Job description

WHO WE ARE Smartrend Manufacturing Group (SMG) Inc . is one of Manitoba’s fastest-growing companies, committed to increasing safety in the school bus industry and reducing emissions in the electric vehicle charging sector through our diverse divisions. We design and develop exciting, patented, and innovative technologies that make a real and lasting impact across multiple industries. At the heart of our success are the values that guide everything we do: • People – our team is what makes us special • Passion – from our hearts and minds, demonstrated through our actions • Priority – we put the customer first, every day, in everything we do • Partnership – with each other, our customers, and our suppliers We provide a supportive environment where hard work, passions, and goals are recognized. Innovation and collaboration are at the heart of what we do. Share your drive and aspirations with us, and we’ll ensure that your efforts open doors to new opportunities and growth. THE POSITION As a Talent Acquisition Specialis t , you will lead full-cycle recruitment across Smartrend Manufacturing Group, partnering with hiring leaders to attract, assess, and hire top talent that supports our continued growth. You will develop effective sourcing strategies, manage multiple recruitment projects simultaneously, and provide consultative guidance throughout the hiring process. In addition to leading recruitment activities, you will contribute to the continuous improvement of SMG's talent acquisition practices by enhancing recruitment processes, candidate experience, employer branding, and hiring tools.. HOW YOU WILL BE MAKING AN IMPACT • Lead end-to-end recruitment activities for assigned positions, including intake meetings, job postings, candidate sourcing, application screening, interviews, reference checks and offer preparation, • Partner with hiring managers and business leaders to understand workforce needs, define position requirements, develop recruitment strategies, and support workforce planning initiatives. • Source and engage qualified active and passive candidates through LinkedIn Recruiter, job boards, employee referrals, professional networks, educational institutions, and other targeted sourcing channels. • Build and maintain talent pipelines for recurring, high-volume, and difficult-to-fill positions to support current and future hiring needs. • Guide hiring managers through the recruitment process by coordinating interviews, developing structured interview guides, evaluating candidates, and providing informed hiring recommendations. • Deliver an exceptional candidate experience through timely communication, professionalism, and effective recruitment coordination. • Promote SMG's employer brand by supporting recruitment marketing initiatives, career fairs, community partnerships, educational outreach, and other talent attraction activities. • Maintain accurate recruitment records within the Applicant Tracking System (ATS) and ensure recruitment activities are completed efficiently and in accordance with established processes. • Monitor recruitment metrics, labour market trends, and compensation data to support hiring decisions, workforce planning, and continuous improvement initiatives. • Identify and implement opportunities to improve recruitment processes, tools, templates, reporting, and hiring manager practices. • Ensure recruitment activities comply with applicable employment legislation, human rights requirements, and SMG policies. • Support a seamless transition from recruitment to onboarding by ensuring hiring documentation is complete, accurate, and communicated to the appropriate internal stakeholders. WHAT SUCCESS LOOKS LIKE • Positions are filled within agreed recruitment timelines while maintaining a high standard of candidate quality. • Strong talent pipelines are developed and maintained for recurring, specialized, and difficult-to-fill positions. • Hiring managers and candidates receive responsive, professional, and consistent support throughout the recruitment process, resulting in a positive hiring experience. • Recruitment records within the ATS are accurate, current, and support effective reporting and decision-making. • Hiring decisions are supported by structured, objective, and job-related assessment practices that promote fair and consistent selection. • Recruitment metrics, labour market insights, and hiring trends are leveraged to improve recruitment effectiveness, sourcing strategies, and hiring outcomes. • Recruitment processes, tools, templates, and best practices are continuously evaluated and improved to support operational efficiency and organizational growth. • Strong partnerships are established with hiring leaders to deliver proactive, responsive, and business-focused recruitment solutions that support workforce planning and organizational objectives. WHAT SKILLS AND EXPERIENCE YOU REQUIRE • 3+ years of experience managing full-cycle recruitment. • Post-secondary education in human resources, business administration or a related field. An equivalent combination of education and experience may be considered. • Experience recruiting for manufacturing, engineering, technical, skilled-trades or operational positions is preferred. • Demonstrated ability to source candidates through job boards, LinkedIn, professional networks and direct outreach. • Experience working with applicant tracking systems. Experience with Breezy is considered an asset. • Working knowledge of recruitment best practices and applicable employment and human rights legislation. • Strong interviewing, candidate-assessment and written communication skills. • Ability to build effective working relationships with hiring managers and candidates. • Strong organizational skills and attention to detail. • Ability to manage multiple vacancies and changing priorities in a fast-paced environment. • Sound judgment and the ability to handle confidential information appropriately. • Experience tracking recruitment activity and preparing reports or recruitment metrics is considered an asset. • CPHR designation or progress toward the designation is considered an asset. THE BENEFITS OF BEING PART OF OUR TEAM Share your passion and drive with us, and we’ll provide an environment where your contributions are recognized, rewarded, and celebrated - supporting your professional growth and job satisfaction. We offer our team members a comprehensive benefits package, including: • Competitive compensation with a negotiable starting salary based on experience. • Group insurance plan with a health spending account. • Paid vacation. • Company-paid shutdown from Christmas to New Year’s. • Opportunities for career advancement with a growing company. We would like to thank all applicants who apply, however, only those selected for an interview will be contacted.

