Supervisor, Talent Acquisition (2026-278-CS)

Competition # 2026-278-CS

Supervisor, Talent Acquisition (2026-278-CS)

Employment Type:

Full-Time, (Non) Bargaining Unit

Work Hours:

35 hours/week (M-F 9am-5pm)

Work Setting:

Hybrid – Opportunity to work remotely after orientation & training period

Salary:

$70,000 - $78,000

Application Deadline:

July 17, 2026 by 11:59 pm

Program Overview – People & Culture, Central Services

At WoodGreen, our People & Culture team is committed to fostering a dynamic and inclusive work environment where each individual has the opportunity to thrive. As the strategic architects of our workplace culture, our team plays a critical role in shaping the employee experience, from recruitment to retention, training and development. We are passionate about creating an environment where innovation, collaboration, and personal growth are encouraged and celebrated. Our ultimate goal is to build a workplace that attracts, retains, and develops top talent while maintaining a culture of respect, integrity, and diversity.

The Supervisor, Talent Acquisition is responsible for supporting the recruitment and selection process,

ensuring a seamless experience for candidates and hiring managers. The Supervisor plays a key role in

executing talent acquisition strategies, coordinating recruitment activities, and guiding a team of

Recruitment Coordinators. This position focuses on enhancing hiring efficiencies, supporting employer

branding efforts, and leveraging recruitment technology to attract top talent. The Supervisor also works

closely with hiring managers and the People & Culture team to ensure the organization’s talent needs are

met effectively.

The Supervisor also plays a key role in the ongoing evolution of Talent Acquisition by modernizing

recruitment processes, optimizing the use of recruitment technology, developing the capability of the

recruitment team, and helping shape the future direction of the function

What You Will Do

Leadership

Support and execute talent acquisition strategies aligned with the company's goals and growth objectives.

Lead and mentor a small team of recruitment coordinators to ensure effective talent acquisition and development initiatives.

Ensure team members have the resources and training necessary to effectively support recruitment initiatives.

Monitor workload distribution and assist in prioritizing recruitment efforts to meet business needs.

Talent Acquisition

Lead recruitment efforts across all levels and departments within the organization.

Collaborate with hiring managers to define job requirements, conduct interviews, and make hiring decisions.

Strengthen employer branding efforts through job postings, social media outreach, and participation in hiring events.

Ensure a positive candidate experience by ensuring clear communication and timely follow-ups.

Employer Branding

Enhance the company's employer brand through strategic marketing initiatives and candidate engagement efforts.

Build and maintain relationships with external partners, including recruitment agencies and industry organizations, to the candidate pool.

Process Improvement & Technology

Identify opportunities to improve recruitment workflows and recommend process enhancements.

Utilize applicant tracking systems (ATS) and other recruitment tools to streamline hiring processes.

Ensure accurate and timely documentation of recruitment activities within the ATS.

Through a process of continuous improvement, update and refine workflows, process and standard operating procedures for efficiencies and effectiveness.

Technology Adoption

Utilize modern recruitment technologies and tools to streamline hiring workflows, enhance candidate interactions, and enable data-driven hiring strategies.

Maximize the use of applicant tracking systems (ATS), AI-powered recruitment solutions, and analytics tools to refine and improve talent acquisition practices.

Market Analysis

Stay updated on industry trends and best practices to maintain a competitive edge in talent acquisition and development.

Conduct regular market analysis and benchmarking to understand industry trends, competitor practices, and market demands.

Stakeholder Collaboration

Collaborate with cross-functional teams, including People & Culture, hiring managers, leadership, and external partners, to achieve talent acquisition and development goals.

Build strong relationships with internal and external stakeholders to support organizational growth and success.

Providing training and orientation on recruitment workflows, processes and standard operating procedures to new management representatives.

Data Analysis & Reporting

Track and report key recruitment metrics, such as time-to-fill and candidate pipeline strength.

Provide analysis and insights to support decision-making and continuous improvement efforts.

What You Bring to the Team

Bachelor’s degree in human resources, business administration/commerce or related discipline.

CHRL designation (or other HR Certification) in place or in progress.

2+ years of progressive recruitment and project management experience in Talent Acquisition or Human Resources

Experience in a supervisory or mentorship capacity is an asset.

Strong knowledge of full-cycle recruitment and best practices.

What Will Set You Apart

Proficiency in Microsoft Office 365 and applicant tracking systems (ATS) such as ADP, JazzHR, or similar platforms.

Strong organizational and problem-solving skills with attention to detail.

Ability to build relationships and communicate effectively with diverse stakeholders – including the ability speak with tact, diplomacy, compassion, and confidence to a diverse workforce.

Demonstrated ability to manage multiple priorities in a fast-paced environment.

Knowledge of employment legislation and hiring compliance standards.

Superior analytical and problem-solving skills, ability to look for non-traditional options while complying with organizational policy.

This public job posting uses AI-powered tools to screen, assess, or select applicants.

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