Primary Function:

The Human Resources Specialist (Talent Acquisition and Workforce Planning) is responsible for attracting, identifying, and securing talent across manufacturing, skilled trades, engineering, technical, professional, and corporate functions. This role is accountable for recruitment outcomes, including fill rate, time-to-fill, quality of hire, and retention of new employees.

Working closely with business leaders, the Human Resources Specialist (Talent Acquisition and Workforce Planning) develops talent pipelines, implements sourcing strategies, identifies hiring opportunities and workforce incentives, and ensures the organization remains competitive in attracting top talent.

In addition to talent acquisition responsibilities, the role supports employee relations, workforce transitions, compensation design, job architecture, and organizational effectiveness initiatives that contribute to a positive employee experience and support business growth.

Qualifications and Educational Requirements:

• Bachelor's Degree in Human Resources, Business Administration, or related field. 
• Minimum 5 years of progressive Human Resources experience with significant recruitment and talent acquisition responsibilities. 
• CHRP designation preferred. 
• Recruitment-focused certifications such as RPR (Registered Professional Recruiter) or other Talent Acquisition certifications are considered assets. 
• Demonstrated success in full-cycle recruitment is more important than designation alone.
• Demonstrated success recruiting within manufacturing, skilled trades, engineering, technical, professional, and corporate environments. 
• Experience sourcing passive candidates and filling difficult-to-recruit positions. 
• Knowledge of Provincial Employment Standards, Human Rights legislation, and employment best practices. 
• Knowledge of USA Employment best practices and recruitment experience an asset.
• Experience conducting salary benchmarking and market compensation reviews. 
• Strong interviewing, networking, relationship-building, and candidate assessment skills. 
• Demonstrated ability to identify critical success factors and "must-have" requirements for roles across manufacturing, skilled trades, engineering, technical, professional, and corporate functions. 
• Strong judgment in assessing candidate fit, capability, potential, and alignment with organizational culture and business values. 
• Proven ability to influence hiring decisions through data, assessment, and market insights. 
• Experience managing external recruitment agencies and holding recruitment partners accountable for hiring outcomes.
• Experience utilizing HRIS, ATS systems, LinkedIn Recruiter, and other recruitment platforms. 
• Excellent communication, organization, analytical, and problem-solving skills.
• Demonstrated experience in reports, intermediate MS Office Skills
• Privacy and sensitivity of information will require discretion, an excellent command of verbal and written skills and attention to detail
• Clear Background Checks - Credit and Criminal
• Valid driver’s license and able to travel 5% of time to other locations
• Eligible to work in Canada

Responsibilities, Skills, and Competencies:

