- Lead weekly meetings with hiring managers to discuss changes in their line of business, objectives, current market trends and recruiting needs.- Collaborate with the hiring managers including Directors and Vice Presidents to understand, qualify and prioritize current and proactive demand. - Lead high volume and hard-to-fill, full cycle recruitment for hourly, salaried and contract positions with a requisition load of 20+ at any given time, while adhering to the company policy and employment legislation. - Partner with HRBP and Enablement team to develop short term and long term recruiting strategies and goals for increased retention and a diverse talent pipeline.- Use various branding strategies to create brand awareness for open positions and future pipeline by utilizing various channels such as university and college partnerships, LinkedIn Recruiter, social media platforms and community partners to attract diverse candidates for current and future pipeline needs. - Responsible for creating a high potential and diverse pipeline for tech specific roles such as BDRs, managerial positions, sales executives, data engineers and more. - Partner and provide guidance to hiring managers on compensation gaps, retention strategy, career paths, creating structured interview process, cross-functional communication, training gaps and fulfilling open headcount. - Lead a variety of recruitment initiatives such as implementing a new onboarding program for new hires, organizing in-person and virtual job fairs with university partners, restructuring the sales recruitment process to be more cohesive and in align with HR best practices.- Lead competency based interview training sessions for hiring managers to improve interviewing skills. - Provide mentorship and support to talent acquisition coordinators to support overall recruiting efforts and strategies. - Keep up-to-date records within the ATS system to support hiring needs.

• Advocate CLV Group and InterRent REIT’s culture and values to key stakeholders, community partners and talent sources through face-to-face and social communication. • Administered entire recruitment cycle - screening resumes with a focus on unique needs of the position and hiring manager. • Conducted over 200+ interviews, checked references, processed new hire paperwork• Partnered with hiring managers to develop a recruiting/marketing strategy for open positions• Forecast staffing needs through the use of performance metrics and data. • Work with the talent acquisition lead to train and develop key competencies within employees to increase retention through 1-on-1 training sessions.• Identified creative recruitment sourcing techniques such as posting on job boards, creating partnerships with employment centres, conducting internal open houses and cold calling.• Leveraging social media platforms, colleges and universities to attract top talent by showcasing the InterRent and CLV Group brand. • Used data collected from various recruitment sources to allocate budget and resources to drive top talent. • Engaged with community partners to establish a network of contacts to scout the best talent for open positions and proactively source for passive positions. • Worked with VP Talent Development to ensure our regional talent acquisition strategy aligned with the Southwestern Ontario region and overall company development. • Used ADP (ATS) to keep up-to-date records on all candidates and positions.

• Administer the entire on-campus recruitment process starting with creating job descriptions based on job evaluation • Develop hiring criteria based on the job description and job qualifications• Screen resumes based on hiring criteria to ensure that the candidate possesses the required skills and fit within the company• Book and conduct interviews using a predetermined interview template which includes a detailed rating scale • See through acceptances and send rejections to applicants who have not been selected• Schedule and coordinate Orientation for all new hires • Conduct all onboarding responsibilities such as training, setting up new payroll accounts for new hires and transition • Work with the Laurier HR team to ensure that Prism is compliant with Laurier policies and procedures ( Health and Safety Training, AODA Training).• Responsible for administrating payroll on a bi-weekly basis and acting as a liaison between employee and the Laurier payroll department to ensure the team is up-to-date. • Maintain and update employee files to include performance appraisals, performance discrepancies and training completed, while ensuring data is kept confidential • Coordinate and plan social events for all employees, at the same time staying within budget constraints• Foster Prism Resources culture throughout the organization •Provide employment verification and reference documentation on an as needed basis