Job ID: 10058  Employment Type: Existing RoleWorking Business Language: Bilingual in French and English. This role requires regular interaction with customers across Canada, including in Quebec, where the business languages utilized are both English and French.  As such, the successful candidate must be fully proficient in English and French.     Salary: At Wawanesa, salary is only one component of a holistic, comprehensive and competitive offering that we provide to our employees. In addition to salary, full-time and part-time permanent employees are eligible for an annual bonus plan, leave of absence top-up programs and provided with generous vacation time, personal days, premium free benefits and pension plan.   The salary offered for this role is determined with consideration to various factors, including but not limited to: your work location, local labour market conditions, external market salary data, internal pay equity and the knowledge, skills, experience and anticipated proficiency in the role. The salary offered is estimated to be within the following range: $93,000 - $113,000. Candidates with salary expectations outside of the range are still encouraged to apply.   About UsAt Wawanesa, we offer a hybrid work environment that offers flexibility to our employees in balancing in-office (2 days per week OR 15 hours per week in a Wawanesa office) and remote work. You may work from any of the following locations: Winnipeg, MB; Wawanesa, MB; Calgary, AB; Edmonton, AB; Lethbridge, AB; Toronto (North York), ON; Kitchener, ON; Ottawa, ON; Montreal, QC.  The Wawanesa Mutual Insurance Company (“Wawanesa Mutual”), founded in 1896, is one of Canada’s largest mutual insurers, with over $3.5 billion in annual revenue and assets of $10 billion (CAD). Wawanesa Mutual, with its National Headquarters in Winnipeg, is the parent company of Wawanesa Life, which provides life insurance products and services throughout Canada, and Western Financial Group, which distributes personal and business insurance across Canada. Wawanesa proudly serves more than 1.7 million members in Canada, and we are home to more than 3,300 employees distributed across the Canadian regions and communities where we operate. We give back to organizations that strengthen communities, donating more than $3.5 million annually to charitable organizations, including over $2 million annually in support of people on the front lines of climate change. We are also proud to be recognized as one of Manitoba’s Top Employers. To learn more visit wawanesa.com.  We are currently looking for dedicated, driven, and enthusiastic individuals who thrive in an environment that welcomes change and are looking for an opportunity for diverse experience and advancement on a growing team. Job Overview As a member of the Talent Acquisition team within the broader People team, the Talent Sourcing Partner is responsible for owning and shaping sourcing strategy for critical, hard-to-fill, emerging and strategic talent segments at Wawanesa.  Operating as a talent market advisor, this role goes beyond execution to inform hiring strategy, workforce decisions, and sourcing investment choices.  This role requires high energy to scout talent (proactive outbound sourcing) paired with strategic rigor —talent mapping, competitive insights, skills-based talent identification and leveraging data, AI & technology to uncover both passive and hidden talent while building high-quality candidate pipelines.   Job Responsibilities

Partner with Talent Acquisition Specialists to translate role needs into sourcing strategies, including target skill clusters, adjacent industries, and non-traditional talent pools. Research, identify, and engage talent through outbound channels (LinkedIn, professional communities, referrals, niche platforms, etc.) using multi-touch outreach. Execute proactive outreach (email, phone, messaging) that sparks interest and creates demand for Wawanesa opportunities. Build warm relationships with prospects over time; maintain “always-on” pipelines for recurring and strategic roles. Develop talent maps for current and future needs: competitor org mapping, target company lists, skill adjacencies, and geographic availability. Provide market intelligence to recruiters and stakeholders (talent availability, competitor movement, role calibration, compensation signals where available, branding considerations and sourcing feasibility). Use skills-based sourcing practices: identify candidates by capabilities and potential rather than relying only on “direct title match” searches. Apply competitive intelligence to refine targeting and improve outreach conversion. Build, segment, and maintain candidate pipelines aligned to hiring priorities (critical roles, niche skill sets, leadership pipelines, emerging skill needs). Track and analyze sourcing funnel performance (response rates, conversion rates, time-to-slate, source effectiveness), identifying opportunities to improve efficiency and candidate experience.  Continuously test, measure and implement new sourcing methods and tools to increase reach, diversity, and quality of pipeline. Improve processes, CRM/ATS hygiene, tagging, campaigns, templates, and reporting. Present sourcing insights, market constraints, talent pool realities, talent risks and pipeline options to support all levels of internal stakeholders (including Executives) with decision-making. Promote Wawanesa’s employer brand online through thoughtful engagement and content amplification aligned to the Employer Value Proposition. Build credible, informed conversations by demonstrating business acumen of the insurance industry and nuances within the market. Contribute to the design and evolution of our in-house sourcing capability, setting standards, building a sourcing playbook and inspiring team members to build talent pipelines to future-proof the organization. Qualifications

5–7+ years of experience in talent sourcing / recruiting / research, with strong emphasis on outbound sourcing and passive candidate engagement. Bilingualism in English and French is required.  Deep sourcing expertise paired with strategic judgment, strong business acumen, and the ability to influence decisions based on labour market realities. Demonstrated capability in market mapping / talent mapping, competitive research, and building target lists. Understands the tech and AI space and can leverage technology-driven sourcing methods to uncover passive and hidden talent. Self-motivated to stay current on emerging tools and applying them in practical ways to improve speed, quality, and reach. Strong skills-based sourcing mindset: ability to identify transferable skills and adjacent talent poolsProficiency with sourcing tools and platforms (e.g., LinkedIn Recruiter or similar, ATS/CRM, Boolean search, talent databases). Strong written and verbal communication skills with an ability to create outreach that earns replies. Strong organization and pipeline discipline: able to manage multiple searches and maintain accurate CRM/ATS data. Experience sourcing within regulated industries (insurance, financial services) or hard-to-fill corporate roles (tech, analytics, actuarial, underwriting, claims, sales, etc.) is preferred.

  #LI-WAWADiversity Equity, Inclusion & BelongingAt Wawanesa, we are committed to Diversity, Equity, Inclusion and Belonging (DEIB) and believe that our strength lies in the diversity of our people – this is supported by having a representative workforce. We welcome applications from all qualified candidates, including racialized persons, women, Indigenous Peoples, persons with disabilities, members of the 2SLGBTQIA+ community, gender-diverse and neurodiverse individuals, and anyone who can contribute to the further diversification of thought and ideas.   We aim to ensure our recruitment process is accessible to all candidates. If you require accommodations during any stage of the recruitment process, please reach out in confidence to jobs@wawanesa.com.  All Wawanesa job applicants are subject to Wawanesa's Privacy Policy. Please note that the recruitment process for this position may involve the use of AI tools to screen, assess, or select applicants. All final decisions are taken or reviewed by human recruiters and human hiring leaders in compliance with all applicable legislation.