Talent Acquisition Specialist

Position Title: Talent Acquisition Specialist (Temporary), E15/2026

Job Opening Id: 46274

Current Location(s): NRPS Headquarters

# Required: 1

Association: Niagara Region Police Association

Salary: $43.42/hr

Anticipated Start Date: Immediately

With over 700 uniformed officers and over 320 civilian professional staff, the Niagara Regional Police Service is one of Ontario’s 10 largest police services. We strive to provide the best police service possible to our communities, and we are always looking for strong and passionate candidates to serve and protect the citizens and visitors of one of the most beautiful regions in Canada.

Why Work With Us?

• Comprehensive employer-paid benefits including Health, Dental, Vision and Life Insurance coverage.
• Immediate eligibility to participate in the OMERS Defined Benefit Pension Plan
• Immediate internal eligibility to apply to full-time employment opportunities
• Onsite gym and wellness programs
• Commitment to inclusion and dedication to fostering a diverse workforce reflective of the community we serve.

Reporting to the Talent Acquisition and Development Coordinator, the Talent Acquisition Specialist works in a cross-trained and interchangeable capacity to coordinate the external recruitment and internal staffing life cycles for uniform and temporary civilian positions within the Niagara Regional Police Service. The Talent Acquisition Specialist plays a key role in advancing the Service’s goal of building and maintaining a diverse and qualified workforce essential to supporting front-line operations, while ensuring an exceptional experience for both candidates and hiring managers.

MAJOR RESPONSIBILITIES

1. Coordinate hiring panels for internal and external civilian and uniform job posting processes in accordance with Service guidelines, policies, procedures, and collective agreement provisions. Chair applicant panel review pre-assessments and interviews. Calculate and record panel review and interview scores; notify applicants of competition outcomes.
2. Prepare documentation, correspondence and related files for all uniform and civilian job posting processes and career development initiatives, including competition and applicant files, and candidate and exam packages for promotional processes. Utilize TAMS as necessary to facilitate these processes.
3. Support the Recruiting Unit as the first point-of-contact for recruit candidates. Initiate pre-employment processes, including but not limited to background checks, medical checks, etc.
4. Administer and facilitate talent acquisition processes for external civilian vacancies including job advert development and posting, application screening, interviews, background and reference checks, and job offer extension.
5. Collaborate with hiring managers to understand job vacancy details, role requirements, essential competencies, and candidate sourcing strategies.
6. Create job-specific pre-interview questionnaires, panel review score keys, and interview guides in accordance with specified criteria, essential competencies, applicable legislation, NRPS and NRPA guidelines, and Service policy and procedure.
7. Maintain knowledge of and respond to queries from employees and managers on internal and external recruitment and staffing matters, HR policies, procedures, and programs.
8. Administer the NRPS Temporary Administrative Pool program with oversight by the Talent Acquisition and Development Coordinator. Schedule, communicate, document and track pool member assignments ensuring adequate coverage of vacancies as requested.
9. Provide talent acquisition expertise and guidance in the Temporary Emergency Call-Taker and Temporary Special Constable recruitment processes including interviews, background, and reference checks. Ensure compliance with Service requirements, policies, and procedures.
10. Provide HR and Talent Acquisition guidance to the CORE Unit to coordinate the Youth in Policing Initiative (YIPI) program, and to internal Units participating in secondary school experiential Co-op programs.
11. Apply a customer-centric approach to talent acquisition; create a positive hiring manager and candidate experience throughout the talent acquisition process.
12. Use candidate sourcing platforms (LinkedIn, indeed, etc.) to connect with and attract candidates, and create talent pipelines. Attend career fairs, information sessions, and participate in other outreach initiatives to connect with prospective applicants as a representative of the Niagara Regional Police Service.
13. Assist in the preparation of reports and metrics related to recruitment as required.
14. Support the Tuition Assistance Program Committee and Career Development Committees with respect to scheduling, agendas, minutes, and related documentation.
15. Ensure the transfer of Talent Acquisition files to RIM Unit according to the Retention and Destruction of Records General Order.
16. Assist in the organization and hosting of the Take Our Kids to Work Day event by drafting communication, tracking registration, coordinating itinerary, and arranging for transportation and refreshments.
17. Ensure the security and confidentiality of employee records, interview notes, etc.
18. Participate in special projects as directed or required.
19. Other related duties as assigned.

JOB SPECIFICATIONS (Required Education, Experience, etc.)

• Minimum three (3) year college diploma in Human Resources or two (2) year College Diploma in a related field plus one (1) year post-graduate certificate in Human Resources Management. Minimum three (3) years’ experience in recruitment and selection in a unionized environment, or an equivalent combination of education and experience.
• CHRP designation is required.
• Knowledge of employment related legislation, including Human Rights Code, Employment Standards Act, Pay Equity Act, and associated regulations and administration of collective agreements.
• Excellent organizational and time management skills.
• Problem solving and influencing skills.
• Excellent interpersonal skills and an ability to conduct training sessions and make presentations.
• Ability to communicate clearly, logically, and concisely, both orally and in writing.
• Professionalism, courtesy, and tact to deal with confidential, sensitive, and contentious information/issues.
• Proficiency in relevant software such as MS Word, Excel, PowerPoint, Outlook, and HRIS technology.

PHYSICAL/MENTAL DEMANDS

• Normal physical effort in an office environment.

WORKING CONDITIONS

• Normal office conditions.
• Work may be subject to interruptions.
• Highly confidential environment.
• Regular requirement to respond to priority items within tight deadlines.
• May be required to attend related functions outside office environment (e.g., job fairs, schools, etc.).
• Stress involved in dealing with potentially adversarial and dissatisfied managers and/or members.
• Errors may result in legal ramifications, embarrassment to the Service, and impacts to labour relations and finances.
• Considerable contact with all levels within the Service, including Executive and Senior Management, the community, the public, and provincial ministries.

SUPERVISORY ACCOUNTABILITY

• N/A