Manager, Talent Acquisition West Coast Oil Pipeline Project

Trans Mountain Corporation operates Canadas only pipeline system transporting oil products to the West Coast. We deliver approximately 890000 barrels of petroleum products each day through a dual pipeline system of more than 1150 kilometres of pipeline in Alberta British Columbia and Washington state.

Trans Mountain also operates a state-of-the-art loading facility Westridge Marine Terminal with three berths providing tidewater access to global markets.

As a federal Crown corporation Trans Mountain continues to build on more than 70 years of experience delivering operational and safety excellence through our crude oil pipeline system.

With our expanded pipeline system now in place Trans Mountain provides enhanced direct access for Canadian crude oil to world markets. The expansion realizes a world-class system for oil transport developed to Canadas high standards within one of the most stringent regulatory regimes in the world creating long-term economic benefits enhanced marine protection enhanced safety and emergency management capabilities and enhanced skilled-worker capacity building in communities and Indigenous groups.

Our Core Values

Trans Mountains core values Safety Integrity Respect and Excellence guide our every step. Each obstacle weve overcome or success weve experienced has been the result of a shared commitment to living these values every day. Together were focused on doing the right thing for each other and our communities. If you are looking for an opportunity to apply your strengths in an environment that encourages Safety Integrity Respect and Excellence we invite you to explore this opportunity with us!

Location: Calgary Head Office
Department: Human Resources
Reports To: Director Talent Acquisition & Programs
Worker Type: Employee

Schedule Type: Full-time

Work Setting: In-office

Trans Mountain is seeking a collaborative motivated and values-driven leader to join our team as Manager Talent Acquisition for the West Coast Oil Pipeline (WCOP). Reporting to the Director Talent Acquisition & Programs this role is responsible for leading the WCOP recruitment team and delivering the talent acquisition strategies hiring plans sourcing programs and recruitment execution required to support workforce ramp-up project delivery and business objectives. The Manager will oversee high-volume specialized time-sensitive Indigenous and contingent workforce recruitment ensuring hiring activity is aligned with workforce plans project schedules readiness requirements and Trans Mountains recruitment standards.

The Manager partners with HR Business Partners business leaders project teams Indigenous Relations Compensation Legal the Manager Talent Acquisition for Corporate and Operations and other stakeholders to anticipate workforce needs mitigate hiring risks align recruitment priorities and deliver consistent inclusive data-informed recruitment solutions. This role also support the coordination and delivery of onboarding and training requirements for WCOP resources.

Key Responsibilities

Strategic Workforce Planning and Business Partnership

• Partner with business leaders HR Business Partners and project stakeholders to understand workforce requirements and translate business priorities into effective recruitment strategies and hiring plans.
• Use workforce plans recruitment data labour market trends and business intelligence to anticipate staffing needs assess talent risks and support proactive hiring decisions.
• Coordinate with the Manager Talent Acquisition for Corporate and Operations to align recruitment practices resource planning reporting candidate experience and shared Talent Acquisition priorities.

Recruitment Delivery and Candidate Experience

• Lead full-cycle recruitment delivery and related onboarding coordination for WCOP ensuring consistent efficient and high-quality execution for candidates contingent workers hiring leaders and project stakeholders.
• Oversee recruitment strategies that support high-volume specialized time-sensitive and contingent workforce hiring requirements.
• Build talent pipelines through direct sourcing employee referrals Indigenous talent networks contingent workforce partners community and educational partnerships industry associations past applicants job boards LinkedIn and targeted digital platforms.
• Identify opportunities to improve recruitment processes resolve process gaps and create scalable efficient and consistent Talent Acquisition practices that align with enterprise standards and WCOP project requirements.
• Develop monitor and report recruitment metrics to provide visibility into hiring progress strength and depth of the talent pipeline time-to-fill sourcing effectiveness workload recruitment risks outcomes and continuous improvement opportunities.
• Manage recruitment agency relationships and vendor performance to ensure partners deliver quality candidates timely service and value aligned with WCOP hiring needs.

Inclusion and Accessibility

• Champion inclusive and accessible recruitment practices that support a positive candidate worker and hiring leader experience.
• Lead inclusive sourcing and selection strategies including Indigenous sourcing approaches and partnerships that broaden access to WCOP employment opportunities.
• Strengthen Trans Mountains employer brand and market presence through targeted outreach campaigns community partnerships professional associations recruitment vendors and digital platforms.

