Job Title: Talent Attraction & Employer Branding Specialist Department: People & Culture Reporting to: Director, Talent Acquisition Location: Mississauga, ON / Hybrid Vacancy Status: This posting is for an existing vacancy.

Greenfield is looking for a Talent Attraction & Employer Branding Specialist to join our growing team. Position Overview

This is an exciting opportunity to shape how Greenfield Global attracts, engages, and hires top talent. As Talent Attraction and Employer Branding Specialist, you will own far more than requisitions and interviews. You will help define who Greenfield Global is as an employer, elevate the experience of every candidate who engages with the company, and equip hiring managers to become powerful ambassadors for our brand and culture. The ideal person is equal parts recruiter, brand storyteller, systems thinker, and trusted business partner. You are energized by building the tools, processes, and relationships that turn hiring into a competitive advantage. Who We Are: Greenfield Global is a leading producer and supplier of high-value, mission-critical raw materials, ingredients, and additives that are vital to businesses and integral to a lower-carbon economy. From start-ups to the largest brands in the world, customers trust Greenfield’s extensive portfolio of premium products, regulatory expertise, and industry-leading service to improve people’s lives and the health of the planet. Why Join Greenfield? We innovate, collaborate, and work with purpose. By unlocking the potential of people, partnerships, and nature to accelerate sustainable solutions for the health of the planet, our work has a positive impact on the environment around the world. We’re always looking for people who can bring new talents and experience to our team. Who You Are: A talent for storytelling and communication, with the ability to translate culture into a compelling employer brand. Strong relationship-building and influencing skills, and the credibility to coach hiring managers and leaders. A proactive, organized, and process-oriented approach, with the initiative to build structures where none exists. Curiosity about the business and a willingness to learn the technical and specialized roles you will hire for. Demonstrates Greenfield values of honesty, integrity, respect, commitment, and openness to change. Your Experience Should Include: Experience in talent acquisition, recruitment, or employer branding, ideally within a complex or technical organization. Confidence with HR technology; direct experience with Dayforce or a comparable HRIS or ATS is a strong asset, along with genuine enthusiasm for optimizing systems. Job Responsibilities: Full-cycle talent attraction • Manage end-to-end recruitment across a range of roles, from sourcing and screening through offer and hire, delivering a pipeline of high-quality candidates. • Develop targeted sourcing strategies for a diverse and often highly specialized set of positions, using both proactive outreach and creative talent-market research. Systems and technology • Become a Dayforce power user. Greenfield Global runs Dayforce as its HRIS and ATS, and the Recruiting and Onboarding module will undergo a re-optimization this year. You will play a hands-on role in that project, helping to configure, test, and refine workflows. • Bring a systems-focused mindset, using data and technology to streamline hiring, improve reporting, and remove friction from the recruitment and onboarding experience. Employer branding and Employee Value Proposition (EVP) • Help build Greenfield Global's Employee Value Proposition. An EVP is the promise the company makes to its people: the mix of purpose, growth, culture, and rewards that defines what it is like to work here and why top talent should choose and stay with Greenfield Global. • Support EVP development from the ground up, including gathering insights from current employees, helping to shape the core messaging and value pillars, and ensuring the story is authentic to the culture. • Translate the EVP into compelling careers content, job postings, social media, and recruitment materials, keeping the employer brand consistent across every channel and touchpoint. Hiring manager enablement • Turn hiring managers into talent magnets. Company culture is a priority at Greenfield Global, and how leaders show up in the hiring process is central to that. You will partner with hiring managers and interview teams to coach, educate, and train them to represent the business and its culture with confidence. • Lead this as a signature project, building the guidance, training, and accountability that ensure hiring managers are engaged, prepared, and consistent throughout the recruitment journey. Candidate experience • Elevate the candidate experience to a white-glove standard, ensuring every candidate feels informed, respected, and valued from first contact through onboarding. • Design the moments and communications that help top talent transition smoothly from candidate to committed employee. Process, tools, and resources • Create the processes, tools, and resources that make talent attraction scalable, repeatable, and effective, from interview guides and templates to sourcing playbooks and hiring toolkits. Business partnership and relationship building • Develop a deep understanding of the business. Greenfield Global hires a number of specialized and technical roles and knowing the work is critical to attracting the right people. • Build strong, trusted relationships across the organization, partnering closely with leaders and teams to anticipate hiring needs and deliver as a genuine talent advisor. Total Compensation & Care: Base salary dependent on experience and demonstrated performance – $75,000 to $95,000. Formal and informal training opportunities Comprehensive health and dental benefits Income protection: short- and long-term disability coverage, life insurance, paid personal sick time Vacation time exceeding industry standards Company funded retirement savings program with individual contribution opportunities Meaningful and challenging work Curated intentional culture focused on growth and development, engagement, and communication About Us We own and operate five distilleries, four specialty chemical manufacturing and packaging plants, and three next-generation biofuel and renewable energy R&D centers. This integrated model enhances supply chain transparency, quality control, custom formulation development, and ultimately customer satisfaction. Core Principles Innovation: We are constantly seizing opportunities to develop new products, processes and methods to meet the diverse and demanding requirements of our customers. Collaboration: We are part catalyst, part collaborator. We work with partners to get the most out of our existing products, and to develop custom solutions for our customer requirements. Responsibility: Our commitment to give back to local communities in the US and Canada goes beyond the bottom line. We give back to the planet by processing renewable resources into low carbon fuels and chemicals. Agility: Our team is not only fast, we have the flexibility and creativity to pivot with customer needs to develop custom-made, on-time solutions. Discipline: At every plant, and for every customer, for every shipment, we put quality first. We operate a tight, transparent supply chain while meeting the highest regulatory standards. At Greenfield, people—not AI—make our hiring decisions. We use AI only for routine administrative support and never to screen candidates or determine outcomes. Every application is reviewed by our team, and if any step involves increased AI use, we’ll inform candidates in advance. We’re committed to responsible, transparent, and fair hiring practices.