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Added 8 mins ago
PQ
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ProFound Talent Inc.

Talent Acquisition & Development Manager (Confidential)

AB, Canada
Edmonton, AB, Canada

Full-time

Apply on LinkedIn About employer

Applications open in a new tab.

Job details

Job type: Full-time
Apply by: Nov 29, 2026
Posting language: English
Posted: Oct 30, 2026

Original job description

For a complete position description, please visit: Talent Acquisition & Development Manager

THE ORGANIZATION

Our client, a well-established and respected leader in the Western Canadian wholesale distribution industry, is hiring a Talent Acquisition & Development Manager. With a long history of success and a strong reputation among customers and suppliers, this organization is entering an exciting period of transformation and growth, making this a key strategic role in building the talent and leadership bench that will carry the business forward. As this is a confidential search, details on the organization will be released only to those short-listed for the opportunity.

THE OPPORTUNITY

Reporting to the SVP, Human Resources, the Talent Acquisition & Development Manager is a newly created role and the organization’s first dedicated talent leader. Following a recent investment by a global private equity firm, the business is entering an exciting new chapter focused on professionalizing its leadership infrastructure while preserving the strong culture that has driven its long-term success.

This is a true build mandate. With no formal talent acquisition function, applicant tracking system, or structured onboarding in place today, you will have the opportunity to design and launch the talent function from the ground up, with strong backing from the SVP, Human Resources and the senior leadership team. In the early months, you will personally lead full-cycle recruitment across a multi-site branch network in Western Canada, from high-volume frontline roles to senior and leadership positions, while putting in place the processes, technology, and employer brand that will position the organization as an employer of choice.

Over time, the role will expand to include onboarding, succession planning, and talent management, with the opportunity to build and lead a team of four to six and grow into a broader learning & development and talent management leadership role. This is an ideal opportunity for a builder who genuinely loves recruiting and is excited to help shape the culture and future of a highly respected organization in transformation.

RESPONSIBILITIES

This role has been thoughtfully staged so the talent function can be built step by step, beginning with hands-on recruitment and relationship building, followed by infrastructure, programs, and team growth.

Phase One (First 90 Days): Build Credibility Through Recruitment

Personally lead full-cycle recruitment for priority roles, from high-volume frontline hiring (warehouse, drivers, trades, and sales) to manager and leadership positions.
Introduce one consistent hiring process across all branches and corporate functions.
Visit branches to build relationships with leaders and begin coaching hiring managers on effective interviewing and selection.
Manage external search and agency partners on strategic roles, ensuring clear terms and quality outcomes.
Hire and build Talent Acquisition team

Phase Two (Within 6 Months): Put the Foundations in Place

Lead the selection and implementation of an applicant tracking system, serving as a key champion for HR technology.
Launch a careers page and strong LinkedIn presence, supported by creative sourcing channels such as referrals, trades programs, and community partnerships.
Design and launch a structured onboarding program at all sites that connects new employees to the organization’s values and culture.
Manage and develop the succession list for critical roles.
Train and develop branch leaders in the recruitment and selection process.
Lead the recruitment efforts for leadership hires

Phase Three (12 to 18 Months): Scale and Grow the Function

Build and lead the talent acquisition team, transitioning from hands-on recruiting to leading and developing others.
Report recruitment metrics monthly and demonstrate improved early retention of new hires.
Partner with the HR Business Partner team to build career paths for core roles and support talent reviews.
Complete a Learning & Development needs assessment, positioning the function to grow into a broader talent management portfolio.
Establish Workforce Planning model with operational leadership

Ongoing

Ensure hiring practices comply with employment standards and human rights legislation in the respective provinces in which they operate.
Represent the organization to candidates and act as a culture enabler through every stage of its evolution.

MEASURES OF SUCCESS

Trusted and Valued by the Branches: Branch Managers see the value the talent function brings to their teams and are engaged, enrolled, and genuinely invested in being part of the hiring process, partnering closely with the Talent Acquisition & Development Manager to make strong hiring decisions within one consistent, organization-wide approach.
Technology and Data-Driven Recruitment: An applicant tracking system is live and well adopted, with clear KPIs and recruitment metrics reported regularly to guide decisions and demonstrate the impact of the talent function.
Talent Ready When Needed: Healthy talent pipelines are in place for frontline, critical, and leadership roles, resulting in a significant reduction in time to hire and stronger early retention of new hires.
An Emerging Employer Brand: The organization’s talent brand is established and beginning to build presence across LinkedIn, the Western region, and the broader talent ecosystem, positioning the company as a career destination and employer of choice that reflects the same strength and reputation it holds with its customers.

THE INDIVIDUAL

Given the pivotal role this individual will be expected to play in achieving the strategic objectives of the company and in supporting the success of the organization, it is essential that the successful candidate possess the following education, experience, competencies and attributes:

Education

Post-secondary education in Human Resources, Business, or a related field is preferred.
A CPHR designation, or other recognized HR professional designation such as SHRM, is considered an asset.

