Talent Acquisition Consultant

This Opportunity

WSP is currently initiating a search for a

Talent Acquisition Consultant

to support our Earth and Environment practice. Location is a mutually agreed WSP US office. This position is a hybrid role requiring consistent in-office presence.

Your Impact

With limited guidance, provides talent acquisition advisory assistance and support for employees and management in designated business unit, region, and/or functional area.

Responsibilities include assisting senior-level Talent Acquisition consultants/leadership with more complex or larger scale HR candidate sourcing initiatives, formulating partnerships within the assigned area(s) of responsibility, providing input to HR Business Partners, HR centers of excellence, and delivering value-added HR recruitment services to management and employees that support the desired business outcome and meet future-ready challenges.

Ensures that responsibilities are delivered and adhered to with a level of quality that meets or exceeds acceptable standards for responsiveness, implementation, and engagement.

Communicate HR talent acquisition processes and initiatives, partner with district/functional area management, provide professional HR talent acquisition advice and guidance to managers and employees, and ensure compliance with internal and external regulatory requirements.

Work collaboratively with assigned hiring managers to assist with high volume recruitment needs across various business sectors and disciplines, understanding hiring requirements, preparing and drafting advertisements and job postings for requisitions, reviewing and dispositioning candidates accurately using the Applicant Tracking System (ATS), coordinating interview schedules, and ensuring requisitions are compliantly managed.

Under limited guidance, participate in creating an ongoing and proactive candidate pipeline through various methods including direct applicants, sourcing of passive candidates, referrals, and strategically partnering with hiring managers to build talent pools.

Provide the appropriate level of HR talent acquisition consultation and advisement that empowers line managers and supervisors to adeptly interview and select the right candidate, effectively identify selection criteria, engage in behavioral-based questioning and interviewing, avoid unconscious bias, and to capably represent the WSP employer brand to all prospective applicants and candidates.

Participate in regular meetings with designated line managers and supervisors to provide any insight on upcoming or pending HR candidate sourcing initiatives, providing talent acquisition consultation when necessary.

Use discretion, professional knowledge, and judgment in assisting with any recruitment matters of significance to the firm, such as drafting job postings, hiring requisitions, process administration, job status changes, salary data, and EEO compliance regarding I&D and strategic hiring decisions.

Under limited guidance, participate in business or functional unit workforce planning initiatives of basic level of complexity and scope; analyzing, evaluating, and interpreting data obtained during managerial conversations, and offering input with developing internal/external talent acquisition action plans for resolution.

As appropriate, identify coaching and training needs for hiring managers and/or teams, participating in the evaluation and monitoring of training to ensure developmental objectives are met.

Conversant knowledge of legal requirements related to day-to-day posting, interviewing, and selection of candidates, reducing legal risks, and ensuring policy and regulatory compliance; partnering with the legal department as needed/required.

Assist with the development of end user communication and hiring strategies that fosters the effective adoption of HR talent acquisition deliverables; occasionally dealing with disorganized and challenging hiring managers who want recruitment to be a priority but are often so busy in the business that they cant make it a priority.

Function as an HR talent acquisition process resource and a people advocate, but also a change agent and a strategic partner for the business.

Develop an effective level of business literacy about the business areas primary service/work product, financial position, strategy, culture, and competition.

Provide feedback and input as required to HR centers of excellence (e.g., HR Business Partners, HR-HUB, Talent Development, Total Rewards, HRIS) on the delivery of candidate sourcing and recruitment processes and initiatives.

Remain current in the latest passive and active candidate HR talent acquisition techniques, practices, talent pipeline development, employment laws and legal requirements.

Exercise responsible and ethical decision-making regarding company funds, resources and conduct and adhere to WSPs Code of Conduct and related policies and procedures.

Perform additional responsibilities as required by business needs.

Who You Are

Required Qualifications

Bachelors Degree in Human Resource Management, or related discipline with major concentration in HR (or equivalent experience).

3 to 5 years of relevant post education experience in enterprise-level HR talent sourcing, recruitment, talent acquisition discipline.

Developed analytical and organizational skills, with business acumen to bridge business and human resources.

Familiarity with talent pool pipeline development, attraction strategies for passive candidates, job posting and social media engagement, selection interviewing, and respective federal and state employment law.

Capable ability to make technical assessments and calculations involving the application of HR talent acquisition principles, understanding plans and specifications, and making factual comparisons to the appropriate standards or regulations.

Well-defined interpersonal and communication skills when interacting with others, expressing ideas effectively and professionally to an HR and non-HR audience.

Demonstrated self-leadership with attention to detail, multi-tasking, and adjusting readily to ambiguity and the changing prioritization of responsibilities in a dynamic work environment.

Ability to work with independently with minimal oversight and with strict adherence to WSP HR policy, process, and practices.

Competent with technical writing, office automation, Applicant Tracking Systems (ATS), MS Office suite products (e.g., Word, Excel, PowerPoint, SharePoint), technology, spreadsheets, and HR tools.

Capable critical thinking and problem-solving skills required to apply technical HR knowledge to reach conclusions from data collation, verbal and written feedback, and analysis to arrive at a logical solution.

Proven track record of upholding workplace safety and ability to abide by WSPs health, safety and drug/alcohol and harassment policies.

Ability to work schedules conducive to job-specific requirements that may extend beyond the typical work week.

Occasional travel may be required depending on job-specific requirements.

Preferred Qualifications

SHRM or HRCI Certification desired, or working towards certification with demonstrated understanding of the HR Competencies and Body of Knowledge.

Familiarity with Oracle.

Experience or understanding of engineering degrees, concepts etc.

AIRS Certification desired or working towards certification with demonstrated understanding of the HR Competencies.

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