Sr. Talent Acquisition Partner

Role overview

This opportunity is posted on behalf of a partner organization, which will oversee applications and the remaining hiring steps. The hiring company is seeking a Senior Talent Acquisition Partner located in Canada.

You will serve as a strategic hiring partner for a fast-growing business in the energy sector. The role centers on managing recruitment for high-impact, complex positions that support expansion and operational performance. In this position, you will advise leaders on hiring strategy, help define what success looks like in each role, and contribute to workforce planning decisions. The environment is fast-moving and results-oriented, so sound judgment, adaptability, and strong candidate assessment skills are essential. You will also create forward-looking talent pipelines for both current and future capability needs in a competitive market. Your work will directly influence the organization’s ability to scale and advance its long-term sustainability and growth agenda.

Key accountabilities

• Own the complete recruitment cycle, including intake meetings, sourcing, screening, interviews, and offer handling.
• Work closely with business leaders to clarify role needs, success criteria, and hiring plans that support strategic growth goals.
• Build and nurture strong pipelines for specialized, technical, hard-to-fill, and emerging roles.
• Advise stakeholders on labor market conditions, compensation positioning, and effective hiring approaches.
• Carry out structured candidate evaluations and present clear, evidence-based hiring recommendations.
• Deliver a smooth, consistent, and positive experience for candidates at every stage of recruitment.
• Continuously refine hiring processes to improve speed, quality, and consistency of results.

Requirements

• At least 7 years of experience in end-to-end recruitment, preferably in energy, infrastructure, industrial, or technical settings.
• Demonstrated ability to influence senior stakeholders and act as a trusted strategic talent advisor.
• Strong sourcing capability with a track record of building pipelines for niche and specialized positions.
• Solid judgment when evaluating technical, commercial, and leadership talent.
• Comfort managing several priorities in a dynamic and changing environment.
• Hands-on experience with applicant tracking systems such as Workday or comparable tools.
• Excellent communication, stakeholder management, and consultative skills.

Benefits

• Competitive pay package aligned with experience and market standards.
• Flexible hybrid working arrangement that blends office and remote work.
• Comprehensive health, dental, and wellness coverage to support overall well-being.
• Retirement savings program with employer contributions.
• Paid time off to support rest, recovery, and personal commitments.
• Opportunity to contribute to a mission-driven organization focused on sustainability and the energy transition.
• Employee referral bonus program and recognition initiatives.
• Inclusive, collaborative environment that encourages growth, innovation, and learning.

Application and privacy information

Applications are reviewed through an AI-supported matching process designed to assess fit against the core requirements quickly and fairly. The system identifies strong matches, and the shortlisted candidates are then shared with the hiring company. Final hiring decisions, including interviews and assessments, are handled by the company’s internal team.

By applying, you acknowledge that the partner will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This is done on the basis of legitimate interest and pre-contractual measures under applicable data protection laws, including GDPR. You may request access, correction, deletion, or objection to the use of your data at any time.

Artificial intelligence tools may be used to support parts of the hiring process, such as application review, resume analysis, response assessment, and identifying possible inconsistencies or verification signals in submitted materials. These tools assist the recruitment team but do not replace human judgment. Final decisions are made by people. For questions about data processing, you may contact the hiring team.