Director, Talent Acquisition (12-14 month contract)

Main Activities:

Enterprise Talent Acquisition Strategy 

• Own and execute the enterprise‑wide Talent Acquisition strategy, aligned to business growth, acquisitions integration, and workforce planning.

• Evolve TA from a delivery function to a strategic advisory partner to business and HR leadership. 

• Translate business and integration roadmaps into forward‑looking talent plans and hiring strategies. 




TA Capability & Competency Alignment 

• Define and operationalize TA competencies aligned to:  

• Workforce planning

• Strategic sourcing

• Assessment & selection

• Inclusive hiring practices

• Talent advisory and influence 

• Build TA capability to support future‑state hiring, not just current demand. 

• Ensure TA practices are aligned with broader HR competencies and leadership expectations. 

 

Team Leadership & Operating Model 

• Lead, coach, and develop a high‑performing TA team with clear accountability and career progression. 

• Evolve the TA operating model to balance:  

• Centralized strategy and standards

• Flexible, business‑aligned delivery 

• Foster a culture of curiosity, continuous improvement, and data‑driven decision‑making. 




Employer Brand & Talent Market Positioning 

• Strengthen EQB’s employer value proposition in a competitive financial services and fintech market. 

• Partner with Marketing and Communications to ensure a compelling, authentic, and inclusive talent brand. 

• Position EQB’s as an employer of choice for both external candidates and internal talent. 




Governance, Data & Insight 

• Establish clear governance for hiring, mobility, and vendor usage. 

• Use data and insights to:  

• Monitor hiring and mobility outcomes

• Identify risks and opportunities

• Inform leadership decision‑making 

Ensure compliance with employment legislation and internal risk standards. 




Acquisitions Integration Enablement

Lead TA integration efforts for acquired businesses, including:  

• Harmonizing hiring practices, assessment standards, and employer brand

• Supporting role clarity, career mapping, and talent stabilization

• Ensuring a consistent and equitable candidate and employee experience

• Act as a key people partner during post‑acquisition transitions.




What Success Looks Like: 

Internal mobility is visible, trusted, and actively used across the organization

Acquisitions are supported by clear talent integration and career pathways

Leaders view TA as a strategic partner, not a transactional service

TA capabilities and competencies are aligned to future workforce needs

Time‑to‑fill, quality‑of‑hire, and engagement outcomes improve sustainably

 

Knowledge/Skill Requirements:

• 10+ years of recruiting experience; a mix of corporate and agency with a focus on talent, workforce planning and recruiting 

• Must have previous high volume and corporate recruitment experience 

• 5+ years in a team leadership role 

• Banking and Technology recruitment experience  

• Bachelor's Degree in Business Administration, Human Resources or a related field  

• Must demonstrate education around unconscious bias, reconciliation work, intercultural competence, accessibility and accommodation awareness 

• Ability to understand a wide range of technical roles 

• Ability to handle sensitive and confidential information appropriately 

• Ability to lead and manage special projects  

• Exemplary interviewing and investigative skills 

• Clear understanding of the end-to-end recruitment lifecycle processes 

• Adept in Boolean Search 

• Experienced in using applicant-tracking systems (ATS). Proficient in Microsoft Office applications (Word, Excel and PowerPoint) 

• In-depth experience conducting research, and sourcing candidates through social media (LinkedIn) 

• Ability to clearly communicate technical, analytical/quantitative or conceptual information and ideas 

• Experience in building and maintaining relationships with business units, partners, third party vendors 

• Strong conflict resolution and negotiation skills 

• Strong interpersonal skills, high energy, proactive and self-motivated 

• Experience working in high-volume, fast-paced environments  

• Experience coaching recruiters and managers re unbiased interview processes 

• Abreast with the Canada Labour Code and all Canadian employment regulations in relation to recruitment 

• Able to quickly respond to changes in priorities