Job Summary
The Director, Talent Acquisition is responsible for the development and implementation of CN’s overarching strategy to source, attract and hire talent. The position leads and directs the talent acquisition strategy, including campus and experienced hiring, social media, networks and third-party recruiters, in addition to creating solutions as it relates to employer branding, recruitment, Applicant Tracking System (ATS) technologies and onboarding. The incumbent ensures all key talent acquisition touchpoints comply with CN and legal standards as well as governance components. The role is also responsible for identifying hiring goals and ensuring talent attraction delivers against CN’s Inclusion goals. Furthermore, the position creates and monitors the Key Performance Indicators (KPIs) and metrics to ensure they align with business objectives.
Main Responsibilities
Talent Acquisition Strategy
Redesign the Talent Acquisition (TA) process to support the delivery of the talent strategy and lead a high-performing talent acquisition function that’s proactive, efficient, and aligned with business objectives
Perform strategic workforce planning and segmentation
Develop role-based segmentation strategies, considering critical skill needs, markets, and geographic regions including creating tailored recruitment approaches based on the type of role (e.g., high-volume roles, specialized skills, or geographically dispersed positions)
Analyze business needs and talent pools to prioritize roles that require different sourcing strategies (e.g., technical vs. generalist, high skill vs. entry-level)
Use labor market data to assess talent availability, competition, and compensation benchmarks in different regions to guide sourcing tactics and compensation strategy adjustments
Collaborate with the Talent, Performance and Compensation teams and the regional Human Resources (HR) teams to maintain an up-to-date understanding of market trends and regulatory impacts in each location
Review the entire TA lifecycle—from candidate sourcing, application, and selection to offer management and onboarding—to ensure efficiency, compliance, and an exceptional candidate experience
Implement process mapping and data analysis to identify bottlenecks and inefficiencies, using continuous improvement methodologies (e.g., Lean, Six Sigma) to streamline processes
Leverage ATS, AI-based recruitment tools, and other technology platforms to optimize sourcing, enhance candidate screening, and reduce time-to-hire
Review and update the ATS to ensure it meets the company’s evolving needs, exploring Artificial Intelligence (AI) for resume screening, talent pools, and communication automation
Employer Brand and Candidate Experience
Develop and execute a strong employer branding strategy that resonates with potential candidates and reflects the company’s values, culture, and growth opportunities
Collaborate with internal communications and marketing teams to craft messaging that showcases the company's competitive differentiators and utilize employee testimonials, workplace awards, and brand advocates to attract talent
Optimize the candidate experience continuously by ensuring a seamless, responsive, and engaging recruitment process, from application to onboarding and solicit feedback and make improvements based on candidate satisfaction surveys
Create a transparent, candidate-first process, with a focus on communication at every touchpoint
Implement candidate Net Promoter Score (NPS) type of system surveys to monitor satisfaction and identify areas for improvement
Leverage digital and social media marketing, events, and targeted advertising to attract talent and build a strong online presence on platforms such as LinkedIn, Glassdoor, and Indeed to engage potential candidates and increase application rates
Run targeted marketing campaigns for high-priority or difficult-to-fill roles and create tailored content, such as blog posts, videos, and success stories, to engage potential candidates
Engage with external partners to build relationships with universities, technical schools, industry organizations, and recruiting agencies to access new talent pools
Develop partnerships with educational institutions to create pipelines for entry-level talent and collaborate with agencies for temporary staffing or specialized skillsets
Shift from reactive recruiting to proactive talent pipeline management, ensuring a steady flow of high-quality candidates by building and maintaining relationships with passive talent
Develop and deploy sourcing strategies for hard-to-fill roles or those with talent shortages and establish a talent pool of pre-qualified candidates, focusing on future needs and company growth areas
Prioritize building diverse talent pipelines by adopting inclusive sourcing techniques and partnerships with underrepresented communities, educational institutions, and professional networks
Use diversity-focused job boards, and network with organizations that promote inclusion in hiring as well as track and analyze diversity metrics within the hiring pipeline
Data-Driven Recruiting and Performance Measurement
Implement advanced recruiting analytics to measure KPIs, such as time-to-hire, quality of hire, cost per hire, and candidate experience to drive continuous improvement
Establish a reporting framework for the leadership team that outlines key TA metrics and regularly analyze and optimize recruitment strategies based on the performance data
Utilize predictive analytics to anticipate future talent needs and prepare for hiring spikes or workforce shortages in key areas
Collaborate with workforce planning and HR analytics teams to develop predictive models that anticipate hiring needs by role, function, and geography
Continuous Improvement and Scalability
Audit the TA processes regularly to identify opportunities for efficiency gains, such as reducing the time-to-fill for roles, automating repetitive tasks, and simplifying the candidate experience
Adopt a continuous improvement mindset, using employee and hiring manager feedback to refine processes and ensure the recruitment function can scale effectively as the organization grows
Ensure that TA strategies are scalable across geographies, adapting to local market conditions while maintaining alignment with global processes and standards
Establish a global framework that allows for regional customization of the recruitment process without compromising consistency and efficiency
Working Conditions
The role has standard working conditions in an office environment with a regular workweek from Monday to Friday. The role requires occasional travel (20%) across Canada and the United States (U.S.). Due to the nature of the role, the incumbent must be able to meet tight deadlines, handle pressure, and stress.
Requirements
Experience
Talent Acquisition Management
Minimum 10 years of experience leading a TA function
Experience defining and implementing a TA strategy by leveraging progressive recruitment technology, social media, networks and RPO.
Demonstrated track record of building high performing teams
Effective at partnering with multiple stakeholders including Diversity and Inclusion (D&I) groups
Experience with and knowledge of unionized environments or recruiting experience in heavy asset-based industry with significant demand fluctuation*
*Any experience for these above would be considered as an asset
Education/Certification/Designation
Bachelor’s Degree
Member of a Professional Order (i.e., Chartered Human Resources Professional (CHRP))*
*Any designation for these above would be considered as an asset
Competencies
Knows the business and stays current with industry needs
Develops self and others
Collaborates with others and shares information
Creates a sense of belonging and inclusion
Sets direction and inspires others
Communicates with impact
Delegates and empowers others to create accountability
Demonstrates agility and drives change
Technical Skills/Knowledge
Understanding of metrics-driven environments and methods used to set KPIs
Proficient with technology including Microsoft Office, ATS, and AI
Understanding of key operational and financial metrics
In-depth understanding of the TA space including aggregators
Knowledge of assessment tools
Working knowledge of CN’s network and key roles*
Knowledge of SuccessFactors TA modules*
Fluently bilingual both written and verbal (English, French*)
About CN
CN is a world-class transportation leader and trade-enabler. Essential to the economy, to the customers, and to the communities it serves, CN safely transports more than 300 million tons of natural resources, manufactured products, and finished goods throughout North America every year. As the only railroad connecting Canada’s Eastern and Western coasts with the Southern tip of the U.S. through a 19,500 mile rail network, CN and its affiliates have been contributing to community prosperity and sustainable trade since 1919. CN is committed to programs supporting social responsibility and environmental stewardship. At CN, we work as ONE TEAM, focused on safety, sustainability and our customers, providing operational and supply chain excellence to deliver results.