Talent Acquisition Advisor
WHAT IS IN IT FOR YOU?
1. To have a real impact on optimizing the constantly evolving talent acquisition process;
2. To participate in harmonizing a completely new, cutting-edge global structure;
3. Looking to achieve a great career in the power industry, this is for you!
MAJOR PERFORMANCE OBJECTIVES
-Responsible for partnering with our hiring managers to source, assess, active searching,
Headhunting and advise on top quality candidates.
-Strategic Talent Planning & Execution, Efficiency & Process Improvement & Candidate
Experience, Key Performance Indicators (KPIs) to Measure Success.
-Ensure talent acquisition processes end to end and maintain high-quality human capital.
KEY RESPONSIBILITIES
-Manage tracking application system “Taleo”, need analysis sessions, propose talent
attraction strategy, posting, screening, active searching, headhunting, candidate
validation. Schedule interviews, debrief sessions, medical exams, and job offers. Third
party psychometric test registration, request wage information for TR salary approval,
payroll and HRBPs. Manage relocation end to end. Update data on platforms
(Taleo/WFP), first day onboarding activities and prepare physical files. Attend branding
and job fair events, visits to the plant, DEI guidelines, LinkedIn AI tools, manage
internship program.
-Advise hiring managers on full-cycle recruitment and advise on effective candidate
assessment.
-Work closely with Client Groups and HRBP’s to proactively develop and execute
effective recruitment strategies
-Demonstrate high quality service to provide client service excellence to all candidates
-Use a variety of sourcing methods to continually build and maintain a talent poll-both
now and for the future
-Always strive to be an expert in the business areas you support.
QUALIFICATIONS AND SKILLS
-Bachelor's Degree in Industrial Relations, Business Administration, Psychology, or
equivalent.
-Must have a minimum of 4 years experience of recruiting experience
-Passion and focus on recruitment, with a solid grounding in business
-Bilingual English/Spanish spoken and written intermediate/advance
-Proven success using a variety of sourcing strategies including proactive sourcing
techniques using social media (LinkedIn, Facebook, Twitter) and referral generation
-Recent agency recruitment experience a strong asset.
Annex to support interview
A Talent Acquisition Advisor major performance objectives center around strategic talent
acquisition, efficiency, and impact on the organization.
1. Strategic Talent Planning & Execution:
Proactive Talent Pipelining: Build and maintain a robust pipeline of qualified candidates for critical and future roles.
Talent Market Analysis: Provide insights on market trends, competitor activity, and talent availability to inform hiring strategies.
Strategic Sourcing: Identify and utilize innovative sourcing strategies to attract top talent in
competitive markets.
Diversity & Inclusion: Achieve measurable progress in attracting and hiring a diverse workforce.
Employer Branding: Enhance the company's employer brand to attract top talent.
2. Efficiency & Process Improvement:
Time-to-Fill Reduction: Minimize the time it takes to fill open positions while maintaining quality.
Cost-per-Hire Optimization: Reduce the overall cost of talent acquisition through efficient processes
and resource utilization.
Process Efficiency: Streamline recruitment processes, leveraging technology and best practices for optimal efficiency.
Data-Driven Decision Making: Utilize recruitment analytics to track performance, identify areas for
improvement, and make informed decisions.
ATS Optimization: Ensure effective use of the Applicant Tracking System (ATS) for efficient
candidate management.
3. Quality of Hire & Candidate Experience:
Ensure that hired candidates meet or exceed performance expectations and contribute to
organizational goals.
Candidate Experience: Create a positive and engaging candidate experience throughout the
recruitment process.
Hiring Manager Satisfaction: Build strong relationships with hiring managers and ensure their
satisfaction with the recruitment process.
Retention: Contribute to long-term employee retention by ensuring a strong fit between candidates
and the organization.
4. Leadership & Mentorship:
Stakeholder Management: Build strong relationships with key stakeholders, including hiring
managers, HR partners, and external vendors.
Best Practice Sharing: Stay up-to-date on industry best practices and share knowledge with the
team.
Project Management: Lead and manage recruitment-related projects and initiatives.
Key Performance Indicators (KPIs) to Measure Success:
Time-to-fill
Satisfaction survey (measured through performance reviews)
Diversity metrics (e.g., percentage of diverse hires) TBD
ACKNOWLEDGING THE POWER OF DIVERSITY
BRP is dedicated to nurturing a culture that invites, connects, and propels the ambitions of people of all backgrounds, profiles, beliefs, and experiences. Ultimately, the diversity and uniqueness of our people fuel our ingenuity and set the course for the path ahead!
For this reason, we value diversity and we strive to always push each other forward to build an inclusive workplace where every employee feels like they belong, where they can grow and find meaning.
WELCOME TO BRP
We’re a world leader in recreational vehicles and boats, creating innovative ways to move on snow, water, asphalt, dirt, and even in the air. Headquartered in the Canadian town of Valcourt, Quebec, our company is rooted in a spirit of ingenuity and intense customer focus. Today, we operate manufacturing facilities in Canada, the United States, Mexico, Finland, Australia, and Austria, with a workforce made up of close to 16,000 spirited people, all driven by the deeply held belief that at work, as with life itself, it’s not about the destination; It’s about the journey.