanding and consulting about the labour market, trends (energy sector, etc.) and different sourcing techniques in order to access the relevant talent and build their interest in the position(s) and IESO and reduce overall agency spend.
• Use available tools to broaden candidate pool to include EDI principles. For example, use searching techniques with LinkedIn and Glassdoor to understand availability of talent and competitiveness of market place and to contact potential candidates who did not apply to the role.
• Develop and maintain a pipeline of external candidates to ensure the appropriate talent is hired to fulfill business objectives.
• Based on discussions with the hiring manager and/or the management team, develop an advertisement approach that profiles the role in mediums most used by potential candidates. Assess the appropriate combination of job slots on social media, ads in industry associations, postings on career pages, advertisements in alumni magazines, presence at job fairs, etc. to foster interest in the relevant candidate pool.
• Develop relationships and implement a plan with institutions that provide access to current and future talent.
• Collaborate with Talent Acquisition colleagues to share learnings, labour market knowledge, and candidate information. Build a pipeline of candidates who may fit future opportunities.

Recruitment

• Manage the recruitment process to provide an engaging and informative experience for the candidates and hiring managers. Partner with client groups to fully understand roles and provide an engaging candidate experience.
• Through discussions with the hiring manager, consult on requirements for roles up to the Director level, considering differences between current and future needs for the role and alignment to day to day operations as well as core strategies.
• The role will actively participate in the full life cycle of the talent acquisition process. Provides advice, guidance and consultation to clients, at times dealing with highly sensitive/confidential issues relating to internal talent amongst employees.
• Use and leverage interviews, assessments, self-discovery tools, etc. so that the IESO accurately assesses the candidates and the candidates accurately assess the opportunities.
• Provide effective program/project management for all requisitions supported through talent acquisition process.  
• Develop an action plan for hard to recruit roles and/or roles that are open for longer than 4 months so that options are provided to the hiring manager within the 6-month timeframe. 

Selection

• Assess internal and external candidates and provide input into the hiring manager’s decision.
• Collaborate with individuals who are part of the selection process such as colleagues, panel members, agencies/vendors to support the hiring manager’s need for talent.
• Ensure consistency in how hiring processes are applied and probe on areas of bias and ensure fairness by acting as ‘fairness observers.’ In interview debriefs with selection committee, challenge assumptions and biases when they arise. 
• Consult with hiring managers, Compensation, salary guides, and HRBP in order to recommend a starting salary. Develop, present and negotiate offers highlighting all elements of the employee value proposition.
• Liaise with Legal and other relevant stakeholders in cases involving international recruitment hires (i.e. Labour Market Impact Assessment, Immigration, etc.)
• Conduct professional references using targeted questions to further assess skills and competencies, and ensure other background checks are completed and broaden the understanding of the individual’s candidacy.
• Leads, or participates as a member of, project teams and task forces, as needed
• Participates in the procurement and management of related vendor relationships and contracts.
• Works with and provides advice and direction to HR Business Partners and people managers in the talent acquisition process.

Onboarding

• Collaborate with various stakeholders throughout the process (e.g. Physical Security, IT, Access Management) in support of candidates and hiring managers to maintain a positive onboarding experience.
• Coach hiring manager on how they can reinforce candidate’s decision through communications, reinforcement, and preparation.
• Guide the candidate through the onboarding process so that the completion of requirements is timely and thorough.

Research and Reporting

• Conduct presentations, orientations, and provide clarification, recommendations and education to hiring managers, candidates and employees on recruitment policies, procedures, systems and guidelines.
• Keep internal client groups abreast of market trends that may impact recruitment strategies and the organization's competitive positioning.
• Partner with key stakeholders to gather feedback and utilize data to make evidence-based decisions related to talent acquisition such as processes, approach, and elements of the employee value proposition.

What you need to succeed 

• Strong oral and written communication skills.
• Strong problem-solving and decision making skills.
• Capable of influencing others tactfully to reach agreement or deliver feedback in a constructive manner.
• High level of attention to detail/accuracy and excellent follow-up skills.
• Strong customer focus, with the ability to understand, anticipate and identify customer needs.
• Strong organization skills to set priorities/balance multiple competing responsibilities and demands, respond to customers’ needs in a timely manner, and meet timelines.
• Ability to deal with sensitive/confidential issues and data relating to HR functions which may include health and personal issues.  May involve some dispute related activities, e.g. determining factual basis for grievances.
• Demonstrated initiative and professionalism.  Takes pro-active approach to job responsibilities.
• Requires knowledge in the fields of social, behavioural and human sciences to proactively assist clients in the administration and management of human resources and/or staff relations matters, programs, and products.
• Working knowledge of relevant legislation including Employment Standards Act and Human Rights Code, as well as application of HR best practices.
• Experience working in a unionized environment, including interpretation of collective agreement provisions.
• Proven ability to effectively apply best practice tools and accurately assess competencies and suitability/fit of potential job candidates.
• Proficient in the MS office products including Word, Excel, PowerPoint, and Outlook.
• Experience with Success Factors HRIS system is considered a strong asset
• This knowledge is considered to be normally acquired either through the successful completion of a three or four-year university education in an appropriate field, or by having the equivalent level of education. CHRP designation is an asset.
• A minimum period of 4 to 6 years in the Human Resources field is considered necessary to gain this experience.

What’s in it for you

•    A comprehensive total rewards program, including best-in-class benefits and a flexible workplace 
•    A challenging, fast-paced and collaborative team environment, where your perspectives and experiences matter 
•    Leaders who support your growth and success through regular feedback and coaching
•    The opportunity to work with some of the brightest minds in the industry

Deadline: July 11, 2022
For future reference, please ensure to save a copy of the job description as it will no longer be available once the posting closes.

At the IESO, we know that achieving great results depends on embracing diversity by attracting, developing and retaining people from a wide variety of backgrounds. We do this by ensuring our recruitment and advancement policies are fair and equitable, and by creating an accessible and inclusive environment – one that values every team member’s unique skills and experiences and ensures they have the support they need to achieve their potential. If you require accommodation during the recruitment process, please let us know. 

We thank you for your interest in a career at the IESO, but we will only contact those candidates selected for an interview. 

Note: The successful candidate must be eligible to work in Canada and will be subject to a background check.

The IESO commenced its 6 month Hybrid Work Model Pilot Program on March 28th, 2022. The Model allows for remote working up to three days per week, based on business needs. When working in the office, you will be located at xx