Sr. Manager, Talent Acquisition (Store Support)

at  Loblaw Companies Limited

Referred applicants should not apply directly to this role.
All referred applicants must first be submitted through Workday by a current Loblaw Colleague.
Come make your difference in communities across Canada, where authenticity, trust and making connections is valued – as we shape the future of Canadian retail, together. Our unique position as one of the country’s largest employers, coupled with our commitment to positively impact the lives of all Canadians, provides our colleagues a range of opportunities and experiences to help Canadians Live Life Well®.
At Loblaw Companies Limited, we succeed through collaboration and commitment and set a high bar for ourselves and those around us. Whether you are just starting your career, re-entering the workforce, or looking for a new job, this is where you belong.
The Sr. Manager, Talent Acquisition (Store Support) is accountable for the recruitment operations that support the strategic attraction and hiring of top talent for a portfolio of business units. As the leader of a focused team of Talent Acquisition professionals, the successful candidate will be responsible for developing and implementing timely recruiting strategies that build a balanced pipeline of top talent and support our Colleague Value Proposition. Reporting to the Senior Director of Talent Strategy, this individual will coach and mentor Talent Acquisition Colleagues that helps build the overall capability and maturity of the Talent Acquisition function to achieve best in class practices.
In addition, the Sr. Manager will practice exemplary leadership, consultation and relationship management skills as they collaborate with HR and Store Support Business Leaders to observe current and future Hiring Requirements, set priorities of recruiting activities, and advises the business on external labour conditions in our efforts to attract the best talent.

ACCOUNTABILITIES:

• Lead a team of Talent Acquisition Specialists and Coordinators, overseeing their capabilities, development and delivery results that support specific business units.
• Align their team’s strategies, tactics, processes and practices to enterprise-wide best processes, while supporting the evolution of the recruiting function to more mature and sophisticated capability and maturity in the attraction and acquisition of talent
• Apply their skills and capabilities in the design, creation and implementation of recruitment strategies that builds candidate pools, engages potential candidates, and meets the requirements and needs of the business units that they support
• Act as the Lead Relationship Manager with their respective HR and Business Partners by providing insights, guidance and subject matter expertise against their talent requirements. This includes the development and execution of reactive and proactive talent strategies, and the investigation and resolution of issues and system/process improvements.
• Roll up their sleeves by taking on senior level and/or complex open requisitions as required;
• Build, analyze, interpret and provide insights on reports and Recruiting Dashboards, and adjust their respective team’s recruiting efforts and throughput;
• Partner with the business, Talent Strategy consultants, Campus recruiting and HR Business Partners to drive Recruiting strategies and the development of the Colleague Value Proposition
• Capitalize on the client specific Colleague Value Propositions and Branding to support attracting and retaining top talent.
• Be responsible for the successful execution of specific networking initiatives and activations, using various recruiting channels to promote the brand and build a strong talent pipeline.
• Build solid relationships and partnerships with our hiring managers and Senior leadership teams
• Contribute to the further advancement of the Talent Acquisition Community of Practice, by participating actively as a key leader that further develops engagement with the greater Talent Acquisition community

QUALIFICATIONS:

• Demonstrable expertise in the planning and delivery of corporate recruiting in a highly sophisticated, matrixed environment, with at least 7-10 years of progressive recruitment and leadership experience.
• Experience recruiting in a start-up/entrepreneurial environment, with demonstrable experience in sourcing, building, and capitalizing on recruitment strategies.
• Demonstrable experience in leading recruitment teams, specifically in load-balancing work efforts within a fast-paced, high-volume enterprise recruiting function;
• Strong leadership skills, particularly with business partners or recruiting clients, HR leaders, external vendors and candidates to ensure that delivery commitments and talent requirements are achieved.
• Ability to lead teams in a data-driven environment, providing clear delivery of recruiting to multiple client groups through dashboards, reports and recruiting metrics and industry best processes
• Experience in the application of both traditional and disruptive recruiting channels to develop recruiting strategies, and marketing campaigns.
• Ability to build strategic plans, articulate the plans to leadership teams, and successfully drive these plans to meeting its intended objectives
• Demonstrable ability to effectively manage multiple priorities in a large, fast-paced and changing environment.
• Ability to navigate new or ambiguous situations and lead teams and self in an agile work environment.
• Great fundamental knowledge of the project management life cycle and change management principles for planning requirements, design, communication, implementation, and evaluation.
• Strong written, oral communication and presentation skills with an emphasis on verbal reasoning, and issue resolution.
• Ability to adjust in strategic and tactical situations to assess business opportunities, developing use cases and problem statements, designing and implementing practical solutions to talent/recruitment initiatives.
• Beyond proficiency with PC and enterprise applications, a savviness with social media, Candidate Relationship Management tools and Applicant Tracking Systems.
• Post-secondary education in business, HR or related field. CHRL or CHRM designation an asset.
  Our commitment to Sustainability and Social Impact is an essential part of the way we do business, and we focus our attention on areas where we can have the greatest impact. Our approach to sustainability and social impact is based on three pillars – Environment, Sourcing and Community – and we are constantly looking for ways to demonstrate leadership in these important areas. Our CORE Values – Care, Ownership, Respect and Excellence – guide all our decision-making and come to life through our Blue Culture. We offer our colleagues progressive careers, comprehensive training, flexibility, and other competitive benefits – these are some of the many reasons why we are one of Canada’s Top Employers, Canada’s Best Diversity Employers, Canada’s Greenest Employers & Canada’s Top Employers for Young People.
  If you are unsure whether your experience matches every requirement above, we encourage you to apply anyway. We are looking for varied perspectives which include diverse experiences that we can add to our team.
  We have a long-standing focus on diversity, equity and inclusion because we know it will make our company a better place to work and shop. We are committed to creating accessible environments for our colleagues, candidates and customers. Requests for accommodation due to a disability (which may be visible or invisible, temporary or permanent) can be made at any stage of application and employment. We encourage candidates to make their accommodation needs known so that we can provide equitable opportunities.

Please refer the Job description for details