Talent Acquisition Specialist

Big Country Equipment Repair, Ltd.•Kamloops, BC

35d•$80,000 - $120,000•Hybrid

About The Position

Big Country Equipment is a BC-based heavy equipment repair and maintenance company that works with resource-based customers in the mining, construction, forestry, and oil and gas sectors across Canada. Founded in 2017, we have grown rapidly from a one-truck operation to a high-performing team of over 145 employees and a fleet of 50+ fully tooled service trucks. We are committed to taking care of customers throughout Canada, providing 24/7 service, 365 days a year.

Requirements

Bachelor’s degree in human resources, business administration, or related field (preferred); CPHR (formerly CHRP), SHRM-CP/SCP, or equivalent, is an asset; registered professional recruiter (RPR) designation is an asset.
4–6 years of full-cycle recruitment experience, with a strong emphasis on skilled trades roles such as heavy-duty mechanics, apprentices, technicians, and equipment-related positions; demonstrated experience recruiting in industrial and trades-based environments, including mining, construction, oil & gas, transportation, or heavy equipment operations.
Strong understanding of skilled trades and related requirements, including understanding apprenticeship structures and certification requirements; experience supporting recruitment across multiple sites, shops, or regional operations, including high-volume or hard-to-fill trades roles; understanding and familiarity with heavy equipment brands and types of equipment is a strong asset.
Strong stakeholder partnership skills with the ability to collaborate effectively with hiring managers, operations leaders, and site supervisors; proven ability to interview and assess skilled trades candidates, including evaluation of technical competencies, certifications, and safety requirements.
Effective sourcing and pipeline development skills, leveraging trade schools, apprenticeship programs, unions, referrals, and industry networks; highly organized with strong time management skills and the ability to manage multiple requisitions simultaneously.
Data-driven and results-oriented, with a focus on quality of hire, time-to-fill, and workforce planning; ability to prioritize and adapt in a fast-paced, operational environment with changing hiring demands.
Applicant tracking systems (ATS), LinkedIn recruiter and sourcing tools, HRIS systems (Dayforce considered an asset), and Microsoft Office suite.
Primarily office-based in Kamloops, BC, or hybrid/remote work based on candidate experience in the industry; occasional travel for career fairs or operational needs; supporting recruitment for remote and rotational work environments; flexibility required to meet operational hiring demands.

Nice To Haves

CPHR (formerly CHRP), SHRM-CP/SCP, or equivalent, is an asset; registered professional recruiter (RPR) designation is an asset.
understanding and familiarity with heavy equipment brands and types of equipment is a strong asset.
HRIS systems (Dayforce considered an asset)

Responsibilities

Manage end-to-end recruitment, including sourcing, screening, interviewing, offer management, and onboarding coordination.
Recruit for a variety of roles, including field operations and skilled trades (e.g., Red Seal Heavy Duty Equipment Technicians with mining/construction experience); technical, planning, and maintenance scheduling roles.
Develop and execute recruitment strategies for remote and project-based environments; build and maintain strong talent pipelines for high-volume, hard-to-fill roles (requires a headhunting skill set).
Utilize multiple sourcing channels, including LinkedIn and online job boards, industry networks and associations, employee referral programs, and direct outreach to passive candidates.
Establish and maintain relationships with industry professionals, training institutions, and recruitment partners.
Collaborate with hiring managers to understand workforce needs and timelines; develop clear job descriptions and job postings; provide guidance and training on interview techniques, candidate evaluation, and hiring decisions to hiring managers.
Ensure consistent, fair, and structured hiring practices.
Conduct structured pre-screen interviews assessing technical capability, industry experience, safety awareness, cultural fit, and leadership potential; coordinate interviews with operations leaders and senior leadership; facilitate candidate evaluation and selection processes.
Support the development of the offer letter, including compensation discussions and averaging agreement requirements.
Partner with workforce logistics coordinators for smooth onboarding transitions; monitor early-stage employee engagement and retention.
Provide vacation coverage for the people & talent team as required; perform additional duties for the people & talent team as assigned.