Talent Acquisition Specialist

UFA Co-operative Ltd.•Calgary, AB

About The Position

Reporting to the Manager, Talent Acquisition, the Senior Talent Acquisition Specialist is responsible for the full-cycle recruitment process, ensuring the efficient and effective sourcing, attraction, and hiring of top talent across the organization. This role partners closely with business leaders and HRBPs to support workforce plans through effective recruitment strategies, with a focus on critical roles, pipeline development, and market awareness. The incumbent also contributes to employer branding initiatives, talent pipeline development, and continuous improvement of recruitment practices to position UFA as an employer of choice.

Requirements

Post-secondary degree or diploma in Human Resources, Business, or a related discipline.
Minimum 8 years of progressive talent acquisition experience, including experience supporting senior or specialized roles.
Proven experience managing full-cycle recruitment and high-volume requisitions across multiple roles, functions, and business units.
Demonstrated experience supporting recruitment plans and delivering hiring outcomes aligned with business needs.
Strong sourcing capability and ability to build proactive talent pipelines.
Experience working with ATS systems (e.g., SAP SuccessFactors) and recruitment tools (e.g., LinkedIn Recruiter, Indeed).
Strong organizational skills with a high level of attention to detail and data accuracy.
Excellent communication and relationship-building skills, with the ability to work effectively with hiring leaders, candidates, and internal teams.
Strong collaboration skills, with the ability to provide recruitment support and guidance throughout the hiring process.
Demonstrated ability to manage multiple priorities in a fast-paced environment.
Knowledge of labour market trends, talent attraction strategies, and recruitment best practices.
Strong understanding of hiring needs, talent pipelines, and diversity and inclusion principles in recruitment.
High level of professionalism, discretion, and ability to handle confidential information.

Responsibilities

Partner with hiring leaders and HRBPs to support recruitment activity and deliver timely hiring outcomes aligned with business needs.
Support hiring leaders with recruitment planning, interview coordination, hiring timelines, and requisition activity throughout the hiring process.
Manage full-cycle recruitment, including intake, job postings, sourcing, screening, interviewing, offer coordination, and hiring, while managing high-volume requisitions across multiple disciplines.
Develop and maintain talent pipelines using a variety of sourcing methods (e.g., LinkedIn, indeed, networking, referrals).
Execute proactive sourcing strategies for hard-to-fill and business-critical roles using research, talent mapping, networking, and market outreach.
Conduct candidate pre-screens and present qualified shortlists with recommendations for hiring leaders.
Support and, where appropriate, lead interviews in partnership with hiring teams.
Create and manage job postings across internal and external platforms, ensuring consistency with employer branding.
Promote UFA’s value proposition through job board marketing, job postings, and candidate outreach, clearly communicating the benefits of joining UFA during sourcing and recruitment interactions.
Build and maintain strong relationships with external partners, including job boards, and community organizations.
Represent UFA at career fairs, networking events, and other talent attraction initiatives.
Support targeted talent attraction campaigns and events for key talent segments.
Monitor and maintain recruitment data, ensuring accuracy within systems (e.g., SuccessFactors/SAP) and trackers.
Track and report on key recruitment metrics (e.g., time-to-fill, quality of hire, pipeline health).
Track recruitment activity and use data to identify trends, support reporting, and highlight opportunities to improve hiring outcomes.
Share hiring market information, candidate trends, and talent availability with hiring leaders to support informed recruitment decisions.
Provide market insights, including compensation trends, in partnership with Total Rewards.
Deliver a positive and professional experience for both candidates and internal stakeholders.
Participate in continuous improvement initiatives, including process enhancements, tools, and recruitment best practices.
Support improvements to recruitment processes, tools, and systems to enhance efficiency and consistency across hiring activities.
Support additional projects and initiatives as assigned.