1. Talent Acquisition & Recruitment
   • Own the full-cycle recruitment process from approved requisition through successful onboarding.
   • Develop and execute recruitment strategies to attract qualified candidates across manufacturing, skilled trades, engineering, technical, professional, and corporate functions.
   • Proactively source and headhunt talent through networking, referrals, talent pools, industry associations, social media platforms, and recruitment databases.
   • Conduct resume reviews, screening interviews, candidate assessments, and hiring recommendations.
   • Build and maintain talent pipelines for critical and recurring positions.
   • Partner with hiring managers to identify workforce requirements and develop hiring plans.
   • Coordinate interviews, candidate communications, employment offers, and pre-employment requirements.
   • Continuously evaluate and improve sourcing effectiveness, candidate quality, and recruitment processes.
   • Research and leverage government grants, apprenticeship programs, hiring incentives, and workforce development opportunities.
   • Monitor labour market trends, recruitment challenges, and talent availability to support hiring decisions.
   • Reduce reliance on third-party recruitment agencies through effective direct sourcing strategies.
2. Workforce Planning & Talent Insights
   • Partner with leaders to understand current and future workforce requirements.
   • Monitor recruitment metrics and labour market trends to identify risks and opportunities.
   • Analyze hiring outcomes and recommend strategies to improve recruitment effectiveness and workforce stability.
   • Support succession planning and talent pipeline development for critical positions.
   • Develop recommendations to improve employee retention and workforce readiness.
3. Compensation Design & Job Architecture
   • Develop, review, and maintain job descriptions to ensure alignment with business requirements and organizational structure.
   • Conduct salary benchmarking and market compensation analysis.
   • Support the design and review of compensation structures and pay practices.
   • Provide recommendations regarding external competitiveness and internal equity.
   • Assist with compensation reviews and organizational design initiatives.
   • Support position evaluations and role alignment activities.
4. Employment Changes & Workforce Transitions
   • Support promotions, transfers, organizational changes, compensation changes, and workforce restructuring activities.
   • Prepare and review employment-related documentation including employment change letters and other employee communications.
   • Administer and coordinate leaves of absence.
   • Coordinate return-to-work plans, accommodations, and modified work arrangements.
   • Support leaders through workforce transitions while ensuring consistency, compliance, and a positive employee experience.
5. Employee Relations & Engagement
   • Support current and future business needs through the development, engagement, motivation, and retention of employees.
   • Provide coaching and guidance to managers on performance management, employee concerns, conflict resolution, investigations, and policy interpretation.
   • Support performance conversations, disciplinary matters, investigations, documentation, and terminations.
   • Develop trusted working relationships with employees and leaders while balancing employee needs and business requirements.
   • Support employee engagement initiatives and assist leaders in translating feedback into actionable improvements.
   • Coordinate and manage employee leaves of absence and return-to-work programs.
   • Develop and implement modified work arrangements and accommodation plans in collaboration with employees and leaders.
   • Monitor employee progress throughout return-to-work plans and ensure successful workplace reintegration.
   • Identify barriers to successful return-to-work outcomes and recommend practical solutions that support both the employee and operational requirements.
   • Support workforce transitions including promotions, transfers, restructuring activities, and organizational changes. 
6. Maintain Document Control for HR documents and assist with audits HR and H&S
7. HR Reporting, Projects and other tasks as assigned.
8. Provide training and support to other team members of the human resources department
9. Able to lift up to 10lbs; may work in hot areas 5%, noise 0%.
10. Ensure adherence to Health and Safety as well as active participation in 5S activities in work area.

Measures of Success/ KPI Metrics:

1. Talent Acquisition

• Fill Rate achievement for approved positions.
• Time-to-Fill against established targets.
• Quality of Hire based on hiring manager feedback and employee performance.
• 90-Day Stay Rate of new hires.
• Offer Acceptance Rate.
• Candidate pipeline strength for critical positions.
• Reduction in agency recruitment spend.
• Third-Party Recruiter Performance.
• Percentage of hires sourced directly.

2. Workforce Planning

• Workforce vacancies maintained within target levels.
• Hiring forecast accuracy.
• Succession pipeline readiness for key positions.

3. Employee Relations & Workforce Transitions

• Timely resolution of employee relations matters.
• Quality, consistency, and defensibility of employee documentation.
• Manager satisfaction with HR support and guidance.
• Employee engagement action plans completed and maintained.
• Return-to-Work Success Rate: Successful Return-to-Work outcomes through proactive case management, accommodation planning, and sustainable reintegration of employees into the workplace.
• Percentage of employees successfully completing Return-to-Work plans without relapse, re-injury, or plan failure.
• Timeliness of Return-to-Work plan implementation.
• Duration of accommodated work arrangements compared to expected timelines.
• Successful workforce transitions completed with accurate documentation and minimal disruption.

4. Compensation & Job Design

• Completion and maintenance of job descriptions.
• Timely salary benchmarking and market reviews.
• Quality and consistency of compensation recommendations.

5. Operational Excellence

• Accuracy of recruitment and employment records.
• Compliance with legislative and company requirements.
• Successful utilization of available hiring grants, subsidies, and workforce development programs.

This position is located at 6635 Ordan Drive in Mississauga, ON. Hours are typically 8:00am to 4:30pm. 

Pay: $80,000.00

This is a Full-time, Salary position.  This posting has one (1) vacancy. 

Want to see what it's like working at MAD? Visit us on Facebook [https://www.facebook.com/madelevator].

Due to the number of responses, only qualified candidates who meet the requirements of the job will be selected for an interview.

We are an Equal Opportunity Employer in accordance with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the Ontario Human Rights Code (OHRC). Accommodations can be made available to applicants with disabilities throughout the recruitment, selection and/or assessment process.

If you require accommodation in applying for a posting, please contact Human Resources [https://madelevator.com/accessibility-commitment-statement].