Experience

Must-haves:

7+ years of progressive HR experience, with a minimum of 3 years in hands-on, full-cycle recruitment experience spanning high-volume frontline hiring (warehouse, drivers, trades, and sales) and leadership searches across multiple locations.
Experience building a talent acquisition function, process, or employer brand where little existed, ideally while personally carrying a full recruitment load.
Demonstrated people leadership experience, including leading, coaching, or mentoring recruiters or coordinators, with the ability to quickly build and develop a team.
Experience designing onboarding programs and supporting talent reviews, succession planning, or career pathing initiatives.
Hands-on experience with LinkedIn Recruiter and applicant tracking systems, along with a track record of tracking and reporting recruitment metrics such as time to hire, offer acceptance, and quality of hire.
Working knowledge of employment standards and human rights legislation as they apply to hiring in the Western Canadian provinces.

Assets:

Experience within distribution, industrial supply, logistics, or manufacturing, or another environment that hires across the full range from frontline to leadership roles.
Experience in a private equity-backed, post-acquisition, or founder-led organization transitioning to more professional structures, or in a business undergoing significant transformation.
Experience selecting or implementing an ATS or HRIS.
Learning & Development program design or delivery experience.

COMPENSATION

An excellent compensation package awaits the successful candidate including base salary, bonus, matching RSP, health benefits, profit sharing and an opportunity to join into an employee equity ownership program.

LOCATION

Edmonton, Alberta

WORK ENVIRONMENT

This position is based on-site in Edmonton, Alberta with working hours being Monday – Friday, 8 am – 5 pm.

TRAVEL

Travel for this role is minimal, at 10% or less. Initial visits to branch locations will help build relationships with branch teams and leaders, with occasional travel thereafter to support strategic hires and help leaders make key hiring decisions on site.

HOW TO APPLY

For the opportunity to join our client in the role of Talent Acquisition & Development Manager, please email your resume to DreamBig@profoundtalent.com referencing Position ID # AARV-571504. Should you have an inquiry regarding this position, please contact Max Frank at 587-200-0114 ext. 102 or Terri Davis at ext. 101.

For further information on ProFound Talent Inc. please visit: www.profoundtalent.com

EQUAL OPPORTUNITY

ProFound Talentis a woman owned and operated business, recognized and certified by Women Business Enterprise (WBE). We pride ourselves in supporting equity, diversity, and inclusion initiatives in our recruitment processes and in our work environment, where every individual feels valued and respected. We welcome applications from all qualified individuals to which you may confidentially share your accommodation needs at time of application. We will adjust our processes to ensure you have an inclusive, fair, and respectful experience that allows you to represent yourself in your unique and most authentic way.

* We thank all applicants for your submissions, however only candidates being considered for this role will be contacted. *

Apply on LinkedIn About employer

More about this job

Responsibilities

Build the organization’s talent function from the ground up, leading full-cycle recruitment across frontline, management, and leadership roles while establishing consistent hiring processes, an applicant tracking system, and an employer brand. Develop and lead a talent acquisition team, and expand the function to include onboarding, succession planning, workforce planning, talent reviews, and learning and development.

Requirements

Candidates should have at least seven years of progressive HR experience, including three or more years of hands-on full-cycle recruitment across high-volume and leadership roles in multiple locations, plus experience building talent acquisition processes and leading or developing people. Preferred qualifications include post-secondary education in HR, business, or a related field; a CPHR or other recognized HR designation is an asset, along with experience in onboarding, succession planning, recruitment technology, metrics, and Western Canadian employment and human rights legislation.

Skills

Full-Cycle Recruitment
High-Volume Hiring
Leadership Recruitment
Employer Branding
Applicant Tracking Systems
Recruitment Metrics
People Leadership
Onboarding Program Design
Succession Planning
Talent Management
Workforce Planning
Hiring Manager Coaching
LinkedIn Recruiter
Employment Standards Compliance
Human Rights Legislation

Benefits

Bonus
Retirement Savings Plan Matching
Health Benefits
Profit Sharing
Employee Equity Ownership Program

Visa sponsorship

Not detected in the job text

Hiring contact

Max Frank

Keywords

Talent Acquisition
Full-Cycle Recruitment
High-Volume Hiring
Leadership Searches
Applicant Tracking System
LinkedIn Recruiter
Employer Branding
Structured Onboarding
Succession Planning
Talent Reviews
Career Pathing
Workforce Planning
Learning and Development
Recruitment Metrics
Time to Hire
Offer Acceptance
Quality of Hire
Employment Standards
Human Rights Legislation
HR Technology
Branch Network
Private Equity
Distribution
Logistics
Manufacturing
CPHR
SHRM

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