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The Recruitment Assistant will source, screen, and interview candidates to build a qualified pipeline for various open roles. They will also manage job postings, coordinate interviews, and maintain accurate records of candidate progress.
Lead and evolve the company’s talent acquisition strategy, hiring standards, recruiting operations, and team, while personally supporting critical and executive searches. Advise senior leaders using talent data, market intelligence, and compensation benchmarks to guide hiring and workforce decisions.
The Talent Acquisition Associate will own full-cycle recruiting for high-volume roles including SDR, Onboarding, and Support. They will proactively source candidates, manage the pipeline in Greenhouse, and act as an ambassador for the company's culture.
The professor will teach a course on equity, diversity, and inclusion in education, covering theories of social inequality and universal design. They are responsible for delivering course content via videoconference and applying Ontario College of Teachers standards.
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The intern will assist the Talent Acquisition team with candidate screening, interview coordination, and pipeline management. They will also contribute to employer branding initiatives and provide administrative support for hiring processes.
The consultant will manage the full-cycle recruitment process, including sourcing, screening, and interviewing candidates to meet client hiring needs. They will also act as a trusted advisor to clients, providing market intelligence and ensuring high-quality candidate placements.
Partner with managers and advise leaders on team management, HR decisions, talent development, performance, employee relations, and organizational needs. Support recruitment, payroll data and employee information for assigned subsidiaries, consistent international HR practices, and HR projects involving safety, francization, skills development, and compliance.
The HR Specialist will support clients and professionals in Canada by managing employee lifecycle events, payroll, and compliance with local labor laws. They will also collaborate with internal teams to streamline HR operations and provide strategic guidance to enhance customer relationships.
The recruiting coordinator will manage interview scheduling, prepare interview materials, and generate hiring documentation. They will also maintain candidate confidentiality and contribute to the improvement of recruitment processes.
Coordinate and schedule interviews while managing the distribution of hiring materials and offer letters. Maintain candidate confidentiality and contribute to the continuous improvement of recruitment processes.
Coordinate and schedule interviews while managing candidate and company documentation. Ensure a smooth recruitment process and contribute to the improvement of existing procedures.
The role involves managing Canadian People Operations, including payroll, benefits, and the employee lifecycle, while overseeing global learning program administration. You will also support international teams and maintain compliance across various HR systems and documentation.
The Participant Recruitment Operations Manager oversees the daily operational performance of the centralized patient recruitment function and call center. This role involves managing a remote team, forecasting recruitment needs, and ensuring enrollment targets are met through data-driven strategies.
The HRIS and Workforce Analyst will serve as the subject matter expert for HR technology, workforce data, and system optimization. They will develop metrics and dashboards to provide actionable insights while leading process improvements across the employee lifecycle.
The Head of HR will own the end-to-end people function, including talent acquisition, compliance, performance management, and compensation strategy. They will also lead culture initiatives and ensure the remote-first team remains connected and aligned with company values.
The Talent Sourcer will execute sourcing strategies to identify and engage high-caliber candidates for critical roles across the organization. They will collaborate with the Talent Acquisition team and hiring managers to build pipelines and refine candidate profiles.
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The intern will provide administrative support across the Talent, People, and Office Operations team, including interview scheduling and HRIS data management. They will also assist with employee onboarding, offboarding, and maintaining office environment standards.
You will re-architect legacy HR processes into scalable automated systems and lead the creation of internal AI agents to improve operational efficiency. Additionally, you will own the strategic modeling of compensation policies and drive the adoption of automation across the People & Talent team.
The Junior Recruiter will lead the end-to-end recruitment process, including sourcing, interviewing, and managing offer letters. They will also provide equitable salary recommendations and collaborate with team leaders on extension letters and post-hire inquiries.
You will source top technical hardware talent and partner with leadership to define and execute hiring strategies. Additionally, you will contribute to a high-quality candidate experience while utilizing innovative sourcing techniques.
Own full-cycle recruiting for engineering and product teams, from intake through offer. Partner with leadership to build sourcing strategies and maintain a rigorous, fast-moving interview process.
The specialist will apply structured change management methodologies to support the implementation and adoption of digital health technologies among clinical partners. They will act as a coach to clinicians, manage workflows, and identify performance gaps to ensure successful project outcomes.
The consultant will manage the full-cycle recruitment process, including sourcing, screening, and interviewing candidates to meet client hiring needs. They will also act as a trusted advisor to clients, providing market intelligence and ensuring high levels of client and candidate satisfaction.
The Recruitment Sourcing Specialist is responsible for executing sourcing strategies to identify and engage passive candidates for client roles. They will collaborate with recruitment teams to build talent pipelines and provide market intelligence to support effective hiring outcomes.
The Lead Talent Acquisition Partner will design and execute end-to-end recruitment strategies for high-complexity roles within technology and enabling functions. They will act as a strategic advisor to senior leadership, leveraging data-driven insights to influence hiring decisions and negotiate complex offers.
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You will own the end-to-end team member lifecycle strategy, including recruiting, onboarding, and early-tenure experience. Additionally, you will manage and develop a team while acting as a strategic partner to hiring managers across the organization.
The consultant will work directly with clients to implement and configure Workday Recruiting solutions tailored to specific business needs. They will also participate in internal training, guide team members, and assist the sales team with project scoping.
The Associate Talent Acquisition Partner manages full-cycle recruiting for assigned functions while serving as a consultative partner to hiring managers and HR. They are responsible for building talent pipelines, promoting employer brand messaging, and ensuring compliance with hiring practices.
Plan and conduct technical training programs for elevator technicians and supervisors to address competency gaps. Collaborate with service operations leaders to develop learning solutions that reflect real-world field challenges and best practices.
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