Aecon – Talent Acquisition Manager (Maternity Cover) July 2026 to August 2027. The Talent Acquisition Manager will play a key role in identifying, attracting, and securing senior leadership, management, and specialist talent critical to the sector’s success and growth ambitions. Reporting to the Sector HR Leadership and the Talent Acquisition Center of Excellence, the role works closely with key stakeholders within the sector to provide strategic insight into the talent market, build talent pipelines aligned to business forecast needs, develop proactive sourcing strategies, and build trusted relationships with specialized senior professionals. Key Responsibilities Manage the entire talent acquisition cycle for the respective sector, in collaboration with the HR business partnering and leadership teams. Translate growth objectives into scalable recruitment and brand strategies with a focus on leadership and key individual project requirements and specialized roles. Build a 12‑month recruitment forecast based on business requirements. Partner closely with the Talent Acquisition Leadership Team to leverage standardized tools, systems, and processes to deliver the best recruitment outcomes to the business. Proactively source and utilize data and market intelligence to inform search and hiring decisions and deliver on current and future talent needs for the business. Utilize various sourcing methods including industry events and networking to identify potential candidates. Monitor and review performance metrics to assess Sector TA team performance, make strategic choices, and improve talent acquisition processes where applicable and aligned. Lead, coach, motivate and develop a small team of talent acquisition individuals to source, attract and engage diverse talent and build an inclusive external pipeline of quality talent. Stay informed about industry trends, salary benchmarks, and competitor hiring practices to inform recruitment approach. Source, shortlist, and interview candidates as required by the sector. Compose employment agreements and lead the negotiation of total compensation elements directly with candidates. Ensure a positive and inclusive work culture where all ideas and insights are welcome. Required Qualifications A Bachelor’s or Diploma in Human Resources, Business or a related field. 8‑10 years of talent acquisition experience, with a minimum of 5–8 years recruiting for senior positions and 3 years as a manager. Proven ability to engage and influence senior professionals. Demonstrated experience in a similar role, coupled with excellent stakeholder engagement, organizational and interpersonal skills. Experience in creating and implementing recruitment strategies that align with organizational goals and talent needs, especially in markets with talent shortages. Strong understanding of the construction industry and leadership capabilities required to succeed in operational roles is valuable. Proficient in managing immigration processes, with a focus on hiring and relocating expatriates to Canada (US experience an asset). Experienced in managing vendors and agencies, fostering long-term partnerships. Demonstrated passion for acting as a brand ambassador, leading external campaigns to generate interest in the company and attract diverse talent. Experience in managing and developing high‑performing teams, setting performance goals, providing guidance and support, and ensuring team productivity and success. Experience successfully working in a matrixed environment. Proficient with technology and talent acquisition go‑to‑market recruitment platforms, including Applicant Tracking Systems (ATS), is an asset. Our Commitment to Diversity, Inclusion, & Belonging We welcome all to apply, including women, visible minorities, Indigenous peoples, persons with disabilities, and persons of any sexual orientation or gender identity. We are committed to adhering to the objectives and requirements outlined in the Accessible Canada Act (ACA) and to providing appropriate accommodations upon request throughout the interview and hiring process. We may use artificial intelligence (AI) tools to assist in screening and reviewing candidates. These tools are applied responsibly and in accordance with applicable privacy laws and Aecon’s AI Usage Policy. All final decisions are made by qualified Aecon team members. #J-18808-Ljbffr