Team Lead, Talent Acquisition

As the Team Lead, Talent Acquisition at Alimentiv, you will oversee operational activities and provide leadership to the talent acquisition team. Your responsibilities will include full-cycle recruitment, developing recruitment strategies, negotiating offers, compliance with regulatory practices, and driving employer branding initiatives. You will also mentor your team, track hiring metrics, and ensure a strong candidate experience throughout the process.

To qualify for the Team Lead, Talent Acquisition role at Alimentiv, candidates should possess an undergraduate degree, alongside 4-6 years of related experience in talent acquisition, preferably in life sciences or healthcare industries. Additionally, a CHRP/CHRL designation or progression towards it is highly desirable, along with solid knowledge of labor legislation across Canada, the US, and Europe.

The Team Lead, Talent Acquisition position at Alimentiv is home-based, allowing for flexibility in your work environment. You'll collaborate with a variety of stakeholders virtually, ensuring seamless communication and operational efficiency despite not having a specified physical location.

At Alimentiv, delivering a positive candidate experience is paramount. In your role as Team Lead, Talent Acquisition, you will champion initiatives that support engagement, clarity, and responsiveness for both internal and external candidates, ensuring they feel valued throughout the recruitment process.

In your role as Team Lead, Talent Acquisition at Alimentiv, you will have ongoing opportunities for professional growth. You will mentor and provide guidance to your team, while also staying updated on industry practices and employment legislation, enabling you to sharpen your skills continuously.

The Team Lead, Talent Acquisition position at Alimentiv offers a competitive salary range of $76,000 - $127,000 per year, which reflects the responsibilities of the role and your expertise in talent acquisition.

As the Team Lead, Talent Acquisition at Alimentiv, you will be engaged in various strategic projects, including but not limited to improving our recruitment processes, employer branding initiatives, and oversight of talent acquisition programming such as campus recruitment and employee referrals, all aimed at enhancing our recruitment efforts.

To ensure compliance with labor legislation, I stay well-informed about current laws and regulations across regions, including Canada, the US, and Europe. During the interview process, I advocate for transparent communication with candidates about employment terms and conditions, and I also make sure to collaborate with legal advisors to review our policies regularly.

Building a robust talent pipeline requires strategic sourcing and engagement. I leverage both active and passive candidate sourcing strategies using platforms like LinkedIn, attend career fairs, and develop relationships with educational institutions. Additionally, I maintain a database of top candidates to quickly fill future openings, thereby ensuring we're always prepared.

In negotiating employment offers, I prioritize understanding the candidate's expectations and potential concerns. I rely on market research to ensure our offers are competitive while also adhering to our internal pay equity practices. Clear communication about benefits and career growth opportunities is also critical to closing the offer successfully.

For effective employer branding, I focus on developing strategies that align with the company’s values and culture. This includes creating compelling content for our website and social media channels, highlighting employee testimonials, and actively participating in community events to enhance our visibility and appeal to diverse talent.

Fostering a positive team culture starts with open communication and recognition of individual contributions. I prioritize team meetings to celebrate successes, promote knowledge-sharing, and encourage professional development opportunities. Conflict resolution is addressed promptly to maintain a supportive environment.

I use an Applicant Tracking System (ATS) to maintain detailed records of recruitment metrics, such as time-to-fill, candidate quality, and source effectiveness. Keeping track of these metrics is essential for evaluating our recruitment strategy's performance, allowing for data-driven decisions that can enhance our processes.

When screening candidates, I utilize a structured approach that includes behavior-based interview techniques to assess qualification and cultural fit. I also incorporate assessments and competency-based questions that align with the skills and experiences relevant to the role, ensuring a thorough evaluation.

Certainly! In a previous role, I led a project to overhaul our hiring process, which reduced time-to-hire by 30%. This was achieved through the implementation of refined screening procedures and enhanced collaboration with hiring managers. The result was not only a faster hiring process but also higher quality candidates and improved candidate satisfaction.

Managing competing priorities involves clear communication and structured planning. I schedule regular check-ins with my team to assess workloads and provide support where needed. Setting priorities based on strategic goals, combined with flexibility, allows us to adapt quickly to shifting demands.

To source diverse talent, I actively engage with community organizations and attend job fairs focusing on underrepresented groups. Additionally, I promote a culture of inclusion within our recruitment efforts, ensuring that our job postings are crafted with inclusive language and broadly distributed across multiple platforms to reach various talent pools.