Date: June 12, 2026
Location: Mississauga/Toronto, ON – Hybrid/On-site
Requisition ID: 21132
Status: Regular
Business Unit: Human Resources
Grade/Band: Band 6A
Shift Work: No
Annual Pay Range: For standard 35-hour work week
$88,710 - $110,890
The successful placement within the range will depend on qualifications, relevant work experience, and other applicable considerations.
Why join us?
The IESO is committed to ensuring Ontario’s electricity system meets the province’s needs today and into the future. We are charged with purpose, delivering reliable, affordable, and sustainable electricity for homes, businesses, and communities across the province. We are energized to grow, embracing opportunities to shape the future of a dynamic and evolving energy sector while advancing our careers. We are powered by teamwork, supported by diverse and passionate colleagues who foster respect, celebrate successes, and thrive on shared achievements. At the IESO, it’s not just what we do—it’s who we are!
Who we are
Our central role includes managing the provincial power grid in real-time, overseeing and evolving Ontario’s electricity market, engaging with government, municipalities and Indigenous communities, and planning for Ontario’s future electricity needs. Our employees play a key role in driving grid innovation, protecting the system from threats, advancing the province’s energy conservation programs, and forecasting and procuring the electricity resources we’ll need in the decades to come.
This is a non-unionized position that falls within the Human Resources Business Unit.
What makes this role exciting
The energy sector is rapidly evolving, offering exciting new opportunities for those who want to make a difference.
The Talent Acquisition Advisor is responsible for managing the complete full cycle recruitment process at all levels for business units. This position works with internal clients to understand talent needs, advise and then facilitate the talent acquisition process that aligns to the overall talent acquisition strategy. They provide professional advice, guidance and consultation to clients at the managerial and individual contributor level across the organization related to the delivery of Talent Acquisition programming.
They identify and share recruitment best practices to ensure a positive candidate and hiring manager experience. They are also responsible for managing the logistics for management of end-to-end recruitment includes: developing job postings, developing an assessment approach which may include interviews, tests, panel discussions, or presentations and pre-qualifying candidates. As strategic talent advisors, they coach hiring managers or teams on interviewing and candidate assessment techniques, and are an integral partner to the business to advance equity, diversity and inclusion (EDI) via the hiring process.
What you’ll do
In this role, you’ll make a meaningful impact by contributing to the IESO team and supporting the electricity needs of the province through:
Building Awareness/Branding
- Proactively develop, build and maintain a network in the energy/public sector to have an up-to-date pool of current and future candidates.
- Attend career fairs, conferences, etc. to build awareness of the IESO’s employment brand in relevant labour markets.
Sourcing
- Responsible for understanding and consulting about the labour market, trends (energy sector, etc.) and different sourcing techniques in order to access the relevant talent and build their interest in the position(s) and IESO and reduce overall agency spend.
- Use available tools to broaden candidate pool to include EDI principles. For example, use searching techniques with LinkedIn and Glassdoor to understand availability of talent and competitiveness of market place and to contact potential candidates who did not apply to the role.
- Develop and maintain a pipeline of external candidates to ensure the appropriate talent is hired to fulfill business objectives.
- Based on discussions with the hiring manager and/or the management team, develop an advertisement approach that profiles the role in mediums most used by potential candidates. Assess the appropriate combination of job slots on social media, ads in industry associations, postings on career pages, advertisements in alumni magazines, presence at job fairs, etc. to foster interest in the relevant candidate pool.
- Develop relationships and implement a plan with institutions that provide access to current and future talent.
- Collaborate with Talent Acquisition colleagues to share learnings, labour market knowledge, and candidate information. Build a pipeline of candidates who may fit future opportunities.
Recruitment
- Manage the recruitment process to provide an engaging and informative experience for the candidates and hiring managers. Partner with client groups to fully understand roles and provide an engaging candidate experience.
- Through discussions with the hiring manager, consult on requirements for roles up to the Director level, considering differences between current and future needs for the role and alignment to day to day operations as well as core strategies.
- The role will actively participate in the full life cycle of the talent acquisition process. Provides advice, guidance and consultation to clients, at times dealing with highly sensitive/confidential issues relating to internal talent amongst employees.
- Use and leverage interviews, assessments, self-discovery tools, etc. so that the IESO accurately assesses the candidates and the candidates accurately assess the opportunities.
- Provide effective program/project management for all requisitions supported through talent acquisition process.
- Develop an action plan for hard to recruit roles and/or roles that are open for longer than 4 months so that options are provided to the hiring manager within the 6-month timeframe.
Selection
- Assess internal and external candidates and provide input into the hiring manager’s decision.
- Collaborate with individuals who are part of the selection process such as colleagues, panel members, agencies/vendors to support the hiring manager’s need for talent.
- Ensure consistency in how hiring processes are applied and probe on areas of bias and ensure fairness by acting as ‘fairness observers.’ In interview debriefs with selection committee, challenge assumptions and biases when they arise.
- Consult with hiring managers, Compensation, salary guides, and HRBP in order to recommend a starting salary. Develop, present and negotiate offers highlighting all elements of the employee value proposition.
- Liaise with Legal and other relevant stakeholders in cases involving international recruitment hires (i.e. Labour Market Impact Assessment, Immigration, etc.)
- Conduct professional references using targeted questions to further assess skills and competencies, and ensure other background checks are completed and broaden the understanding of the individual’s candidacy.
