Specialist, Talent Acquisition (Parental leave coverage)

Calgary Airports•Calgary, AB

14d•Hybrid

About The Position

This is a full-time, non-unionized term position covering a parental leave, with an end date of September 30, 2027. The role operates on a hybrid model, requiring 3 days in the office and 2 days working from home, though employees must be available to work in the office five days a week to meet business needs. The team is dedicated to supporting human resources needs through specialized functions, focusing on recruiting top talent, providing strategic support, managing employee relations, and ensuring compliance with disability and accommodation requirements. The successful candidate will join a dynamic group that works collaboratively to enhance the overall employee experience.

Requirements

Eligible to obtain and maintain a RAIC.
Bachelor’s degree in human resources or related discipline.
3+ years’ experience working in talent acquisition conducting full cycle recruitment.
Experience utilizing HRIS Applications.
Excellent written and verbal communication skills and able to present point of view in a clear and concise manner.
Demonstrated self-starter, able to work independently in a fast-paced, change-oriented environment.
Solid understanding of Boolean search, passive recruiting tools and social media platforms.

Nice To Haves

Bilingual in English and French
Experience with Ceridian Dayforce preferred.
Current or working towards Registered Professional Recruiter (RPR) or Chartered Professional in Human Resources (CPHR) designation.
Experience in a unionized environment considered an asset.

Responsibilities

Manage full life cycle recruitment while working with business stakeholders, filling positions in a timely manner to ensure business continuity.
Complete hiring process within defined metrics to minimize overall time-to-start.
Partner with business stakeholders to create successful recruiting campaigns including sourcing strategy, assessment criteria, interview strategies and designing job-specific test scenarios.
Screen resumes, shortlist candidates that fit the recruitment strategy, and conduct in-depth interviews to assess fit and skills, providing recommendations to business stakeholders.
Proactively source talent through multiple channels including social networking, web-based searches, and networking to attract both active and passive candidates and create and capture talent pipelines.
Coach business stakeholders and interview teams on best practices throughout the recruitment process.
Ensure employer brand is present through the recruiting process with a focus on advancing the candidate experience.
Work occasionally outside normal business hours to support candidate experience and recruitment events.