About the Company

With operations across North America our client’s innovative and customer-centric service has allowed it to maintain its industry leading position.  Central to its success has been an overarching focus on talent.

Our client now looks to bring on a Head of Talent Acquisition that will report to the Head of Human Resources to play a vital role in designing, building, and driving a world-class talent acquisition function.

Scope of Position

Following a period of organizational change, including integration of acquired teams, workforce right sizing, and technology driven efficiency gains—the focus of this role is to lead the next phase of maturation of the Talent Acquisition function. The successful candidate will be responsible for optimizing structure, roles, and capacity within Talent Acquisition, ensuring the function is appropriately resourced, highly efficient, and aligned to current and future business needs.

The ideal candidate brings the vision to shape a global talent strategy and the operational expertise to optimize the recruiting lifecycle. They thrive in fast paced environments and combine business acumen, analytics, and strategic thinking to build a compelling employer brand.

This role requires a leader who blends strategic thinking and innovation with strong leadership and emotional intelligence. They must coach and develop a young leadership team while remaining hands on when needed, with a proven track record of building high performing teams.

The successful candidate has both the confidence and ability to develop strong relationships with internal clients and external vendors. A strong change agent, the individual thrives working in an evolving environment and has an orientation towards working inclusively and collaboratively while driving initiatives forward.

They must be comfortable “getting into the field” to build credibility, understand business operations, and identify where further process and capability refinement is required.

Functional Tasks

Talent Acquisition:

• Lead and develop a high performing, consultative Talent Acquisition function supporting both field and corporate hiring across North America.
• Own workforce and hiring strategy, translating business demand into clear annual and project based hiring plans.
• Assess, redesign, and optimize the TA operating model—reallocating roles and capacity to maximize efficiency and effectiveness in a technology enabled environment.
• Ensure consistency of approach across the talent acquisition organization.
• Drive operational excellence across the recruiting lifecycle, including time‑to‑service, quality of hire, candidate experience, and hiring manager capability.
• Build on existing TA technology, analytics, and innovation to further mature systems, processes, and data driven decision making.
• Act as a trusted advisor to business leaders by deeply understanding operational needs, workforce requirements, and evolving talent challenges.
• Mentor, coach, and engage TA leaders and team members to build capability, cohesion, and a strong culture of accountability and continuous improvement.
• Strengthen employer branding and attraction strategies in partnership with Marketing; leverage innovative sourcing and selection approaches.
• Manage and optimize relationships with external agencies and vendors.
• Partner closely with HR leadership to align hiring, onboarding, and talent strategies.

Compliance & Reporting:

• Ensure that all talent acquisition activities adhere to applicable employment laws, regulations, and standards.
• Monitor and enforce compliance with internal HR policies, code of conduct, and ethical standards.
• Collaborate with internal audit teams to facilitate compliance audits, ensuring processes and practices align with regulatory requirements.
• Conduct benchmarking and provide comprehensive KPI reporting.
• Provide regular reports and insights to senior management on hiring needs, recruiting activities and pipeline development plans while adapting as required to the changing needs of the business.
• Manage and report on budget allocations for talent acquisition initiatives, providing financial transparency to senior management.

Competency Profile

The following competencies listed below define the role of Head of Talent Acquisition.

Strategic Approach

Develops a strategic plan to realize the vision. Revises strategy considering changing circumstances. Takes a long-term view of organizational success. Works to clarify long term organizational goals. Able to stand back from immediate problems to focus on more far-reaching ideas.

Role Expertise

Demonstrates critical technical or professional knowledge/skills related to the role. Has thorough knowledge of relevant services and methods. Expands technical knowledge/skills and keeps up to date in own area of expertise.

Commercial Acumen

Applies appropriate commercial and financial principles. Understands situations in terms of costs, profits, added value and return on investment. Appreciates the commercial impact of own work on the organization’s total expenses and revenues.

Results Orientation

Focuses strongly on achieving agreed upon outcomes and ensures that key objectives are met. Conveys a sense of urgency and drives issues to closure. Aims to improve upon past performance. Establishes aggressive personal targets and strives to achieve them.

Emotional intelligence and self‑awareness 

Ability to build trust, foster open dialogue, and create team cohesion. Comfort leading through change while maintaining engagement and morale

Team Skills

Helps to create a sense of team spirit and harmonious relations through cooperation and support. Balances personal goals with those of the team. Fosters collaboration among team members.

Preferred Experience / Education

• Bachelor’s degree in human resources, business administration, or a related field; postgraduate degree preferred.
• Extensive experience in talent acquisition, with a minimum of 5 to 7 years in a leadership role.
• Experience working in industrial services or a related industry with field operations is highly preferred.
• Experience leading Talent Acquisition functions through transformation, restructuring, or post integration environments.
• Strong experience in successfully developing and executing metric driven recruitment strategies in a high growth and complex environment.
• Proficiency in HR technology, including applicant tracking systems.
• Comfortable analyzing and drawing conclusions from complex and multiple data sources.
• Demonstrated success developing and mentoring early‑career and emerging leaders.
• Operations and continuous improvement skills with ability to pivot as needed.
• Strong relationship building and influencing skills and the ability to prioritize business requirements appropriately through a collaborative partnership approach.
• Demonstrated capacity to adapt effectively to a dynamic and evolving work environment.
• Excellent communication, leadership, and management skills.

Remuneration & Benefits

• Highly competitive compensation package which will include equity incentive tailored to the successful candidate.

If interested, please contact:

Sal Rocco StoneWood Group, Toronto, Canada [email protected]

Shreya Rao StoneWood Group, Toronto, Canada [email protected]