Talent Acquisition Director

At PCL, we're on a mission to hire the very best and are committed tocreating exceptional employee experiences where everyone is respected and hasaccess to equal opportunity.

If you are an over-achiever and enjoy curatingthe best talent, this is the career move that you've been looking for!Come join a global company where you can work with the best and brightest inthe industry, who are building exciting and diverse projects from themeparks and sports arenas to high-tech civil infrastructure.

We are proud ofbeing 100% employee-owned and our culture has led us to being consistentlyranked as one of the Best Places to Work!

Do you have the following skills, experience and drive to succeed in this role Find out below.

We are looking for a Talent AcquisitionDirector to help tell PCL's story andengage top talent in the Construction Industry.

This role will helplead thedevelopment and execution of talent acquisition strategies across the UnitedStates to deliver innovation and effectiveness throughout our Districts.

Youwill have accountability to help design, implement, and deliver top TAprograms including strategies and tactics for talent attraction, sourcing,acquisition, employee experience, and analytics.

We are NOT looking for a"post & pray" recruiting team; we are seeking true HUNTERS who arehungry to find the best talent.

We create careers for ambitious people bymoving beyond traditional assumptions of what it means to work in talentacquis

The Talent Acquisition Director will have five main areas of responsibility :

Partner with Canada in developing and executing a strategy for attraction andretention of key talent in the Construction industry, supporting Districtsacross the U.

S.Robust market research and analysis of our competitionAnalysis of our vendors (outside staffing firms and hiring platforms),recruiting technologies (ATS, etc) and processes to promote efficiencyand cost-effectivenessTargeted candidate identification and screening, especially for niche orhigh-profile rolesEffective managing and mentoring of your direct reports

Responsibilities

Lead the development of a TA Strategic Roadmap through stakeholder analysis,working with Senior Leaders and HR Leadership to develop the right strategyand programs and partners to drive the strategyPosition PCL as a great place to work and design & execute branding strategywith the Marketing teamIdentify and lead efforts to acquire and implement the necessary TAtechnologies and other solutions to support strategic and workforce plansSet a vision around candidate and hiring manager experiences.

Ensure practicesare up-to-date and work with benchmarking organizations as well as othernetworking organizations to stay abreast of trendsEncourage unity and creative thinking in your team members to deliverwhite-glove service to the business units, holding your team accountable andrecognizing their successesDrive operational and process efficiency as well as continuous improvementthrough workflow automation, AI, and metricsStay informed of trends and innovative recruiting techniques to attract andcompete for top talent in the marketManage, leverage, and challenge existing recruiting strategies,methods, and systems to generate a proactive and efficient approach toimproving the quality of candidates and time-to-hireProvide training and resources around interviewing techniques and bestpractices to all hiring managersMeasure and improve key business metrics (Glassdoor ratings, Indeedratings, Time to Fill, etc)Explore and utilize various sourcing channels like networking, directsourcing, universities, social media, PCL career site, employeereferrals, job portals, and other new venuesIdentify opportunities to increase the diversity of the candidate pool bypartnering with internal and external organizations that support thecompany's diversity, equity and inclusion effortsAssess and manage vendor relationships and minimize relia ce on outsidesources for talentLeverage strong analytical skills to audit processes, assess trends,create reports and tell the story with data

Qualifications

Minimum of 10 years of experience in full-cycle recruiting in fast-paced,complex organization; supervisory experience requiredB.

S. in Business or related field preferred; experience in a corporateenvironment at a Fortune 500 company is preferredStrong preference for those with Construction-industry or relatedexperience;

experience with Canadian operations is a plusStrong IT and social media skillsDemonstrated experience in developing effective candidate experiencesExperience collaborating with internal marketing teams on effective andcreative communication strategies both internally and externallyExperience with assessing, designing, building, and implementing newTalent Acquisition technologiesIn-depth understanding of strategic sales process, prospecting,networking, cold callingExpertise with Microsoft Office Suite, PowerPoint presentation, LinkedInRecruiter, HRIS, and Applicant Tracking SystemsResearch mentality with strong business acuity, and the ability ramp quicklyon market trends and articulate market insightsRigorous & studious work ethic, with the proven ability to go above andbeyond to find the best solutionCreative thinking and knowing that there is more than one way to tacklerecruiting challengesAbility to have difficult conversations around critical topics includingcompensation expectations and immigration law & policy

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