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Key Elements of the Role:

  • Plan, implement and deliver HR projects:
  • Guide collaboration between team members, Talent Development, HR solution centres and other GD/GDLS/GDLS-C teams
  • Support initiatives to respond to trends in HR analytics and evolving business needs
  • Support strategic recruiting initiatives:
  • Partner and actively build relationships with Hiring Managers, Recruiters, HR Business Partners and other stakeholders to understand business needs and to help align Talent Acquisition initiatives
  • Implement strategies to attract and retain talent in critical skillsets
  • Create and analyze enterprise and global metrics (e.g. workforce planning, quality metrics, global dashboard reporting).
  • Monitor the candidate lifecycle for opportunities to optimize candidate and hiring manager experience
  • Provide subject matter expertise about the employee value proposition and Impact communication guidelines
  • Promote and sustain user adoption of new practices, technologies and tools to ensure improved performance:
  • Develop expertise about new tools (dashboards, onboarding, CRM, intelligent messaging, referral tools, etc)
  • Complete ongoing needs analysis for training and development of stakeholders (Talent Acquisition, HR, hiring managers, agencies, etc)
  • Develop, publish and maintain training resources for all stakeholder audiences
  • Identify use cases for new technologies and promote user adoption
  • Coach team members to adopt new practices and support successful outcomes
  • Identify and resolve continuous improvement and optimization challenges
  • Manage the Applicant Tracking System (JobVite) as System Administrator.
  • Provide HR expertise specific to recruitment and selection:
  • Conduct labor market research
  • Ensure conformance to professional standards and provincial statutes
  • Perform research and industry benchmarking
  • Provide recommendations for changes
  • Liaise with internal Legal counsel and third parties, as required
  • Create a collaborative and inclusive work environment that embraces change.

Required Qualifications:

  • University degree in a related field
  • Minimum 5-7 years relevant experience
  • Knowledge of HR practices, applicable labour laws, and Human Rights legislation
  • Demonstrated skill in effective communication, presentations, and conducting research
  • Strong analytical skills with ability to distill information and create insights
  • Customer focus with a proactive approach to recruiting
  • Understanding of confidentiality and privacy compliance

Preferred Qualifications:

  • CHRP designation or in progress
  • Experience with an applicant tracking system

Physical Conditions and Hazards:

The conditions in which an individual or staff works, including but not limited to such things as amenities, physical environment, stress and noise levels, degree of safety or danger, temperature, location.

  • Nature of Supervision: Minimal (Self-directed work)
  • Work Interruptions and Distractions: Medium/significant,
  • Physical Environment: Office
  • Hazards: NA

Physical Demands Description:

Usual mobility demands required are standing, walking, sitting, and stair climbing to access upper offices.

Equipment Utilized:

This section describes the type of equipment an employee is required to use:

Computer - Phone - Mobile device

Medical Surveillance

May include: Anthropometrical Size Restrictions depending on task

Personal Protective Equipment:Applicable when interacting with shop floor (safety shoes, safety glasses, hearing protection. extraction coveralls)

Job Type: Full-time

Work Location: Hybrid remote in London, ON

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