Talent Acquisition and Workforce Planning Partner

As the fourth largest local distribution company in Ontario, Elexicon Energy proudly provides safe and reliable electricity to nearly 200,000 residential and business customers in Durham Region as well as Belleville, Brock, Gravenhurst and Port Hope. Our employees are hard working and take great pride in serving our customers and communities and are committed to building a strong Elexicon that is equipped to meet the demands of today and shape the opportunities of tomorrow.
This position reports to the Manager, Talent Management and People Experience and is focused on supporting Elexicon’s workforce strategy by leading talent acquisition and workforce planning initiatives. The role contributes to attracting, assessing, and securing top talent while helping design and implement workforce plans that align with Elexicon’s strategy, vision, and mission, ensuring the organization has the right people in the right roles to meet current and future business needs.

DUTIES AND RESPONSIBILITIES

Lead full-cycle recruitment activities, including job intake, sourcing, screening, interviewing, selection, and offer negotiation, ensuring a high-quality candidate experience.
Partner with business leaders to understand current and future talent needs and develop proactive workforce plans aligned to organizational priorities.
Build and maintain diverse talent pipelines through strategic sourcing, networking, and employer branding initiatives.
Represent Elexicon at career fairs, industry events, and community outreach initiatives to promote the organization as an employer of choice and build a strong external talent network.
Analyze workforce data and hiring trends to provide insights and recommendations that inform workforce planning and decision-making.
Collaborate with hiring managers to define role requirements, success profiles, and effective selection strategies.
Execute onboarding processes to ensure successful integration of new hires into the organization.
Support internal mobility and succession planning initiatives by identifying and facilitating talent movement opportunities.
Monitor labour market trends and talent availability to inform recruitment strategies and workforce planning efforts.
Track, analyze, and report on key talent acquisition and workforce planning metrics (e.g., time-to-fill, quality of hire, source effectiveness, and vacancy rates) to drive continuous improvement and inform strategic decisions.
Ensure recruitment and workforce planning practices are compliant with applicable legislation, policies, and equity, diversity, and inclusion principles.
Contribute to the development and implementation of talent acquisition strategies, programs, and tools that enhance organizational capability.
Foster strong relationships with internal stakeholders and external partners to support talent attraction and workforce initiatives.
Other duties as assigned.

WHAT YOU NEED TO BE SUCCESSFUL

Knowledge and understanding of relevant legislation.
Comfortable with providing HR advice and guidance to stakeholders.
Experience in full lifecycle recruitment, employee onboarding/offboarding, salary administration, compensation programming, and employee and labour relations.
Demonstrated experience with HRMS applications, including recruiting and employee life-cycle management programs/systems
Strong written and verbal communication, facilitation, presentation, consulting and coaching skills.
Pragmatic problem-solving skills, sound judgement, critical thinking and decision-making skills.
Strong business literacy, consulting, and negotiation skills
Proven ability to build and maintain positive and collaborative working relationships at all levels within an organization.
Exhibits uncompromising integrity and commitment to upholding corporate values and behaviours
Ability to travel to off-site locations in a timely and efficient manner, as required.

MINIMUM REQUIREMENTS

University Degree or College Diploma with a specialization in HR.
Minimum of 2-3 years of HR experience including recruitment and employee life-cycle management.
CHRP or CHRL designation is an asset.
HR experience in a unionized work environment is an asset.

Non-Union:
Compensation Package: Annual Salary between $84,800.00 - $106,000.00 + OMERS Pension Plan
The above range reflects the reasonable estimate for the position at the time of posting. Within the range, hiring compensation will be determined based on relevant qualifications, experience, skillset, education/ training, and other organizational needs.
Note: This posting is for a temporary 12 month replacement position.