Talent Partner

CNIB; Toronto; Hybrid; CAD 90,000 - 120,000; Full time

Job summary

CNIB is seeking a Talent Partner to attract, identify and retain great people by partnering with leaders and People & Culture. You will support recruitment, talent planning, succession and internal mobility across the organization, using data and market insights to strengthen pipelines and improve the candidate experience.

In this hybrid Toronto role, you will build external partnerships, manage postings, shortlisting and sourcing strategies, and help ensure inclusive hiring while aligning

Qualifications

• 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.
• Fluency in English and French, written and spoken, is an asset.

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.

Skills

Recruitment strategies

Talent management

Relationship-building

Analytical skills

Data-driven insights

HRIS systems

Employment law

Multitasking

BI/Data literacy

Bilingual (English/French)

Education

HR or related field education

Tools

Applicant Tracking Systems

HRIS platforms

Talent technology

Job description

I. Scope and Summary of Primary Responsibilities

The Talent Partner helps CNIB and DBCS attract, identify and retain great people by building strong relationships with leaders, candidates and external partners. Working closely with leaders and People and Culture Business Partners, this role supports recruitment, talent planning, succession and internal mobility across the organization. Using talent data, market insights and a practical understanding of organizational needs, the Talent Partner helps strengthen talent pipelines, improve the candidate experience and position CNIB and DBCS as inclusive employers of choice.

II. Essential Functions

The position entails, but is not limited to the following general 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.

III. Qualifications

Knowledge and Skill 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.
• Fluency in English and French, written and spoken, is an asset.

Experience and Education

• 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.
• Hybrid office environment.
• Regular exposure to confidential and sensitive employee and candidate information.
• Several competing recruitment and talent priorities.
• Occasional travel to CNIB and DBCS locations or networking events.
• Participation in career fairs, community outreach, networking and other talent attraction activities as needed.

CNIB is committed to accommodating applicants with disabilities and will work with applicants requesting accommodations at any stage of the hiring process.