- Leads, or participates as a member of, project teams and task forces, as needed
- Participates in the procurement and management of related vendor relationships and contracts.
- Works with and provides advice and direction to HR Business Partners and people managers in the talent acquisition process.
Onboarding
- Collaborate with various stakeholders throughout the process (e.g. Physical Security, IT, Access Management) in support of candidates and hiring managers to maintain a positive onboarding experience.
- Coach hiring manager on how they can reinforce candidate’s decision through communications, reinforcement, and preparation.
- Guide the candidate through the onboarding process so that the completion of requirements is timely and thorough.
Research and Reporting
- Conduct presentations, orientations, and provide clarification, recommendations and education to hiring managers, candidates and employees on recruitment policies, procedures, systems and guidelines.
- Keep internal client groups abreast of market trends that may impact recruitment strategies and the organization's competitive positioning.
- Partner with key stakeholders to gather feedback and utilize data to make evidence-based decisions related to talent acquisition such as processes, approach, and elements of the employee value proposition.
In a typical day, you will be involved in a mix of strategic sourcing, relationship building, and hands-on recruitment support. The day might begin by reviewing open requisitions, meeting with hiring managers to clarify role requirements, and advising on current labour market conditions, compensation considerations, and effective sourcing strategies. From there, you would actively search for talent using LinkedIn and other channels, build and maintain candidate pipelines, and refine outreach approaches to attract diverse and qualified candidates, including passive talent. You would also coordinate interviews, guide selection discussions, help ensure fairness and consistency in the process, and support offer negotiation, reference checks, and any required background or immigration-related steps. Throughout the day, you would collaborate closely with HR business partners, compensation, and other stakeholders to keep searches moving efficiently while delivering a positive, professional experience for both candidates and hiring teams. In addition, you would spend time on branding and market outreach—such as attending career fairs, networking in the energy and public sectors, and sharing labour market insights to strengthen IESO’s talent pipeline and overall employment brand.
Role Requirements
Our team consists of experts from diverse backgrounds, each bringing their unique perspectives and skills.
To succeed in this role, you’ll need:
- This knowledge is considered to be normally acquired either through the successful completion of a three or four-year university education in an appropriate field, or by having the equivalent level of education. CHRP designation is an asset.
- Strong oral and written communication skills.
- Strong problem-solving and decision making skills.
- Capable of influencing others tactfully to reach agreement or deliver feedback in a constructive manner.
- High level of attention to detail/accuracy and excellent follow-up skills.
- Strong customer focus, with the ability to understand, anticipate and identify customer needs.
- Strong organization skills to set priorities/balance multiple competing responsibilities and demands, respond to customers’ needs in a timely manner, and meet timelines.
- Ability to deal with sensitive/confidential issues and data relating to HR functions which may include health and personal issues. May involve some dispute related activities, e.g. determining factual basis for grievances.
- Demonstrated initiative and professionalism. Takes pro-active approach to job responsibilities.
- Requires knowledge in the fields of social, behavioural and human sciences to proactively assist clients in the administration and management of human resources and/or staff relations matters, programs, and products.
- Working knowledge of relevant legislation including Employment Standards Act and Human Rights Code, as well as application of HR best practices.
- Experience working in a unionized environment, including interpretation of collective agreement provisions.
- Proven ability to effectively apply best practice tools and accurately assess competencies and suitability/fit of potential job candidates.
- Proficient in the MS office products including Word, Excel, PowerPoint, and Outlook.
- Experience with Success Factors HRIS system is considered a strong asset
- A minimum period of 4 to 6 years in the Human Resources field is considered necessary to gain this experience.
How We Support You
From a comprehensive total rewards program to dynamic learning and development opportunities—including job rotations to broaden your expertise—we empower you to define and shape your own success. When you join the IESO, here’s what you can expect:
- Best-in-class benefits and long-term support in the form of a defined benefit pension plan.
- Work in a dynamic and evolving sector that offers exciting opportunities and the chance to explore new career paths.
- Leadership that values meaningful discussions, welcomes feedback, and prioritizes career development.
- A strong, inclusive culture and a collaborative team environment with a shared passion for impactful work.
- Compensation packages that are regularly reviewed to remain competitive and to best accommodate the diverse needs of our employees.
Deadline
June 26, 2026. For future reference, please save a copy of the job posting as it will no longer be available once the posting closes.
Thank you for your interest in a career at the IESO. Only candidates selected for an interview will be contacted. Please note that the successful candidate must be legally eligible to work in Canada and will be subject to applicable background checks.
IESO will not conduct interviews or offer positions via online, text, chat or social media platforms. We will not gather personal information directly from candidates or potential candidates. Selected candidates will work with our Talent Acquisition team to ensure their application is processed.
The IESO currently has a 3-day in-office work week for applicable roles. Over the course of 2026, the IESO will advance plans to acquire additional office space to accommodate more in-office time. While the timeline for moving to a full 5-day in-office model has not yet been established, we are committed to keeping employees and candidates informed as plans progress and give them as much advance notice as possible to prepare for any changes.
We believe in opportunities for everyone.
At the IESO, we know that achieving great results depends on embracing diversity by attracting, developing, and retaining people from a wide variety of backgrounds. We do this by ensuring our recruitment and advancement policies are fair and equitable, and by creating an accessible and inclusive environment—one that values every team member’s unique skills and experiences and ensures they have the support they need to achieve their potential. If you require accommodation during the recruitment process, please let us know. We’re proud to say we’ve been recognized as a supportive, inclusive employer.
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