Talent Acquisition Specialist

Report to: Director Talent & Development, Canada & USA

Position Summary

The Talent Acquisition Specialist is a key member of the Human Resources team, responsible for leading full-cycle recruitment and workforce attraction initiatives across all business units. This role will act as a trusted advisor to hiring managers, aligning talent acquisition strategies with business objectives and ensuring an exceptional candidate and hiring manager experience.

In addition to talent acquisition responsibilities, this position provides hands-on HR support within the manufacturing environment, serving as a visible and approachable HR presence on the floor. The role requires a strong working knowledge of HR practices, the ability to address day-to-day employee relations matters, and support core HR processes such as onboarding, badge administration, and employee communications.

The Talent Acquisition Specialist will also play a central role in advancing the organization’s employer brand, driving process improvements, and supporting programs that build long-term talent pipelines — including internship and early-career initiatives.

Key Responsibilities

Full-Cycle Talent Acquisition

• Lead the end-to-end recruitment process for all assigned roles, from intake meetings to onboarding, ensuring a professional and efficient hiring experience for candidates and managers.
• Partner with hiring managers to understand departmental needs, role requirements, and team dynamics to develop targeted recruitment strategies.
• Conduct job market research and competitive analysis to establish appropriate compensation recommendations and sourcing approaches.
• Write compelling job postings that reflect the company’s brand and attract high-quality candidates.
• Source, screen, and interview candidates using a variety of methods including job boards, professional networks, social media, and referrals.
• Develop structured interview guides and assessment tools tailored to each position to support objective and consistent selection decisions.
• Coordinate and facilitate interview processes, ensuring timely communication, scheduling efficiency, and meaningful feedback loops for both candidates and managers.
• Oversee offer preparation, negotiations, and onboarding logistics in alignment with HR policies and internal equity guidelines.

Temporary & Contingent Workforce Management

• Manage the full lifecycle of temporary staffing for Greenfield Industries, serving as the primary contact for staffing agencies and internal stakeholders.
• Coordinate recruitment, onboarding, orientation, and offboarding for temporary employees, ensuring compliance and seamless integration into operations.
• Track agency performance, manage timesheets and billing accuracy, and implement continuous improvement measures based on feedback from managers and trainees.
• Maintain strong partnerships with agency partners to ensure access to qualified labor and timely support for high-demand roles.

Talent Pipeline Development

• Build and maintain relationships with universities, colleges, trade schools, and professional associations to establish long-term partnerships and early-career pipelines.
• Represent the company at job fairs, community events, and networking sessions to promote opportunities and enhance visibility among potential candidates.
• Proactively develop and maintain a database of qualified candidates for current and future roles across multiple functions and geographies.
• Foster diversity, equity, and inclusion in all sourcing efforts by implementing inclusive outreach and selection practices.

Internship & Early Career Programs

• Support the design, coordination, and continuous improvement of the corporate internship program to align with business needs and talent development goals.
• Partner with academic institutions and career centers to attract high-performing students and graduates.
• Assist hiring managers in defining meaningful intern assignments and ensuring a structured learning experience.
• Collect and analyze feedback from interns and supervisors to refine future program cycles.

Employer Branding & Talent Marketing

• Partner with the Director of Talent & Development and the Marketing team to enhance the company’s employer brand and promote its culture, values, and career opportunities.
• Contribute to the development of the company’s Employer Value Proposition (EVP) to position the organization competitively in the market.
• Create and share engaging recruitment content for job postings, social media, and industry events.
• Act as an ambassador for the company at external events, conferences, and online platforms to strengthen brand awareness and candidate engagement.

On-Site HR Support & Employee Relations

• Maintain a consistent presence on the manufacturing floor, proactively engaging with employees and supervisors to build relationships and foster a positive work environment.
• Serve as a first point of contact for day-to-day employee concerns, addressing routine HR issues and escalating more complex matters as appropriate.
• Conduct regular walk-throughs of the facility to stay connected to workforce needs, identify concerns early, and support operational leadership.
• Facilitate or support daily and/or shift-based meetings (e.g., morning huddles), reinforcing communication, engagement, and key HR initiatives.
• Assist with employee relations matters including attendance concerns, policy clarification, and basic conflict resolution.
• Support consistent application of company policies, procedures, and workplace expectations across the site.

HR Operations & Administrative Support

• Manage employee badge creation, access updates, and related onboarding logistics.
• Support onboarding activities, including new hire orientation and documentation completion.
• Maintain accurate employee records and ensure compliance with HR policies and procedures.
• Assist with payroll-related processes such as timekeeping review and coordination with payroll (payroll experience a plus).
• Provide general HR administrative support as needed to ensure smooth day-to-day operations.

Process Optimization & Compliance

• Ensure that all recruitment activities are compliant with internal policies, employment standards, and applicable legislation.
• Maintain accurate candidate and requisition data in the applicant tracking system (ATS) and generate reports on key metrics such as time-to-fill, cost-per-hire, source effectiveness, and candidate quality.
• Identify and recommend process improvements to increase recruitment efficiency, consistency, and scalability.
• Stay current on talent acquisition trends, technologies, and labor market developments to continuously evolve recruitment strategies.

Learning, Onboarding & Development Support

• Assist with the coordination and facilitation of onboarding and employee development initiatives.
• Support the implementation of workshops, leadership programs, and continuous learning opportunities.
• Gather and analyze feedback to assess program effectiveness and identify future learning needs.
• Contribute to the development of mentorship and career development frameworks that support employee engagement and retention.

Qualifications

• Bachelor’s degree in human resources, Business Administration, or a related field.
• Minimum of 3–5 years of experience in full-cycle recruitment or talent acquisition, preferably in a manufacturing or industrial environment.
• Strong understanding of sourcing strategies, interviewing techniques, and selection processes.
• Proven ability to build and manage relationships with hiring managers, candidates, and external partners.
• Exceptional communication, interpersonal, and organizational skills.
• Proficiency with Applicant Tracking Systems (ATS), HRIS platforms, and recruitment-related tools.
• Knowledge of employment legislation and best practices in recruitment and compliance.
• High level of professionalism, confidentiality, and attention to detail.

Preferred Skills & Attributes

• Experience managing high-volume or multi-site recruitment.
• Familiarity with employer branding and social media recruiting strategies.
• Bilingual (English/French) considered a strong asset.
• Demonstrated initiative, adaptability, and ability to work both independently and collaboratively.
• Passion for creating positive candidate experiences and promoting a strong company culture.