Manager, Talent Acquisition

Infrastructure Ontario•Toronto, ON

4d•CA$102,300 - CA$147,000•Onsite

About The Position

Infrastructure Ontario (IO) is seeking a Manager, Talent Acquisition to lead its Talent Acquisition (TA) function. This role will focus on integrating TA more closely with the business, aligning with workforce strategy, utilizing systems and data effectively, and adopting an innovative approach to talent acquisition and candidate sourcing. The successful candidate will lead a team, manage senior leadership and executive recruitment from start to finish, and act as a trusted advisor to executives on critical hiring decisions.

Requirements

Progressive talent acquisition experience, including leading executive or senior-level searches.
Experience leading, coaching, or mentoring others.
Credibility with senior leaders, with the ability to challenge assumptions, reframe searches, and maintain process integrity while preserving relationships.
Genuine fluency with recruitment technology and analytics, including configuring workflows, building dashboards, and deriving value from systems.
Working knowledge of Ontario employment legislation as it applies to hiring, including the Human Rights Code and AODA.
Evidence of having built processes, programs, or capability.

Nice To Haves

Sourcing depth in specialized markets such as construction, real estate, engineering, finance, or professional services.

Responsibilities

Leverage ATS/HRIS (Dayforce), sourcing tools, and market intelligence to drive strategic recruitment decisions and improve the platform.
Modernize the TA function through process design, enhancing candidate experience, employer branding, assessment methodology, and vendor strategy.
Coach a team of Talent Acquisition Specialists, set standards, distribute work, and build team capability.
Manage executive and senior leadership searches end-to-end, including direct sourcing, assessment design, stakeholder alignment, offer strategy, and closing.
Collaborate with P&C Business Partners and business leaders to translate workforce plans into hiring strategies, proactive pipelines, and realistic role profiles.
Develop and present key recruitment metrics (time-to-fill, source effectiveness, quality of hire, pipeline health, offer acceptance) and provide actionable recommendations to executives.
Champion inclusive and defensible hiring practices, including structured interviewing, bias mitigation, and documentation suitable for public sector scrutiny.

Benefits

Commitment to creating a diverse, equitable, and inclusive culture.
Defined Contribution Pension Plan with employer contributions (5% of annual salary) and matching contributions up to an additional 5%.
Group Retirement Savings Plan and Group Tax Free Savings Account.
Comprehensive health benefits package including dental, vision, out-of-country care, and paramedical services.
Pregnancy and parental leave program with top-up to 95% of annual base salary (31 weeks for pregnancy, 15 weeks for parental leave).
$1000 Healthcare Spending Account.
Lifestyle Account for health and wellness options, including gym memberships, fitness equipment, nutrition counselling, or financial planning.
Support for professional development through a broad range of learning programs (in-person and online training, leadership development).
Coverage for up to two membership and license fees per year if directly related to the employee's role.
Access to virtual healthcare options for non-urgent medical needs.
Competitive salary range of $102,300 to $147,000 (M2 Level).