Talent Acquisition Business Partner

Portage Mutual Careers Centre

21h•$64,000 - $80,000•Hybrid

About The Position

We are excited to add a Talent Acquisition Business Partner to our Human Resources team. Reporting to the Director, HR Strategic Programs & Initiatives, this role is a critical connector between business leaders and the talent strategies required to deliver on Portage Mutual’s priorities, today and into the future. The Talent Acquisition Business Partner works closely with leaders across the organization to translate operational plans into clear hiring priorities, realistic timelines, and effective recruitment strategies. Balancing speed, quality, and cost, this role ensures disciplined, compliant, and high-quality recruitment outcomes while strengthening manager capability and supporting internal talent development as a viable workforce strategy.

Requirements

5–7 years of progressive HR experience, ideally within financial services or insurance.
Minimum 3 years of hands-on, end-to-end recruitment experience managing multiple requisitions simultaneously.
Demonstrated experience partnering with leaders to translate business priorities into actionable recruitment and workforce plans.
College diploma or degree in Business, Human Resources, or a related discipline.
Strong capability in business partnership, with the ability to understand operational priorities and translate them into effective talent acquisition strategies.
Confidence advising and coaching hiring managers on hiring decisions, role clarity, assessment approaches, and shared accountability throughout the recruitment process.
Ability to apply broad HR knowledge—such as workforce planning, internal mobility, employment legislation, and organizational context—into practical and disciplined talent acquisition practices.
Sound judgement and credibility to influence decisions, challenge constructively, and recommend pragmatic solutions that balance business needs, candidate experience, and organizational standards.
High personal accountability, strong follow-through, and a solutions-oriented approach to delivering results.

Nice To Haves

HR professional designation preferred (e.g., CHRP, CHRL, CPHR).

Responsibilities

Lead end-to-end recruitment delivery from requisition approval through offer acceptance, ensuring quality, timeliness, and compliance.
Partner with hiring managers to plan and prioritize hiring activities aligned to business and workforce needs.
Conduct recruitment intakes that clarify expectations, timelines, and shared accountability.
Provide guidance on labour market conditions and hiring strategies to support informed decision-making.
Review resumes, screen and interview candidates, coordinate assessments, and manage candidate experience through selection.
Prepare, present, and negotiate offers of employment and oversee pre-employment checks.
Maintain accurate recruitment documentation and enable a smooth transition to onboarding.
Identify risks, surface issues early, and recommend practical solutions to keep hiring on track.
Contribute to continuous improvement of recruitment practices and manager experience.