Talent Acquisition & Development Manager THE ORGANIZATIONOur 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. THE OPPORTUNITYReporting 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 robust culture that has driven its long-term success. 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. 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 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 Represent the organization to candidates and act as a culture enabler through every stage of its evolution. 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. 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. Post-secondary education in Human Resources, Business, or a related field is preferred. A CP

📌 Talent Acquisition (Winnipeg)
🏢 ProFound Talent
📍 Winnipeg