Talent Acquisition Consultant

This Opportunity

WSP is currently initiating a search for a Talent Acquisition Consultant to support our Transportation and Infrastructure (T&I) practice. Preferred location is a mutually agreed WSP US office in Central Time (CT) or Mountain Time (MT) zone. This position is a hybrid role requiring consistent in-office presence. 

Your Impact

With limited guidance, provides talent acquisition advisory assistance and support for employees and management in designated business unit, region, and/or functional area.  Responsibilities include assisting senior-level Talent Acquisition consultants/leadership with more complex or larger scale HR candidate sourcing initiatives, formulating partnerships within the assigned area(s) of responsibility, providing input to HR Business Partners, HR centers of excellence, and delivering value-added HR recruitment services to management and employees 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.

• Communicate HR talent acquisition processes and initiatives, partner with district/functional area management, 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 to assist with high volume recruitment needs across various business sectors and disciplines, understanding hiring requirements, preparing and drafting advertisements and job postings for requisitions, reviewing and dispositioning candidates accurately using the Applicant Tracking System (ATS), coordinating interview schedules, and ensuring requisitions are compliantly managed.
• Under limited guidance, 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 HR talent acquisition consultation and advisement that empowers line managers and supervisors 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.
• Participate in regular meetings with designated line managers and supervisors to provide any insight on upcoming or pending HR candidate sourcing initiatives, providing talent acquisition consultation when necessary.
• Use discretion, professional knowledge, and judgment in assisting with any recruitment matters of significance to the firm, such as drafting job postings, hiring requisitions, process administration, job status changes, salary data, and EEO compliance regarding I&D and strategic hiring decisions.
• Under limited guidance, participate in business or functional unit workforce planning initiatives of basic 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.
• As appropriate, identify coaching and training needs for hiring managers and/or teams, participating in the evaluation and monitoring of training to ensure developmental objectives are met.
• Conversant 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.
• Assist with the development of end user communication and hiring strategies that fosters the effective adoption of HR talent acquisition deliverables; occasionally dealing with disorganized and challenging hiring managers who want recruitment to be a priority but are often so busy in the business that they can’t make it a priority. 
• Function as an HR talent acquisition process resource and a people advocate, but also a 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 position, strategy, culture, and competition.
• Provide feedback and input as required to HR centers of excellence (e.g., HR Business Partners, HR-HUB, Talent Development, Total Rewards, HRIS) on the delivery of candidate sourcing and recruitment processes and initiatives.
• Remain current in the latest passive and active candidate HR talent acquisition techniques, practices, talent pipeline development, employment laws and