CONSULTANT TALENT ACQUISITION

City of Toronto•Toronto, ON

11d•Hybrid

About The Position

This is an exciting opportunity to play an active role in supporting recruitment across the City of Toronto. As a Talent Acquisition Consultant within the People & Equity Division, you will support end-to-end recruitment in a large, unionized organization, partnering with hiring managers to deliver fair and accessible recruitment processes. The role involves supporting the full recruitment lifecycle from intake and job postings through sourcing, assessment, selection, and hiring, with care, consistency, and attention to candidate experience. You will provide strong advisory guidance to hiring managers on recruitment options, assessment approaches, qualification requirements, and the implications of different hiring decisions, including supporting the development and review of job posting descriptions and designing competency-based assessment tools. A key part of the role involves applying workforce equity, Reconciliation, accessibility, and human rights principles throughout recruitment activities, identifying and addressing potential barriers, and supporting inclusive outreach. You will use contemporary sourcing strategies and labour-market insight to build strong candidate pools, ensure recruitment decisions are well-documented and aligned with policies, collective agreements, and legislative requirements, and maintain accurate data in recruitment systems. You will also contribute to reporting and insights that inform workforce planning and continuous improvement, and collaborate with colleagues to improve tools, processes, and candidate engagement.

Requirements

Post-secondary education in Human Resources or a related field, or an equivalent combination of relevant education and/or experience.
Considerable experience delivering end-to-end recruitment in a large, complex organization, including unionized environments.
Experience partnering with hiring managers to provide consultation and guidance on recruitment approaches, assessment methods, and qualification requirements.
Experience developing and using inclusive, competency-based assessment tools and supporting fair, accessible hiring processes.
Strong sourcing skills, including the use of modern recruitment tools and strategies to support hard-to-fill roles and diverse candidate pools.
Excellent communication and relationship-building skills, with the ability to work effectively with hiring managers, candidates, and internal and external partners.
Sound understanding of employment legislation, collective agreements, and recruitment-related policies, with the ability to apply them effectively in hiring decisions.
Strong organizational and time-management skills, with the ability to manage multiple recruitment files, shifting priorities, and deadlines in a fast-paced environment.
Strong judgement and problem-solving skills, including the ability to identify risks, navigate complex situations, and escalate issues appropriately.
Proficiency using recruitment systems and digital tools to manage postings, candidate workflows, documentation, and reporting.

Nice To Haves

Experience with SAP and SuccessFactors.

Responsibilities

Partner with hiring managers across the organization to deliver end-to-end recruitment for a diverse range of union and non-union positions.
Support the full recruitment lifecycle—from intake and job postings through sourcing, assessment, selection, and hiring—with care, consistency, and attention to candidate experience.
Provide clear, equity-informed guidance to hiring managers on recruitment options, assessment approaches, qualification requirements, and the implications of different hiring decisions.
Support the development and review of job posting descriptions.
Design competency-based assessment tools.
Help hiring managers navigate recruitment processes in a fair, transparent, and accessible way.
Apply workforce equity, Reconciliation, accessibility, and human rights principles throughout recruitment activities.
Help identify and address potential barriers in job requirements, screening methods, and interview processes.
Support inclusive outreach and sourcing approaches that strengthen representation.
Ensure accommodations are coordinated effectively so candidates have a respectful and inclusive experience throughout the recruitment process.
Use contemporary sourcing strategies and labour-market insight to help build strong candidate pools, particularly for hard-to-fill roles.
Recommend targeted outreach, alternate posting approaches, or modified qualification strategies where appropriate.
Collaborate with senior Talent Acquisition leaders on more complex or specialized searches.
Ensure recruitment decisions are well-documented and aligned with policies, collective agreements, and legislative requirements.
Monitor recruitment activity, maintain accurate data in recruitment systems, and contribute to reporting and insights that inform workforce planning and continuous improvement of recruitment practices.
Contribute to the overall effectiveness of the Talent Acquisition team by collaborating closely with colleagues, supporting shared service standards, and sharing insights on opportunities to improve tools, processes, and candidate engagement.
Support coaching, mentoring, or knowledge-sharing activities that help strengthen recruitment capability across the organization (from time to time).