Team Leadership and Resource Management

• Build/hire lead coach and develop a WCOP Talent Acquisition team consisting of Senior Talent Acquisition Advisors and Talent Acquisition Coordinators ensuring the team is focused engaged accountable and aligned to business needs and project timelines.
• Assign Talent Acquisition resources based on hiring priorities workload business requirements project timelines recruiter capacity and coordinator support needs.
• Establish clear team routines service expectations escalation practices and workload management processes to support timely recruitment delivery and a consistent hiring leader and candidate experience.
• Provide day-to-day guidance on complex recruitment matters including hard-to-fill roles priority searches market constraints candidate issues vendor performance and hiring risk mitigation.

Qualifications and Experience

• Bachelors degree in Human Resources Business or related field; CPHR and/or RPR designation is an asset.
• 10 years of progressive Talent Acquisition recruitment workforce planning or related HR experience including large-scale projects high-volume recruitment specialized technical hiring Indigenous sourcing or contingent workforce recruitment; minimum 5 years in a leadership capacity preferably leading recruitment teams in complex operational project industrial infrastructure or energy environments.
• Experience developing recruitment strategies hiring plans candidate attraction approaches and multi-channel sourcing strategies that support hard-to-fill high-volume specialized Indigenous and contingent workforce hiring needs.
• Experience managing recruitment agencies or external search partners including setting expectations monitoring performance and ensuring delivery against hiring commitments.
• Strong stakeholder consultation program management and project management skills with the ability to manage competing priorities influence hiring decisions and deliver practical Talent Acquisition solutions.
• Proficiency with applicant tracking systems LinkedIn Recruiter sourcing platforms resume databases talent analytics and recruitment technologies.
• Strong data literacy with the ability to analyze recruitment metrics pipeline health labour market trends time-to-fill quality of hire sourcing channel effectiveness and other indicators to inform decisions and continuous improvement.
• Collaborative and supportive leader with demonstrated ability to coach develop and engage team members while fostering accountability teamwork inclusion integrity and professionalism.
• Excellent communication judgment discretion and relationship-building skills with the ability to work effectively with leaders colleagues candidates workers vendors and stakeholders at all levels.
• Maintains confidentiality calm under pressure and demonstrates a high level of professionalism.

Application

Candidates may submit their application in English or French. To apply in French please use our French careers site: Careers (French)

At Trans Mountain we believe in an inclusive accessible and barrier free recruitment and selection process for all applicants. If you require an accommodation at any point in the process please contact us at: or the designated Talent Acquisition Advisor. Accommodation requests will not affect the assessment of your application or candidacy or the designated Talent Acquisition Advisor. Accommodation requests will not affect the assessment of your application or candidacy.

We Build Careers and Pipelines That Last

Our story is about determination resourcefulness and resilience. Its about charting our own course finding innovative solutions to challenging problems and doing the right thing. It was true when Trans Mountain became a company in 1951 and its just as true today. We welcome new members to our team that embrace the qualities in our story that thrive on the new path and directions we take. Our culture is one of care and taking our responsibilities seriously. If you would like to contribute to our culture then join our journey.

A Rewarding Opportunity

We offer:

• Valuable experience providing opportunity for professional development and career advancement;
• An opportunity to engage with and learn from some of the most talented and experienced people in the business;
• Competitive compensation;
• Comprehensive benefits programs including flexible benefits pension and savings plans;
• A place to share a sense of purpose and build relationships;
• Meaningful work that makes a difference;
• An opportunity within the Canadian energy industry.

We value:

• The health safety and wellness of everyone working in our company;
• Meaningful participation from Indigenous and local communities;
• The commitment and resilience of our people;
• Collaboration and achieving success together.

In keeping with Trans Mountains commitment to maximize benefits for communities priority will be given to qualified candidates from Indigenous local and regional communities along the Trans Mountain pipeline corridor.

In Alberta the pipeline system spans the traditional territories of Treaty 6 7 and 8 and the Métis Nation of Alberta (Zone 4).

In British Columbia the system crosses the traditional territories of numerous First Nations that are affiliated with the Secwepemc Dakelh (Carrier) Nlakapamux Syilx/Okanagan Interior and Coast Salish Stó:lo as well as the Métis.

Trans Mountain also operates through 15 First Nation Reserves located within the region spanning the BC interior through Fraser Valley.

Our Commitment to Inclusion Diversity Equity and Accessibility (IDEA)

Trans Mountain is committed to fostering inclusion diversity equity and accessibility. The diverse viewpoints and cultural knowledge that our employees bring to work enrich our organizations collective cultural understanding which is reflected in the work we do every day. We strive to create an environment that is free of barriers to promote full participation in the workplace. Trans Mountain welcomes new team members from traditionally underrepresented groups including but not limited to women Indigenous Peoples members of racialized groups persons with disabilities and members of the 2SLGBTQI community.