Manager, Talent Acquisition - West Coast Oil Pipeline Project

Trans Mountain•Calgary, AB

8d•Onsite

About The Position

Trans Mountain Corporation operates Canada’s only pipeline system transporting oil products to the West Coast. We deliver approximately 890,000 barrels of petroleum products each day through a dual pipeline system of more than 1,150 kilometres of pipeline in Alberta, British Columbia and Washington state. Trans Mountain also operates a state-of-the-art loading facility, Westridge Marine Terminal, with three berths providing tidewater access to global markets. As a federal Crown corporation, Trans Mountain continues to build on more than 70 years of experience delivering operational and safety excellence through our crude oil pipeline system. With our expanded pipeline system now in place, Trans Mountain provides enhanced direct access for Canadian crude oil to world markets. The expansion realizes a world-class system for oil transport, developed to Canada’s high standards within one of the most stringent regulatory regimes in the world, creating long-term economic benefits, enhanced marine protection, enhanced safety and emergency management capabilities, and enhanced skilled-worker capacity building in communities and Indigenous groups. Trans Mountain’s core values – Safety, Integrity, Respect and Excellence – guide our every step. Each obstacle we’ve overcome or success we’ve experienced has been the result of a shared commitment to living these values every day. Together, we’re focused on doing the right thing for each other and our communities. If you are looking for an opportunity to apply your strengths in an environment that encourages Safety, Integrity, Respect, and Excellence, we invite you to explore this opportunity with us! Trans Mountain is seeking a collaborative, motivated, and values-driven leader to join our team as Manager, Talent Acquisition for the West Coast Oil Pipeline (WCOP). Reporting to the Director, Talent Acquisition & Programs, this role is responsible for leading the WCOP recruitment team and delivering the talent acquisition strategies, hiring plans, sourcing programs, and recruitment execution required to support workforce ramp-up, project delivery, and business objectives. The Manager will oversee high-volume, specialized, time-sensitive, Indigenous, and contingent workforce recruitment, ensuring hiring activity is aligned with workforce plans, project schedules, readiness requirements, and Trans Mountain’s recruitment standards. The Manager partners with HR Business Partners, business leaders, project teams, Indigenous Relations, Compensation, Legal, the Manager, Talent Acquisition for Corporate and Operations, and other stakeholders to anticipate workforce needs, mitigate hiring risks, align recruitment priorities, and deliver consistent, inclusive, data-informed recruitment solutions. This role also support the coordination and delivery of onboarding and training requirements for WCOP resources.

Requirements

Bachelor’s degree in Human Resources, Business, or related field; CPHR and/or RPR designation is an asset.
10+ years of progressive Talent Acquisition, recruitment, workforce planning, or related HR experience, including large-scale projects, high-volume recruitment, specialized technical hiring, Indigenous sourcing, or contingent workforce recruitment; minimum 5+ years in a leadership capacity, preferably leading recruitment teams in complex operational, project, industrial, infrastructure, or energy environments.
Experience developing recruitment strategies, hiring plans, candidate attraction approaches, and multi-channel sourcing strategies that support hard-to-fill, high-volume, specialized, Indigenous, and contingent workforce hiring needs.
Experience managing recruitment agencies or external search partners, including setting expectations, monitoring performance, and ensuring delivery against hiring commitments.
Strong stakeholder consultation, program management, and project management skills, with the ability to manage competing priorities, influence hiring decisions, and deliver practical Talent Acquisition solutions.
Proficiency with applicant tracking systems, LinkedIn Recruiter, sourcing platforms, resume databases, talent analytics, and recruitment technologies.
Strong data literacy with the ability to analyze recruitment metrics, pipeline health, labour market trends, time-to-fill, quality of hire, sourcing channel effectiveness, and other indicators to inform decisions and continuous improvement.
Collaborative and supportive leader with demonstrated ability to coach, develop, and engage team members while fostering accountability, teamwork, inclusion, integrity, and professionalism.
Excellent communication, judgment, discretion, and relationship-building skills, with the ability to work effectively with leaders, colleagues, candidates, workers, vendors, and stakeholders at all levels.
Maintains confidentiality, calm under pressure and demonstrates a high level of professionalism.

Nice To Haves

CPHR and/or RPR designation

Responsibilities

Partner with business leaders, HR Business Partners, and project stakeholders to understand workforce requirements and translate business priorities into effective recruitment strategies and hiring plans.
Use workforce plans, recruitment data, labour market trends, and business intelligence to anticipate staffing needs, assess talent risks, and support proactive hiring decisions.
Coordinate with the Manager, Talent Acquisition for Corporate and Operations to align recruitment practices, resource planning, reporting, candidate experience, and shared Talent Acquisition priorities.
Lead full-cycle recruitment delivery and related onboarding coordination for WCOP, ensuring consistent, efficient, and high-quality execution for candidates, contingent workers, hiring leaders, and project stakeholders.
Oversee recruitment strategies that support high-volume, specialized, time-sensitive, and contingent workforce hiring requirements.
Build talent pipelines through direct sourcing, employee referrals, Indigenous talent networks, contingent workforce partners, community and educational partnerships, industry associations, past applicants, job boards, LinkedIn, and targeted digital platforms.
Identify opportunities to improve recruitment processes, resolve process gaps, and create scalable, efficient, and consistent Talent Acquisition practices that align with enterprise standards and WCOP project requirements.
Develop, monitor, and report recruitment metrics to provide visibility into hiring progress, strength and depth of the talent pipeline, time-to-fill, sourcing effectiveness, workload, recruitment risks, outcomes, and continuous improvement opportunities.
Manage recruitment agency relationships and vendor performance to ensure partners deliver quality candidates, timely service, and value aligned with WCOP hiring needs.
Champion inclusive and accessible recruitment practices that support a positive candidate, worker, and hiring leader experience.
Lead inclusive sourcing and selection strategies, including Indigenous sourcing approaches and partnerships that broaden access to WCOP employment opportunities.
Strengthen Trans Mountain’s employer brand and market presence through targeted outreach campaigns, community partnerships, professional associations, recruitment vendors, and digital platforms.
Build/hire, lead, coach, and develop a WCOP Talent Acquisition team consisting of Senior Talent Acquisition Advisors and Talent Acquisition Coordinators, ensuring the team is focused, engaged, accountable, and aligned to business needs and project timelines.
Assign Talent Acquisition resources based on hiring priorities, workload, business requirements, project timelines, recruiter capacity, and coordinator support needs.
Establish clear team routines, service expectations, escalation practices, and workload management processes to support timely recruitment delivery and a consistent hiring leader and candidate experience.
Provide day-to-day guidance on complex recruitment matters, including hard-to-fill roles, priority searches, market constraints, candidate issues, vendor performance, and hiring risk mitigation.