Role Overview

The Senior Talent Acquisition Partner builds internal recruiting capability and owns recruitment delivery, partnering with leaders to translate workforce needs into effective hiring plans and talent pipelines. Recruiting is the primary focus initially, with a deliberately scoped set of business-partnering responsibilities that develops over time.

Reporting to the VP, People & Culture, the Senior Talent Acquisition Partner focuses on hiring delivery and develops capability in manager advisory support and local execution of people programs.

The role may develop into an HR Business Partner as recruiting demand stabilizes and business needs evolve. Dedicated talent acquisition capacity may remain where hiring volume supports it; otherwise, this capacity could become an additional HRBP role. Any change in scope or title will depend on business need, demonstrated readiness, and an agreed recruitment coverage plan.

Key Responsibilities

Talent Acquisition

- Own full-cycle recruitment for assigned roles, from hiring intake and proactive sourcing through assessment, offer coordination, and candidate handoff to onboarding.
- Build internal recruiting capability through consistent hiring practices, effective sourcing channels, structured assessments, and practical tools for hiring managers.
- Partner with leaders on workforce needs and hiring priorities; provide talent-market input to organizational design and workforce planning.
- Develop talent pipelines for recurring, critical, and difficult-to-fill positions and provide recruitment support for executive and critical searches led by the VP, People & Culture.
- Guide hiring managers through structured interviews and evidence-based selection, maintaining timely and professional candidate communication.
- Coordinate offers within approved compensation parameters and provide recruitment-market input to compensation discussions; obtain approvals before commitments are made.
- Strengthen employer-brand messaging in partnership with People & Culture colleagues so candidate communications reflect the intended culture.
- Maintain accurate recruiting records and recruiting-system integration inputs; report on pipeline health, search progress, hiring risks, and sourcing effectiveness.
- Provide a complete candidate handoff to onboarding, coordinating with program, manager-integration, and process owners rather than owning all onboarding administration.
- Coordinate specialty recruiting partners as required and approved, while building sustainable internal capability.
- Provide talent-pipeline and external-market support to executive talent, talent review, and succession activities.

Developing HR Business Partner Responsibilities

- Take on a defined employee or manager portfolio as agreed with the VP, People & Culture, expanding scope progressively while protecting recruitment delivery.




- Develop manager-advisory capability through supported coaching on feedback, performance expectations, employee concerns, and application of approved policies.
- Support execution of performance-management and talent-review activities designed by HR Programs & OD, helping managers complete actions and follow through on outcomes.
- Identify learning and manager-development needs, share them with HR Programs & OD, and reinforce learning in day-to-day manager practice rather than designing or owning L&D; programs.
- Support local engagement, culture, and change activities using the programs and methodologies established by HR Programs & OD.
- Build employee-relations capability through supervised case support, fact gathering, documentation, and follow-up; escalate sensitive or complex matters to the VP or designated HR lead.
- Support manager integration of new hires where assigned, maintaining a clear distinction from candidate handoff and onboarding process administration.
- Contribute workforce insights, retention themes, internal talent observations, and employee or leader feedback to the relevant People & Culture owners.
- Apply confidentiality, sound judgment, and clear documentation across all assigned employee and manager interactions.

Qualifications & Experience

- Post-secondary education in HR, Business, or related field.
- Demonstrated experience independently managing full-cycle recruitment and advising hiring managers on sourcing, assessment, and selection.
- Experience recruiting within manufacturing and/or engineering fields an asset.
- Experience managing competing hiring priorities and building pipelines for specialized or difficult-to-fill roles.
- Exposure to employee relations, manager coaching, performance management, or workforce planning, together with a clear interest in developing toward broader HR Business Partner accountability.
- Sound judgment, discretion, and the ability to recognize when an issue requires escalation.
- Strong relationship-building, coaching, communication, and influencing skills.
- Strong organization, documentation, and follow-through, with the ability to translate recruitment data and talent-market insights into practical business advice.
- Comfort working with applicant tracking systems, HR information systems, and reporting tools.
- Professional HR designation (CHRP) or progress toward one is an asset.

What Success Looks Like

- Internal recruiting capability: Hiring managers use consistent recruitment practices, talent pipelines are maintained, and reliance on specialty recruiting is intentional and approved.




- Hiring quality and experience: Selection is structured, candidate communication is consistent, and hiring-manager and new-hire feedback informs improvements.
- Developing business partnership: Agreed manager-support and local program-execution responsibilities are delivered with appropriate guidance and escalation.
- Scalable ways of working: Recruiting records and candidate handoffs are complete, responsibilities remain clear, and processes avoid unnecessary administration or duplication.
- Development toward HRBP scope: The incumbent demonstrates growing capability in manager coaching, employee relations, performance management, and workforce planning.

Company Overview

As one of North America’s leading providers of turnkey mechanical noise control and VIRS solutions, Parklane is on a constant search for top industry talent. Every day we help clients with their sound attenuation and vibration challenges. We do it by leveraging an agile approach to engineering, product manufacturing and implementation.

As an organization, we live and breathe our core values:

1. Challenge Accepted

2. Work Hard & Play Hard

3. Share the Wins & Own the Losses, and

4. Build Together, Grow Together

By sharing ideas and supporting each other at every turn, we’ve built a reputation both for service excellence and the strength of our workplace culture. Put simply, our team is committed to doing whatever it takes to help our customers succeed—and that’s why we need professionals with the experience and expertise to solve complex problems.

Why Join Us

Grow With Parklane

When our people grow, Parklane grows. Through specialized team training, leadership development, and Parklane’s Manager Excellence Program, we invest in helping our people build new skills, take on new challenges, and grow their careers.

Creating Better Environments

Better environments create better outcomes. The work we do helps improve the communities and environment around us; we bring that same philosophy to the employee experience. Through meaningful recognition, company celebrations, and strong team connections, we create an environment where people feel supported and valued.

We All Build Parklane

Parklane is built by people who work hard, support one another, and take pride in their contributions. Building Parklane extends beyond our day-to-day work through welcoming new team members, sharing our story, and helping attract top talent. Together, we all play a role in strengthening our culture and shaping our future.

Rewarded for What We Build

We believe success should be shared. Through competitive compensation and Parklane’s bonus program, employees have the chance to share in the results of the business and be recognized for the contributions that help drive our success.

Pay: $80,000.00-$100,000.00 per year

Work Location: Hybrid remote in Oakville, ON

📌 Senior Talent Acquisition Partner (Oakville)
🏢 Parklane Mechanical Acoustics
📍 Oakville