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About the Role
The Talent Partner helps CNIB and DBCS attract, identify, and retain great people by building strong relationships with leaders, candidates, and external partners. This role supports recruitment, talent planning, succession, and internal mobility, aiming to strengthen talent pipelines, improve the candidate experience, and position CNIB and DBCS as inclusive employers of choice.
Responsibilities
- Partner with hiring managers to understand role needs, timelines, and candidate profiles.
- Manage postings, applicant review, shortlisting, and screening conversations.
- Provide clear candidate summaries to support hiring decisions.
- Build talent pipelines for critical, recurring, and difficult-to-fill roles.
- Develop partnerships with schools, associations, and community organizations.
- Work with hiring managers to adjust sourcing strategies when challenges arise.
- Support compensation alignment and internal equity before offers move forward.
- Help attract diverse and underrepresented talent in support of accessibility and inclusion.
- Maintain and improve recruitment tools, processes, and systems.
- Coordinate talent review and succession planning activities.
- Partner with leaders to identify critical roles, emerging talent, and succession risks.
- Track talent and succession actions to support completion.
- Support internal mobility, career growth, and mentorship opportunities.
- Maintain talent information and identify emerging trends and risks.
- Track recruitment and talent measures, including hiring timelines, source effectiveness, candidate experience, succession, pipelines, and mobility.
- Use data and market insights to identify trends, challenges, and opportunities.
- Share practical talent insights and recommendations with leaders and People and Culture partners.
- Maintain accurate recruitment and talent data in relevant systems.
- Support the employer brand and Employee Value Proposition with Marketing and Communications.
- Promote CNIB and DBCS through campaigns, partnerships, career events, and candidate communications.
- Use candidate feedback and market insights to improve the candidate experience.
- Ensure the candidate experience reflects organizational values, culture, and the Employee Value Proposition.
- Lead or support talent projects that advance priorities and continuous improvement.
Requirements
- Strong understanding of recruitment, sourcing, screening, and candidate assessment practices.
- Good understanding of talent management and succession planning practices.
- Strong relationship-building, consultation, and influencing skills.
- Ability to work well with leaders at different levels of the organization.
- Clear communication skills and the ability to provide practical guidance.
- Strong analytical skills, with the ability to turn data into useful insights and action.
- Experience using applicant tracking systems, HRIS platforms, and talent technology.
- Knowledge of employment legislation, accessibility requirements, and collective agreement considerations.
- Ability to manage several priorities in a changing environment.
- Understanding of responsible and compliant use of AI in recruitment and talent practices.
- Education after high school in Human Resources, Business, a related field, or equivalent experience.
- At least five years of progressive experience in talent acquisition, talent management, or a related People and Culture function.
- Strong experience supporting recruitment, including sourcing, screening, shortlisting, and hiring manager partnership.
- Experience supporting talent reviews, succession planning, or related talent initiatives.
- Experience building external talent pipelines and partnerships.
- Experience using recruitment metrics and data to identify trends and improve outcomes.
- Experience supporting multiple business areas or geographic regions.
- Experience working in both unionized and nonunionized environments is preferred.
Skills
- Recruitment
- Sourcing
- Screening
- Candidate assessment
- Talent management
- Succession planning
- Relationship-building
- Consultation
- Influencing
- Communication
- Analytical skills
- Applicant tracking systems
- HRIS platforms
- Talent technology
- Employment legislation
- Accessibility requirements
- AI in recruitment
- English fluency
- French fluency
Location
- Toronto, ON
Work Type
- Full Time
- Permanent
- Hybrid office environment
Experience Level
- At least five years of progressive experience
Education Level
- Education after high school in Human Resources, Business, a related field, or equivalent experience
About the Company
- CNIB is committed to accommodating applicants with disabilities and will work with applicants requesting accommodations at any stage of the hiring process.