Manager, Talent Acquisition

Yee Hong Centre For Geriatric Care•Mississauga, ON

12d

About The Position

The Talent Acquisition Manager plays a critical leadership role in advancing the organization’s People Plan by building a strong, sustainable, and high-performing workforce across existing homes and supporting the successful opening of our new long-term care home. Reporting to the Chief People Officer, this role leads a team of two Talent Acquisition Specialists and Student Placement Coordinator who are accountable for the full talent acquisition lifecycle, ensuring workforce stability today while proactively building pipelines for the future. A key focus of this role is to lead a modern, data-driven talent marketing and outreach strategy that strengthens the organization’s reputation as an employer of choice and builds diverse, sustainable talent pipelines. Grounded in our values of We Care. We Collaborate. and We Commit, this role ensures a people-centered, inclusive, and high-impact approach to attracting and hiring talent aligned with our mission of delivering exceptional, person-centred care.

Requirements

Post-secondary education in Human Resources, Business, or related field.
5–7+ years of progressive experience in talent acquisition, including leadership experience.
Proven success in talent marketing, outreach, and pipeline development, particularly in competitive labour markets.
Experience in healthcare, long-term care, or unionized environments preferred.
Strong knowledge of ATS platforms, sourcing tools, and recruitment analytics.
Demonstrated success building partnerships across community, campus, and workforce networks.
Ability to converse in Chinese an asset
Successful applicants must provide a recent satisfactory vulnerable sector police reference check and medical clearance certificate.

Responsibilities

Lead and execute a comprehensive talent acquisition strategy to support staffing needs across the organization.
Partner with operational leaders to forecast workforce needs and align recruitment plans to ensure workforce stability and quality of care.
Lead recruitment readiness for our new home opening, including high-volume hiring campaigns for late fall launch.
Supports management and leadership recruitment, partnering with senior leaders to attract, assess, and secure high-impact talent aligned with organizational values and strategic priorities.
Monitor and report on key recruitment metrics (time-to-fill, vacancy, quality of hire, 90/180-day retention).
Lead, coach, and develop a team of talent acquisition specialist and student coordinator to deliver high-quality, efficient recruitment services.
Establish clear service standards, performance expectations, and accountability measures.
Build team capability in proactive sourcing, pipeline development, and values-based hiring.
Lead the development and execution of a comprehensive talent marketing strategy aligned to the organization’s Employer Value Proposition (EVP) and People Plan.
Partner closely with Communications to design and deliver multi-channel recruitment campaigns, including digital, social media, community media, and targeted outreach aligned to priority roles (e.g., PSWs, RPNs, RNs).
Oversee the creation of compelling, culturally relevant content (employee stories, day-in-the-life features, leadership messaging, community impact) to strengthen brand authenticity and engagement.
Leverage data and analytics to optimize campaign performance (click-through rates, conversion rates, cost-per-hire, source effectiveness).
Ensure consistent employer brand messaging across all candidate touchpoints, including job postings, career site, social media, and recruitment events.
Continuously evolve the EVP to reflect workforce needs, diversity, and community connection.
Leads the strategy and integration of funded workforce programs (e.g., Personal Support Worker Return of Service Program (PSW ROS), Preceptor Resource and Education Program (PREP)) into recruitment, ensuring alignment with workforce planning, new home readiness, and measurable outcomes (conversion, cost, pipeline strength).
Design and lead a proactive outreach strategy to build sustainable talent pipelines across local, regional, and sector networks.
Establish and strengthen partnerships with: Colleges and universities (PSW, nursing, allied health programs), Community and cultural organizations, Newcomer and internationally trained professional programs, Workforce development agencies and employment services.
Develop campus engagement strategies, including co-op placements, clinical partnerships, early offers, and ambassador programs.
Lead community-based recruitment initiatives, including targeted outreach within key cultural communities to support culturally aligned care.
Oversee participation in job fairs, hiring events, and community engagement forums, ensuring strong brand presence and follow-through pipelines.
Build and maintain “warm talent pools” for critical roles to support rapid hiring needs, particularly for the new home opening.
Collaborate with internal leaders to activate employee referral programs and community advocacy networks.
Oversee the effective use and optimization of the Applicant Tracking System (ATS) and recruitment technologies.
Ensure strong candidate and pre-hire experience through streamlined, responsive, and transparent processes.
Develop and leverage recruitment analytics and dashboards to inform decision-making and continuous improvement.
Partner with HRIS and IT to enhance integration, reporting, and workflow automation.
Align recruitment strategies with workforce planning, retention priorities, and labour market trends.
Identify risks (e.g., hard-to-fill roles, volume surges) and implement proactive mitigation strategies.
Drive continuous improvement in recruitment processes, outreach effectiveness, and candidate experience.