Requirements

Must-haves

Lead end-to-end recruitment activities for assigned positions, including intake meetings, job postings, candidate sourcing, application screening, interviews, reference checks and offer preparation,
Partner with hiring managers and business leaders to understand workforce needs, define position requirements, develop recruitment strategies, and support workforce planning initiatives.
Source and engage qualified active and passive candidates through LinkedIn Recruiter, job boards, employee referrals, professional networks, educational institutions, and other targeted sourcing channels.
Build and maintain talent pipelines for recurring, high-volume, and difficult-to-fill positions to support current and future hiring needs.
Guide hiring managers through the recruitment process by coordinating interviews, developing structured interview guides, evaluating candidates, and providing informed hiring recommendations.
Deliver an exceptional candidate experience through timely communication, professionalism, and effective recruitment coordination.
Promote SMG's employer brand by supporting recruitment marketing initiatives, career fairs, community partnerships, educational outreach, and other talent attraction activities.
Maintain accurate recruitment records within the Applicant Tracking System (ATS) and ensure recruitment activities are completed efficiently and in accordance with established processes.
Monitor recruitment metrics, labour market trends, and compensation data to support hiring decisions, workforce planning, and continuous improvement initiatives.
Identify and implement opportunities to improve recruitment processes, tools, templates, reporting, and hiring manager practices.
Ensure recruitment activities comply with applicable employment legislation, human rights requirements, and SMG policies.
Support a seamless transition from recruitment to onboarding by ensuring hiring documentation is complete, accurate, and communicated to the appropriate internal stakeholders.
Positions are filled within agreed recruitment timelines while maintaining a high standard of candidate quality.
Strong talent pipelines are developed and maintained for recurring, specialized, and difficult-to-fill positions.
Hiring managers and candidates receive responsive, professional, and consistent support throughout the recruitment process, resulting in a positive hiring experience.
Recruitment records within the ATS are accurate, current, and support effective reporting and decision-making.
Hiring decisions are supported by structured, objective, and job-related assessment practices that promote fair and consistent selection.
Recruitment metrics, labour market insights, and hiring trends are leveraged to improve recruitment effectiveness, sourcing strategies, and hiring outcomes.
Recruitment processes, tools, templates, and best practices are continuously evaluated and improved to support operational efficiency and organizational growth.
Strong partnerships are established with hiring leaders to deliver proactive, responsive, and business-focused recruitment solutions that support workforce planning and organizational objectives.
3+ years of experience managing full-cycle recruitment.
Post-secondary education in human resources, business administration or a related field. An equivalent combination of education and experience may be considered.
Demonstrated ability to source candidates through job boards, LinkedIn, professional networks and direct outreach.

Nice-to-haves

Experience recruiting for manufacturing, engineering, technical, skilled-trades or operational positions is preferred.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: breezy
Effort: medium

Benefits

Benefits detected in the listing.

Vision