The Talent Acquisition Specialist is responsible for leading full-cycle recruitment activities across the organization to ensure the attraction, selection, and hiring of high-quality talent. The role partners closely with leaders across the business to understand workforce needs, develop effective sourcing strategies, build & maintain talent pipelines, and support the organization’s talent attraction and workforce planning objectives.
The Talent Acquisition Specialist plays a key role in developing and executing recruitment strategies, supporting internal and external talent acquisition initiatives, fostering relationships with community and educational partners, and ensuring recruitment practices align with employment legislation, human rights requirements, organizational values, and business objectives.
This position requires a proactive, relationship-focused professional who can anticipate staffing needs, identify top talent, and deliver an exceptional candidate experience throughout the recruitment process.
Responsibilities:
Recruitment & Selection
- Lead full-cycle recruitment activities, including job posting development, candidate sourcing, application screening, interviewing, candidate assessment, reference checking, offer coordination, and selection processes to ensure the timely acquisition of qualified talent.
- Partner with hiring managers to understand workforce needs, position requirements, and recruitment strategies to ensure quality of hire.
- Implement structured interview and candidate assessment techniques, including behavioural and competency-based interviewing, to support objective and effective hiring decisions
- Build and maintain talent pipelines aligned with future workforce needs.
- Track, monitor and analyze recruitment metrics, including time-to-fill, quality-of-hire, and new hire turnover.
- Identify trends and recommend improvements to hiring processes to increase role fit and retention.
Onboarding & Orientation
- Design and deliver structured onboarding programs that support engagement and early success.
- Facilitate orientation sessions to integrate employees into our culture, expectations, and workflows.
- Partner with managers to create clear 30-60-90-day onboarding plans.
- Monitor onboarding effectiveness to reduce early-stage turnover.
- Conduct regular check-ins with new hires during their first 90 days to address concerns and improve retention.
- Collaborate with Safety on required training and incorporation into onboarding program.
Employer Branding & Community Engagement
- Collaborate with the Director People & Culture and Marketing to promote the organization as an employer of choice.
- Represent the organization at career fairs, networking events, community outreach activities, and educational institution recruiting events.
- Develop and maintain relationships with schools, colleges, universities, Indigenous communities, professional associations, and community organizations.
- Create positive candidate experiences that strengthen the organization’s reputation in the marketplace.
Employee Development & Probation Management
- Coordinate and track probationary review processes to ensure consistency and accountability.
- Partner with managers to conduct meaningful probationary appraisals focused on performance, engagement, and role fit.
- Identify early indicators of misalignment and collaborate on corrective action plans.
- Support decision-making regarding role fit, development needs, or role reassignment where appropriate.
- Maintain accurate documentation and ensure timely completion of all probation evaluations.
Hiring Quality & New Hire Retention
- Track and analyze new hire turnover (e.g., first 3, 6, and 12 months) to identify root causes.
- Conduct new hire and exit feedback analysis to understand drivers of early attrition.
- Partner with managers to strengthen role clarity, expectations, and onboarding effectiveness.
- Implement strategies to improve hiring outcomes, such as:
- Enhanced job scoping and realistic job previews
- Improved candidate assessment tools
- Hiring manager training on interviewing and selection
- Support workforce adjustments when mismatches occur, including redeployment or targeted development.
Manager & Stakeholder Collaboration
- Provide recruitment expertise and guidance to leaders on hiring practices, candidate assessment, labour market trends, and recruitment strategies.
- Advise leaders on staffing policies, recruitment procedures, and best practices.
- Participate in special projects and People & Culture initiatives as assigned.
- Partner with managers and teams to foster a culture of collaboration, accountability, and continuous development.
- Collaborate on succession planning and workforce development initiatives.
- Participate in cross-functional HR initiatives that support organizational culture, employee engagement, and workforce development.
- Promote knowledge sharing and best practices across departments to strengthen consistency in people management approaches.
HR Administration & Compliance
- Maintain accurate employee records related to recruitment, onboarding, and performance.
- Ensure compliance with employment standards and internal policies.
- Support reporting on key HR metrics, including turnover and hiring effectiveness.
Requirements:
Education:
- Diploma in Human Resources Management, Business Administration, or a related field
- CPHR designation or working toward designation is considered an asset
Experience:
- Minimum 3-5 years of progressive experience in talent acquisition, recruitment, or human resources
- Demonstrated experience managing full-cycle recruitment across multiple positions and departments
- Experience conducting behavioural and competency-based interviews and candidate assessments
- Experience coordinating onboarding programs and supporting employee integration
- Experience providing guidance and support to hiring managers throughout the recruitment and selection process
Skills & Knowledge:
- Knowledge of recruitment and selection best practices
- Working knowledge of British Columbia Employment Standards, Human Rights legislation, privacy requirements, and recruitment-related compliance obligations
- Strong interviewing, candidate assessment, and talent evaluation skills
- Excellent relationship-building and influencing abilities Strong verbal, written, and interpersonal communication skills
- Strong organizational and planning skills with the ability to manage multiple priorities
- Analytical mindset with the ability to interpret recruitment and retention data and identify trends
- Strong problem-solving and decision-making abilities
- High degree of professionalism, confidentiality, and attention to detail
- Proficiency in Microsoft Office Suite
- Valid Class 5 Driver’s License and ability to travel to company locations, career fairs, educational institutions, and community recruitment events as required
Compensation Package:
- Salary: $71,520 – $89,400 (depending on experience)
- Schedule: Monday – Friday
- Extended health benefits including health, dental, vision, travel, Health Spending Account and RRSP program
- Team building and social events
- Training, development, and mentorship opportunities
- Opportunity to advance in your career
- Work-life balance
- A great culture where we truly value our employees
How to apply:
To apply, please submit your resume and cover letter to [email protected].
Our recruitment team reviews all applications carefully. Applications will be accepted on an ongoing basis until the position is filled. Due to the high volume of applications, only candidates selected for an interview will be contacted.
About our Kootenay home:
Are the mountains calling you? From beautiful parks and forests, pristine lakes, breathtaking valleys and stunning mountain ranges, the West Kootenay region is a highly desired and special place to call home. With an abundance of recreation including ski areas, golf courses, hot springs, and endless hiking, biking and other outdoor activities, the Kootenays isn’t just a region, it’s a lifestyle. Our vibrant mountain towns are full of arts, culture, food, history and caring communities. What are you doing after work today?
Equal opportunity commitment:
Kalesnikoff is a committed equal opportunity employer. Our recruitment strategy is designed to attract the best person for each position, to ensure equal opportunity for all applicants, and to promote our corporate vision and culture. When considering applicants, only job-related criteria such as ability, merit and responsibility are used to evaluate applicants. Kalesnikoff prohibits discrimination and harassment on the basis of any characteristic protected by applicable law.
Kalesnikoff is committed to treating all people in a way that allows them to maintain their dignity and independence. Kalesnikoff believes in integration and equal opportunity. Kalesnikoff is committed to meeting the needs of people with disabilities in a timely manner and will do so by identifying barriers to accessibility and meeting accessibility standards in accordance with applicable law.
