Strategic Recruitment Analyst

Job Summary & Requirements

As a member of the People Recruitment team, the Strategic Recruitment Analyst works closely with the Recruitment Specialists, People Partnerships team, Corporate Communications team, and other key internal and external partners to lead the development and improvement of talent acquisition processes that builds a strong employer brand and supports a positive candidate experience This role designs, develops, and executes talent-focused initiatives in support of RVH’s people strategy in a sustainable and scalable manner to ensure efficient recruitment, selection and onboarding of high-quality candidates to fill vacancies throughout the organization.

The Strategic Recruitment Analyst also supports other areas of HR including but not limited to policy development, researching, planning, developing, implementing and evaluating best practice human resources and business strategies to make recommendations on improving current practice.

Qualifications:

Education:

• Bachelor’s degree with a specialized in Human Resources, or a related field
• Post-graduate certificate in Talent Acquisition or Human Resources Management preferred
• Member in good standing of HRPA preferred
• Certificate in project management and/or change management considered an asset
  
  

Experience:

• Minimum five (5) years of recruitment or human resources experience
• Experience in a unionized and/or healthcare environment preferred
• Experience with research, development and implementation of talent attraction, employer branding and recruitment marketing strategies
• Excellent knowledge of and experience with HRIS and ATS software required. Experience with PeopleSoft and Deltek Recruitment Management System considered an asset.
• Experience with HR data analysis, specifically recruitment-related data.
• Intermediate to advanced knowledge of Microsoft applications such as Excel, SharePoint, OneNote, Outlook, PowerPoint, Word, Visio, etc.
  
  

Competencies:

• Demonstrated excellent interpersonal skills, including participating in constructive conflict, and ability to build and maintain positive relationships
• Demonstrated excellent written communication skills to develop talent acquisition materials including but not limited to presentations, briefing notes, standard operating procedures, interview guides, advertisements, job descriptions and email communications
• Ability to communicate detailed information in an impactful way to a variety of audiences while having confidence in presenting to all levels within the organization.
• Strong analytical skills with the ability to use data to solve complex problems with the ability to explain and lead discussion of results of analysis and projects in concise and professional manner
• Strong business acumen with proven flexibility and ability to adapt positively in a fast-based, and ever-changing organization
• Ability to transfer knowledge and translate evidence into practice
• Demonstrated ability to prioritize work independently (high level of self- direction and initiative) and as part of a team, manage a full workload and meet deadlines in a busy environment with frequent interruptions
• Demonstrated ability to foster an environment which promotes collaborative decision making with the ability to work together as a team to bring a shared vision to life
• Demonstrated facilitation, relationship building and networking skills with ability to function as a change agent and build capacity in health centre
  
  

Responsibilities:

Strategy & Planning

• Provide support to various levels of the organization in all aspects of talent acquisition and retention through acting as a change agent, championing future-focused initiatives and proactively contributing to the talent acquisition operating model
• Design and deliver best-in-class practices and programs for talent acquisition at RVH through evaluation of the talent acquisition processes from the point of position creation through the employees first 90 days to identify areas of opportunities for continuous improvement
• Leverage comprehensive HR background to interact with and advise all levels of the leadership team.
• Collaborate with leadership to identify HR research areas and initiatives to achieve organizational objectives though expertise, data, trend analysis, updates, and recommendations.
• Influence leaders on suggested actions, and creatively resolve problems by identifying alternatives.
  
  

Process and Systems Development

• As the Recruitment Management System (RMS) subject matter expert, continuously enhance and optimize the RMS including automation, correspondences/notifications, custom fields, integrations, workflows, etc.
• Collaborate to gather and validate systems requirements based on health centre and department needs, as well as evaluate and prepare system optimizations.
• Ensure talent acquisition systems meet all data privacy, compliance and regulations.
• Drive effective business requirement gathering, communication, collaboration and commitment across multiple teams with competing priorities. As the subject matter expert for all talent acquisition systems/modules/process actively participates in optimization by driving the definition and organization of business requirements and other user requests as it relates to leading and participating in projects. Creates, maintains and disseminates project information to partners.
• Act as bridge between HR and third-party vendors, ensuring technical, processes and systems are optimized common understanding and alignment on data project requirements, conveying requirements with clarity and precision
• Build consensus on operational and technical decisions, while delivering high quality results. Increase the productivity of internal teams by suggesting design and workflow improvements and fixes as it relates to talent acquisition.
  
  

Research & Analysis

• Analyze business workflows, conduct best practice research, prepare organizational reviews and develop reports and presentations for hospital leadership to enhance current processes and practices.
• Identify trends and patterns through data analysis and develops recommendations to support business objectives. Develops and implements solutions for reporting, analyzing and presenting data to the organization.
• Conduct research to determine efficiency and effectiveness of HR policies and programs.
• Follow project management, change management and Lean methodologies.
• Lead and/or support HR audits, system implementations and program research and analysis.
• Provide analytical and data support to management in negotiations of local collective agreements and other HR processes.