Manager, Talent Acquisition (Power & Energy)

This Opportunity

Our US Talent Acquisition Team is seeking a Talent Acquisition Manager for our Power & Energy- Project & Program Management group to be based in one of WSP’s Mountain Pacific offices preferable in ID or MT. This position is eligible for WSP’s Hybrid Workplace approach with the ability to fluctuate between working in their local office and working remotely.   

This role will manage the delivery of full-cycle talent acquisition services across the Power & Energy- Project & Program Management group with a focus on aligning recruitment strategy to operational priorities and workforce plans. It partners closely with business leaders, HR Business Partners, and talent acquisition teams to support enterprise hiring goals and drive effective sourcing initiatives. The position manages daily operations, provides coaching and potential oversight to recruitment team members, and delivers strategic insight into workforce planning, talent pipeline development, and inclusive hiring practices. This role ensures recruiting operations comply with policy and reflect WSP’s values, brand, and future-ready talent needs.

Responsibilities include formulating partnerships within the assigned area(s) of responsibility, Talent Acquisition counterparts, with HR Business Partners, and with the HR centers of excellence to deliver value-added HR recruitment and talent sourcing service that support the desired business outcome and meet future-ready challenges.  Ensures that responsibilities are delivered and adhered to with a level of quality that meets or exceeds acceptable standards for responsiveness, implementation, and engagement.
 

Your Impact

• Deliver HR talent acquisition processes and programs, partner with functional area leadership, provide professional HR talent acquisition advice and guidance to managers and employees, and ensure compliance with internal and external regulatory requirements.
• Work collaboratively with assigned hiring managers and department/functional area leadership on specialized recruitment needs across various disciplines, understanding the business and hiring requirements, preparing and drafting advertisements and job postings for requisitions, sourcing passive candidate via LinkedIn Recruiter and other tools, reviewing and dispositioning candidates accurately using the Applicant Tracking System (ATS), coordinating interview schedules, preparing and negotiating offers, and ensuring requisitions are compliantly managed.
• Participate in creating an ongoing and proactive candidate pipeline through various methods including direct applicants, sourcing of passive candidates, referrals, and strategically partnering with hiring managers to build talent pools.
• Provide the appropriate level of tactical and strategic HR talent acquisition consultation and advisement that empowers leadership to adeptly interview and select the right candidate, effectively identify selection criteria, engage in behavioral-based questioning and interviewing, avoid unconscious bias, and to capably represent the WSP employer brand to all prospective applicants and candidates.
• Conduct weekly or bi-weekly meetings with designated business leaders to provide any insight on upcoming or pending HR candidate sourcing initiatives, provide/solicit feedback on candidates to keep the recruitment process moving forward efficient, overcome obstacles, and provide talent acquisition consultation when necessary.
• Use discretion, professional knowledge, judgment, and advisement in recruitment matters of significance to the firm, such as drafting job postings, preparing job offers, process administration, job status changes, salary data, and EEO compliance regarding I&D and strategic hiring decisions.
• Actively participate in business or functional unit workforce planning initiatives of a moderate level of complexity and scope; analyzing, evaluating, and interpreting data obtained during managerial conversations, and offering input with developing internal/external talent acquisition action plans for resolution.
• Maintain in-depth knowledge of legal requirements related to day-to-day posting, interviewing, and selection of candidates, reducing legal risks, and ensuring policy and regulatory compliance; partnering with the legal department as needed/required.
• Develop and implement communication strategies and tools that promote the effective adoption of talent acquisition programs, even when navigating competing priorities among leadership stakeholders. 
• Function as an HR talent acquisition process expert and a people champion, but also as a trusted advisor, change agent, and a strategic partner for the business. 
• Develop an effective level of business literacy about the business area(s) primary service/work product, financial p