Director, Talent Acquisition

Pursuit has a player coach culture. Success in this role means moving fluidly between strategic leadership and hands-on recruitment execution. You will thrive here if you enjoy building while delivering moving with speed and agility communicating transparently and providing regular visibility into results.

The scale of this role creates an opportunity to make a meaningful impact across our business. We are a 1500 year-round team and hire an additional 3500 seasonal hires each year including international program participants (J1 H2B LMIA working holiday). As we expand our evolving talent needs require thoughtful partnership to ensure we are structured effectively and attracting exceptional talent.

Leading Talent Acquisition at Pursuit is a significant highly visible role with a direct connection to our people our operations and our business results.

Responsibilities

Strategic Leadership and Ownership

• Own the Talent Acquisition strategy and operating plan aligning hiring priorities with business growth seasonality and workforce plans.

• Translate global TA strategy into regional execution adapting for local markets while staying aligned with Pursuits people strategy.

• Serve as the TA leader for operations partnering with senior leaders to forecast needs prioritize roles and balance speed quality and cost.

• Design and continuously improve TA processes tools and ways of working to ensure a scalable efficient candidate-centric recruitment engine.

• Elevate Pursuits employer brand by leveraging digital social campus and community channels to drive awareness and engagement.

Team Leadership and Function Build

• Develop hospitality industry leading Talent Acquisition Team.

• Define clear goals KPIs and success measures that directly support Pursuits business objectives and workforce plans and provide regular visibility and reporting on such.

• Coach and mentor TA team members on advanced recruiting strategies and tactics stakeholder management and data-driven decision-making.

• Manage team structure capacity and workload allocation to support business priorities and seasonal peaks.

• Foster a culture of accountability collaboration and continuous improvement.

Talent Strategy and Execution

• Design and deliver a TA capability roadmap including tools and training that build consistent high-quality recruiting practices for leaders and hiring managers.

• Own candidate experience standards and ensure they are consistently applied equipping and holding hiring managers and TA team accountable.

• Own the job advertising strategy budget and key vendor relationships (for example Indeed LinkedIn) using performance data to optimize spend channels and applicant quality and aligning the right channels to the right roles.

• Partner closely with the International Programs Partner to shape and optimize international hiring strategies (J1 H2B LMIA working holiday) ensuring volumes and profiles align with business and seasonal needs.

• Partner with People Team on talent planning for critical roles and effective deployment of internal talent to hard-to-fill positions.

• Be ready to personally lead searches for critical and specialized roles ensuring a strong slate of diverse high-caliber candidates.

• In partnership with the Field People Team Operations Marketing and external vendors develop creative strategies for hard-to-fill roles that go beyond traditional recruiting.

Data Technology and Process Optimization

• Own TA performance metrics using dashboards and KPI scorecards (for example fill rates hiring velocity quality of hire source effectiveness candidate experience) to guide decisions and report to senior leadership.

• Lead the optimization of recruitment technology (Workday Paradox sourcing tools assessment tools) to support efficiency and a strong candidate experience.

• Use insights from candidates hiring managers and data to identify bottlenecks and implement rapid adjustments implement rapid adjustments across the hiring funnel.

Qualifications

• Bachelors / post-secondary degree in Human Resources Business or a related field; an equivalent combination of education and progressive TA leadership experience will be considered.

• 7 years of progressive Talent Acquisition dedicated experience including 3 to 5 years leading a recruiting function or team in high-volume front-line recruitment required for success.

• Demonstrated success building and evolving a TA function including designing processes defining operating models setting performance standards and implementing new tools or technologies.

• Strong track record of partnering with senior leaders to translate business and workforce plans into actionable hiring strategies and priorities.

• Advanced experience with applicant tracking systems and recruitment technology; Workday Recruiting and Paradox experience strongly preferred.

• Highly data-driven with experience owning TA metrics and using insights to drive continuous improvement.

• Proven ability to lead develop and inspire high-performing TA teams.

• Hands-on experience designing and executing multi-channel sourcing strategies including direct sourcing employer branding campaigns and targeted outreach for hard-to-fill roles.

• Experience leveraging social and digital channels (for example LinkedIn Instagram TikTok) for recruitment marketing and front-line talent attraction.

• Exceptional communication and relationship-building skills with the ability to influence and align stakeholders across locations and functions.

• Comfortable operating in a fast-paced seasonal growth-oriented environment with the ability to prioritize and make clear tradeoffs.

• Willingness to travel within Canada and the United States as needed to support business leaders TA team members and key recruiting initiatives.

• Valid drivers license required.

#KO1