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  • 11 Oct 2018 9:15 PM | Jane Watson (Administrator)

    Talent & Recruitment Strategist  - McMaster University | Apply online

    Job Summary

    Reporting to the Senior Manager, Organizational Development, the Talent Recruitment Strategist will drive the creation of a talent recruitment strategy that supports leaders throughout the institution to identify, select and onboard new employees to help McMaster continue to thrive and achieve its strategic intent. The incumbent will develop, promote, implement, or coordinate recruitment strategy, programming and services, to attract, and engage employees at McMaster while providing expert advice as an impartial resource to facilitate common best practices and positive change while ensuring a coordinated approach to the execution of equitable and diverse recruitment practices.

    Working with hiring managers, leaders, selection committees, and HR partners, the Talent Recruitment Strategist will provide a broad range of client focused guidance, training and consultative service around talent recruitment strategy to encourage program development and continuous improvement. This position provides an opportunity to drive the University's talent initiatives, promote the employee value proposition effectively to attract the best employees while supporting equity and inclusive excellence.

    Human Resources Services Mission:

    As valued added service-partners we cultivate human potential and champion an inclusive community by: enabling University strategy; collaborating with our community, delivering service excellence and empowering learning and growth.

    The Human Resources Services team at McMaster partners with departments, faculties and teams across the university to recruit and hire diverse and talented employees. With a highly decentralized talent recruitment and selection process, McMaster University seeks to align the human resources systems, policies, practices and programs to build, enhance and maintain McMaster’s employment brand, enrich the candidate experience and promote a culture of top talent, all while fully integrating the principles of employment equity, accessibility, diversity and inclusion.   Organizational Development is an integral component of Human Resources Services. This unit’s strategic alignment is to cultivate human potential and build organizational capability. We recognize that our employees and partners are our most valuable assets.

    Accountabilities

    In a collaborative and team environment, which embraces the values of trust, accountability, integrity, teamwork and service, the Talent Recruitment Strategist has the following accountabilities: 

    Talent Guidance, Advice and Influence:

    • Guides, advises and provides comprehensive consultation to supervisors and hiring managers within faculties and/or departments with respect to the selection, hiring and onboarding of talent which guide both internal and external recruitment, and redeployment at McMaster.
    • Influences and guide hiring managers with aspects of the talent acquisition process/life-cycle
    • Develops digital/social media plan into recruiting roadmap including multiple social media channels.
    • Provides guidance and expertise with the execution of end-to-end recruitment to support hiring requirements, ensuring a timely pipeline of talent in alignment with strategy needed to meet the current and future needs of McMaster
    • Promotes and supports the development of an employee value proposition and is a key driver as needed to maintain preferred employer status
    • Assesses skills assessments; drive employee referral processes, hiring quality audits, budget and process compliance and other special projects.
    • Assesses and anticipate future talent demands (prioritizing hard to fill roles) and develop proactive strategies to ensure a high calibre pipeline and minimize the time to fill when vacancies arise
    • Works with units across the University to support equity-focused recruitment initiatives and procedures and foster a culture of respect and inclusivity, and promote and advance an understanding of diversity across the Institution.

    Talent Program Review, Development and Education:

    • Within an established framework (i.e. Institutional strategic priorities and HRS Strategic Plan), defines and implements a consistent talent recruitment strategy and service delivery model,
    • Facilitates the development of various print materials and use of social media to enhance format of job advertisements aligned with University branding to ensure sufficient presence and promote McMaster University as a preferred place to work.
    • In conjunction with other HR partners, drafts procedures and guidelines, keeping in mind the employment equity goals of the University.
    • Takes a lead role in developing and reviewing recruitment programming and related tools from an employment equity perspective for all relevant employee groups. 
    • Leads the development of an exit interview strategy and survey tool to gather confidential information while providing employees with pertinent and accurate information related to ending their employment with the University.
    • Leads the pilot launch of an internal agency that services McMaster University’s interim employee hiring needs and manages sourcing, screening and placing all interim employees in work assignments for high user clients throughout the university.  Based on success of pilot, explore expansion to additional clients.
    • Facilitates or supports selection committees to ensure that the members of the committees have the appropriate supporting tools and resources necessary to make decisions within staff and faculty hiring guidelines.
    • Partners with the Employment Equity Specialist to address areas of low designated group member representation through education and outreach strategies.
    • Develops a central onboarding program for new employees including the modification of existing hiring, onboarding templates, guides and/or tools in support of the institutional goals and objectives that advance employment equity and create a positive and inclusive employee experience.
    • Delivers training on equitable recruitment practices and programming to educate, guide and support hiring managers and equity advisors that include posting processes and interviewing techniques for the University community, areas of protected grounds under the Human Rights Code, accessibility, etc.

    Talent Forecasting, Analysis and Reporting:

    • Provides support to central HR units with talent related data collection and analysis functions to support effective human resource planning.
    • Keeps abreast of trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices.
    • Develops robust metrics to measure employee acquisition effectiveness with a focus on continuous improvement that reshapes and rebuilds existing standards and metrics.
    • Produces reports of recruitment activities and progress in achieving employment equity goals.
    Qualifications
    Education
    • University degree or the equivalent combination of education and experience
    Experience
    • A minimum of 5 years’ experience in a leadership role in a related field, with preference given to those with experience in employment equity in a University environment
    Knowledge/Skills
    • Demonstrated knowledge of applicable legislation and experience working with equity-seeking communities is essential.
    • Strong communication, decision making skills and possesses good judgement.
    • Excellent presentation, facilitation and public speaking skills.
    • Sound knowledge of recruitment, selection and testing practices
    • Sound knowledge of general human resource management and organizational development practices, policies and trends, knowledge of current employment legislation eg. Employment Equity
    • Knowledge of employment equity data and resources and how to best utilize them.
    • Strong interpersonal, group process, facilitation, organizational and team-oriented skills
    • An appreciation of the University environment, its diversity and an ability to relate well to staff, students and faculty.
    • Experience in the design and delivery of educational programs in the areas of recruitment that enables diversity and employment equity.
    • High level of competency in qualitative data analysis and management is required.
    • Experience in program development and in implementing university policies and procedures.
    • Demonstrated ability to work collaboratively with other individuals and groups, including equity-seeking groups, that work in complementary areas and the ability to work independently as well as part of a multi-disciplinary team.
    • Broad knowledge of institutional structures, policy, regulations and administrative systems in University or equivalent context.
    • Demonstrated experience developing public education materials, or community initiatives related to human rights education.
    • Ability to interact with individuals at all levels within the University as well as externally and to deal with all individuals in a manner which facilitates cooperation
    • High degree of political acuity and judgment.
    • High level of experience in social media is considered an asset.
    Leadership Effectiveness
    McMaster’s core leadership capabilities are designed to nurture employee engagement through best people practices.  All leaders will demonstrate these Leadership Capabilities by:  Taking a Strategic Approach; Communicating and Collaborating; Developing People; Investing in Relationships; Championing Change and Innovation; and Driving Results.
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