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Talent Acquisition Specialist

Country:  CA
Field:  Support & transversal

Montréal, CA

Type of Contract:  Permanent
Level of experience:  02-05 years

SYSTRA Canada is part of the SYSTRA group, an international consulting and engineering group, a world leader in the design of transport infrastructures. SYSTRA Canada is an engineering and consulting firm whose primary focus is to offer transportation solutions, whether for passengers or goods: feasibility studies of building a new railway line, increasing the capacity of the existing infrastructure, privatization of a railway.

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Reporting to the Human Resources Manager, the Talent acquisition specialist will be responsible for the full cycle of recruitment for SYSTRA Canada.

 Main responsibilities

  • Lead the planning of the divisions’ recruitment needs;
  • Participate in weekly meetings with management to ensure adequate follow-up on the needs of various teams;
  • Obtain information from internal clients (managers) to outline the profiles of desired candidates (requirements and crucial skills, etc.)
  • Compose/modify job descriptions and postings (internal and external) in French and English;
  • Independently manage and own the full recruitment life cycle of multiple positions under multiple divisions and various North American locations, starting from pre-selection, interviews, integration and pre-employment coordination.
  • Able to source technically hard skill sets through a variety of methods: Headhunting, social media, referral centric sourcing strategies, professional networking, search & selection, behavioral interviewing. In addition to this continuously provide new solutions and ideas for sourcing new methods to attract talent, this can be through new job boards, seeking and attending relevant conferences, building up talent pools
  • Take the initiative to address corrective actions.
  • Regularly work with their line manager/Business Unit HR partner to discuss improvements across the region being managed.
  • Keep a close eye on internal talents’ availability within the international business and coordinate their transfer to Systra Canada.
  • Work closely with Senior Level Internal Hiring managers across the business; This will involve asking seeking questions and challenging management on key decisions to ensure this adheres to the recruitment process. In addition to this driving forward new ideas which can help to streamline processes which help speed up the recruitment.
  • Maintain records and dashboard on statistics related to staffing activities;
  • Support HR team in their daily administrative tasks.


Qualification & Selection

  • Have the ability to measure the caliber and competence of candidates against strict requirements and briefs provided.
  • At all stages of the recruitment process ensures credibility is maintained through effective feedback.
  • Negotiate and present offers and close selected candidate.
  • Successfully liaise with mobilisation and HR teams/specialists to ensure the successful onboarding of the candidate.
  • Have a minimum of 5 years’ Recruitment experience of which at least 2 working in the Railway industry.
  • A passionate and driven professional who enjoys working in a challenging environment.
  • Must have experience recruiting within the Construction/ Engineering/Project Management Railway industry.
  • Must have experience of working in Canada
  • The ability to simultaneously manage a multitude of roles of up to 20 positions at any one time.
  • Fluently bilingual (French and English)


As a Talent Acquisition Specialist, you will need to demonstrate the below attributes:

  • Market knowledge – Ability to understand the construction/Project Management Railway industry, identify competitors, pay rates and to keep abreast of recruitment trends.
  • Confidence – In your ability and knowledge as a recruiter, if you feel the recruitment process in not being followed then challenge it, to all levels within the business. Demonstrate strong verbal communication skills, influencing, negotiating and collaborating with all decision makers within the business.
  • Inquisitiveness – Being able to ask seeking questions to all levels of the business both internally to hiring managers and externally to candidates.
  • Strong communication – This is imperative, having the ability to develop relationships with both Internal and External stakeholders. Having the intuition to know the difference between a committed and a passive candidate. Also, the ability to articulate conversations with senior level/ VP management and learn to work in partnership with them rather than having a directive relationship.

Note: In this description, the masculine gender is used for easy reading purposes and includes the feminine.

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