Director Talent Acquisition

Position Summary

Reporting to the Vice President People and Culture the Director Talent Acquisition is accountable for the development and implementation of Salaried talent acquisition and Hourly Recruitment programs process and policies in partnership with Human Resources and Operations Leadership across all of our operations in support of Sofinas culture and organizational goals. Leading a team of dynamic Talent Acquisition Specialists the Director will develop and implement a progressive approach to talent attraction. They will be accountable for the development of the candidate experience and value proposition making Sofina Foods a company of choice.

In addition the Director has a primary responsibility to collaborate with key stakeholders to develop and recommend cost effective alternate recruitment strategies to source appropriate talent for positions requiring very specific and unique job skills. This role will also motivate mentor coach and act as a resource to the Corporate Talent Acquisition Team and Field HR Leaders in all areas of the recruitment process and programs including training and onboarding new team members.

Key Accountabilities

• Identify and implement appropriate recruitment strategies;
• Develop and negotiate standard assignment fees with search firms and thirdparty vendors;
• Ensure both quality and compliance with regard to partner vendors;
• Establish/ensure standards for offers of employment;
• Build strategies and execute for developing external talent pipeline for current and future opportunities;
• Act as a subject matter expert for the Dayforce Applicant Tracking System. Provide guidance and support to local HR Professionals to resolve any issues;
• Recommend define and achieve recruitment metrics to ensure timely costeffective processes and quality of candidates;
• Provide guidance and support to HR Managers in fulfilling plant level recruitment needs;
• Manage external partnerships with Universities/Colleges and trades Job Boards and placement partners;
• Support the development of Campus Recruitment to build a graduate pipeline;
• Ensure compliance with all employment related regulations including ESA AODA Human Rights Code and WSIB;

• Accountable for creating the Skilled Trade hourly recruitment strategy and complimentary action plan to source operational talent including developing an employment brand and the design of social media posts to increase visibility for Sofina Foods vacancies;
• Conduct external research and best practices to respond to the changing needs of the employment market to enhance/design various recruitment strategies to ensure sufficient pipeline of hourly candidates;
• Manage the Indeed LinkedIn and other 3^rd Party industry relationships and optimize spend and marketing efforts;
• Keep current on new talent acquisition trends and continuously review processes forms and tools;
• Identify opportunities and build out Calendar for virtual and inperson career fairs;
• Oversee the process required to engage Temporary Foreign Workers including the LMIA application and may be responsible to source housing and arrange settlement services;
• Work with Senior HR Leaders to establish KPIs and is responsible for recruitment data analytics. Tracks and reports on relevant recruiting metrics to assess effectiveness of recruiting programs and identify areas for improvement;
• Serves as a strategic partner working with Functional leaders to understand strategic business objectives evaluate alternative recruitment solutions and develop and plan for weekly monthly quarterly and/or annual hourly resourcing forecasts;
• Responsible to conduct research and develop business cases supporting their recommendations to senior leaders regarding alternate recruitment strategies to supplement our direct hiring practices. This can be achieved by partnering with hiring managers to gain knowledge specific to the business unit and the career opportunity;
• Communicates relevant recruiting issues with hiring managers and resolves and/or escalates in a timely fashion;
• Accountable for candidate relationship management by ensuring a positive and effective recruiting and onboarding experience for the candidate;
• Ability to exercise independent judgement and complete projects independently.

Requirements

• Bachelors degree in Human Resources or a related discipline;
• 10 years of professional HR experience which includes five or more years spent in an HR advisory or talent acquisition role in an operations environment;
• 57 years of full cycle recruiting experience;
• Continuous Improvement mindset/focus;
• Computer skills in MS Office are also required;
• Effective communication skills (oral and written) and interpersonal skills required;
• Ability to handle multiple priority projects essential;
• Strong time management/organizational skills essential;
• Comfortable actively engaged in recruitment tasks and has the competency to influence and provide direction to others;
• Facilitation problem solving and teamwork skills necessary.

This instrumental leader will have a postsecondary education including a University degree in a related discipline. They will have experience in all facets of HR as well as demonstrated recruitment expertise developed over 10 years gained across multiple functions up to senior management level within a manufacturing environment.

Director will have the ability to effectively work with and support employees at all levels. They will be an engaging leader with the ability to foster excellent relationships and to influence decision making at all levels. They will be collaborative and excel in a highly entrepreneurial environment.

They will possess well developed organizational skills strong partner with strength in attention to details with respect to numerical financial and statistical analysis. They will have experience in managing and successfully completing multiple projects.

#SMARK

Sofina Foods Inc. is committed to providing accessible employment practices that are in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). Applicants are asked to make their needs/requirements for the purpose of accommodation under AODA known to Human Resources when they are contacted for an interview.