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Vice President, Talent Acquisition

Purpose

The Vice President, Talent Acquisition (TA) is a strategic leader and subject matter expert responsible for defining and executing the Bank’s global recruitment strategy. This role oversees the Bank’s recruitment programs across our business lines and functions, as well as the Contingent Management Workforce program. The VP, TA is accountable for developing a comprehensive talent acquisition plan, defining key segment strategies, building strategic partnerships, and leading a high-performing team of talent acquisition professionals.
Working collaboratively with a wide range of internal and external stakeholders, this role manages all aspects of the recruitment function including recruitment tools, candidate assessments, search process execution, and ensuring an exceptional experience for both hiring managers and candidates.

In addition, the VP, TA drives several other critical Talent Acquisition priorities, including:

• Partner with the Culture & Inclusion team to share and advance our TA Diversity, Equity & Inclusion strategy

• Establish and maintain TA Policy & Governance to ensure best practices and global compliance

• In partnership with Global HR Operations, oversee the Onboarding Program to deliver a seamless and engaging experience for new hires

• Lead TA strategies for key business initiatives

Accountabilities

• Lead and drive a client focused culture throughout their team to deepen relationships and leverage broader Bank relationships, systems and knowledge.
• Drive the design and execution of a global recruitment strategy aligned with business objectives.
• Manage stakeholder engagement by partnering closely with senior business leaders/Group Heads, to inform and build recruitment strategies
• Establish and sustain strategic partnerships with key talent sources, including universities, colleges, designated group & immigrant outreach programs and other external organizations to source qualified and diverse candidates.
• Lead the development and implementation of candidate sourcing strategies and capabilities (i.e. sourcing model, tools, channels, roles, methods), based on current and future needs.
• Deliver cost effective, results oriented recruitment processes that yield top talent hires throughout the organization.
• Negotiate and implement an annual plan for all recruitment activities, monitoring performance against plan and ensuring goal achievement.
• Develop talent as a competitive strength to improve business performance and drive change.
• Develop, manage and evaluate 3rd-party recruiting resources.
• Continue to enhance all phases of recruitment, including sourcing, referral recruitment, selection and assessment.
• Direct day-to-day activities in a manner consistent with the Bank’s risk culture and the relevant risk appetite statement and limits. Communicate the Bank’s risk culture and risk appetite statement throughout their teams.
• Create an environment and culture within the team that reinforces Scotiabank’s values and mitigates reputational and labour relations risks.
• Ensures the adequacy, adherence to and effectiveness of day-to-day business controls to meet obligations with respect to operational risk, regulatory compliance risk, AML/ATF risk and conduct risk, including but not limited to responsibilities under the Operational Risk Management Framework, Regulatory Compliance Risk Management Framework, AML/ATF Global handbook and the Code of Conduct.
• Build a high-performance environment and implements a people strategy that attracts, retains, develops and motivates their team by fostering an inclusive work environment; communicating vision/values/business strategy and managing succession and development planning for them.

Education & Experience

• Progressive leadership experience in Talent Acquisition, including senior-level roles with wide enterprise accountability
  Proven expertise in designing and executing global recruitment strategies across multiple geographies and business lines, with a demonstrated global mindset.

• Deep understanding of recruitment technologies, tools, and analytics to drive data-informed decisions.

• Highly client focused, with a demonstrated ability to build strong partnerships, anticipate stakeholder needs, and deliver tailored talent solutions that enhance business performance and candidate experience.

• Exceptional strategic thinking, facilitation and influencing skills with experience engaging senior executives.

• Demonstrated success of building and developing high-performing teams and fostering an inclusive and collaborative culture.

• Ability to anticipate and mitigate business and operational risks, making sound, informed decisions under complex conditions.

• Forward thinking approach, considers long term implications of decisions and balancing the needs of stakeholders clients, employees and regulators.

• Demonstrated ability to lead large-scale projects and deliver measurable results.