WHY JOIN THE TEAM?
1. To have a real impact on optimizing the constantly evolving talent acquisition process;

2. To participate in harmonizing a completely new, cutting-edge global structure;

3. Looking to achieve a great career in the power industry, this is for you!

POSITION OBJECTIVE

• Responsible for partnering with our hiring managers to source, assess, active searching, Headhunting and advise on top quality candidates.

• Strategic Talent Planning & Execution, Efficiency & Process Improvement & Candidate Experience, Key Performance Indicators (KPIs) to Measure Success.

• Ensure talent acquisition processes end to end and maintain high-quality human capital.

YOUR KEY RESPONSIBILITIES

• Manage tracking application system “Taleo”, need analysis sessions, propose talent attraction strategy, posting, screening, active searching, headhunting, candidate validation and job reference. Schedule interviews, debrief sessions, medical exams, and job offers. Third party psychometric test registration, request wage information for TR salary approval, payroll and HRBPs. Manage relocation end to end. Update data on platforms (Taleo/WFP), first day onboarding activities and prepare physical files. Attend branding and job fair events, visits to the plant, DEI guidelines, LinkedIn AI tools, manage internship program.

• Advise hiring managers on full-cycle recruitment and advise on effective candidate assessment.

• Work closely with Client Groups and HRBP’s in order to proactively develop and execute effective recruitment strategies.

• Demonstrate high quality service to provide client service excellence to all candidates.

• Use a variety of sourcing methods to continually build and maintain a talent poll-both now and for the future;

• Always strive to be an expert in the business areas you support.

SKILLS:

• Passion and focus on recruitment, with a solid grounding in business

• Proven success using a variety of sourcing strategies including proactive sourcing techniques using social media (LinkedIn, Facebook, Twitter) and referral generation

• Recent agency recruitment experience a strong asset.

Experience and Education:

• Bachelor's Degree in Industrial Relations, Business Administration, Psychology, or equivalent.

• Must have a minimum of 4 years experience of recruiting experience

Language:

• Fluent in Spanish written and verbal.

• English intermediate/advanced (80%)

• Knowledge of French or German is an advantage

Annex to detail

A Talent Acquisition Advisor's major performance objectives center around strategic talent acquisition, efficiency, and impact on the organization.

1. Strategic Talent Planning & Execution:

• Proactive Talent Pipelining: Build and maintain a robust pipeline of qualified candidates for critical and future roles.

• Talent Market Analysis: Provide insights on market trends, competitor activity, and talent availability to inform hiring strategies.

• Strategic Sourcing: Identify and utilize innovative sourcing strategies to attract top talent in competitive markets.

• Diversity & Inclusion: Achieve measurable progress in attracting and hiring a diverse workforce.

• Employer Branding: Enhance the company's employer brand to attract top talent.

2. Efficiency & Process Improvement:

• Time-to-Fill Reduction: Minimize the time it takes to fill open positions while maintaining quality.

• Process Efficiency: Streamline recruitment processes, leveraging technology and best practices for optimal efficiency.

• Data-Driven Decision Making: Utilize recruitment analytics to track performance, identify areas for improvement, and make informed decisions.

• ATS Optimization: Ensure effective use of the Applicant Tracking System (ATS) for efficient candidate management.

3. Quality of Hire & Candidate Experience:

• Hire Survey: Ensure that hired candidates meet or exceed performance expectations and contribute to organizational goals.

• Candidate Experience: Create a positive and engaging candidate experience throughout the recruitment process.

• Hiring Manager Satisfaction: Build strong relationships with hiring managers and ensure their satisfaction with the recruitment process.

• Retention: Contribute to long-term employee retention by ensuring a strong fit between candidates and the organization.

4. Leadership & Mentorship:

• Stakeholder Management: Build strong relationships with key stakeholders, including hiring managers, HR partners, and external vendors.

• Best Practice Sharing: Stay up-to-date on industry best practices and share knowledge with the team.

• Project Management: Lead and manage recruitment-related projects and initiatives.

LIFE AT BRP

At BRP, we have a visceral connection to our consumers, one created from a shared passion for the Ultimate Ride. Our teams have a unique ability to develop market-shaping products and services that move people physically and emotionally.

Distributed throughout more than 100 countries, our product line-up includes Ski-Doo and Lynx snowmobiles, Sea-doo watercraft, side-by-side all terrain vehicles, Can-Am Spyder roadsters, Evinrude marine propulsion systems, marine propulsion systems and motors for Rotax karts, motorcycles, and small planes, as well as a full line-up of parts, accessories, and clothing.

Our 10 000 employees make up a big family of diverse cultures who all share a common value: innovation. Our people are passionate and qualified; by joining BRP, you will evolve at the heart of an experienced team that will welcome you with open arms.

www.brp.com

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